Experts have a clear understanding of the potential advantages that diversity brings to teams and organizations.
APM acknowledges that diverse teams generally outperform homogeneous ones. This correlation is increasingly evident in the performance and financial outcomes of organizations.
Does this align with your personal experience?
In a previous section, you explored exceptional and high-performing teams. Based on your own observations, do you see a connection between diversity and performance? Do teams with greater diversity produce superior work? Additionally, what challenges arise when working in highly diverse teams?
We are genuinely interested in hearing about your experiences and thoughts regarding these questions in the discussion section.
With my experience, in a complex situation, diverse team with different skills always tends to succeed better than a homogenous team. But the challenges that might be faced in a diverse team are;
1. Difference in communication
2. Time zone Difference for remote collaboration
3. Difference in ethics and culture belief.
I have seen diversity improve teamwork and results. Different backgrounds bring fresh ideas and better problem-solving. It makes projects more creative and solutions stronger. The main challenge is communication gaps, but clear goals and good leadership keep everyone aligned.
From my observation, there is a strong connection between diversity and performance in teams. Diverse teams often outperform less diverse ones because there are different perspectives. People bring unique ideas, experiences, and problem-solving approaches.
Diverse teams boosts creativity. A mix of backgrounds sparks innovation and fresh thinking.
Teams with greater diversity do produce superior work especially when they collaborate well.
Challenges of diverse teams are:
Communication gaps where different styles, accents, or expressions can lead to misunderstandings.
Varied perspectives sometimes clash instead of complementing.
Slower consensus is a challenge because reaching agreement can take longer because everyone sees things differently.
One of the key to overcoming the challenges is strong leadership. It takes setting clear goals, encouraging respect and turning challenges into strength.
From what I’ve learnt so far, the statement about diversity leading to stronger team performance really resonates with me. In teams where members come from different backgrounds, skills, and perspectives, I have noticed that problem-solving is usually more creative and well-rounded.
For example, when planning events or projects with people from different departments or cultures, we tend to generate more innovative ideas and anticipate a wider range of risks than in more homogenous groups.
I do think there is a clear relationship between diversity and performance. Diverse teams often produce better outcomes because they draw on a larger pool of experiences and ways of thinking. This can translate into more effective decision-making and stronger results for the organisation.
That said, I’ve also noticed some of the challenges. Highly diverse teams sometimes struggle with communication styles, different working habits, or even conflicting expectations. It takes intentional effort, clear roles, active listening, and good facilitation, to make sure everyone feels heard and aligned on the same goals.
Overall, though, I have found that when diversity is combined with good leadership and a supportive environment, the benefits far outweigh the difficulties. Diverse teams not only do better work but also make the workplace more interesting and rewarding.
In my own experience,a diverse team often performs better because it brings together different experiences, perspectives, and skills. This leads to more creativity, better problem-solving, and well-rounded decision-making. Experience matters, but diversity drives innovation.
Yes.
There is a strong connection between diversity and performance. Diverse teams often bring together people with different perspectives, skills, and experiences, which can lead to more creativity, innovation, and well-rounded problem solving. Research also suggests that teams with greater diversity are more likely to generate unique ideas and produce higher-quality work since they consider challenges from multiple angles.
However, diverse teams can also face challenges. Differences in communication styles cultural backgrounds, and work approaches may sometimes lead to misunderstandings, slower decision making, or conflict if not managed well. It requires inclusive leadership, open communication, and mutual respect to harness the benefits of diversity while minimizing friction
From my observations, there is a strong connection between diversity and performance in teams. When individuals with different backgrounds, skills, perspectives, and experiences come together, the team benefits from a wider pool of ideas. This diversity often leads to more creative problem-solving, innovation, and adaptability, because people approach challenges from multiple angles rather than relying on a single way of thinking.
The benefits of diversity are most visible when the team has strong leadership, inclusive practices, and effective communication. Without these, diversity can sometimes slow down decision-making or lead to misunderstandings.
Some of the challenges that often arise in highly diverse teams include:
1. Communication barriers
2. Conflict management
3. Slower consensus-building
4. Inclusion gaps
To plan, strategize, execute, and achieve a common goal in a particular project. The manager must ensure he/she put the following into consideration:
– Lunch event
-Organize face-to-face communication.
-Carry out virtual meetings such as Zoom, Google Meet, video conferencing, video calls, etc.
-Get everyone involved, i.e., every team member must be a hand.
-Develop a common understanding of its vision and
-Every team member must have a single expected outcome and benefits.
-Team Rules
-modes of collaboration
-There must be a common language and
-Artefacts & ways of working.
I also discovered the acronym SMEAC, which is Situation, Mission, Execution, Administration, and Command.
SMEAC is a way of organizing information about situations used by emergency, security services, and the military.
APM recognizes that more diverse teams tend to perform better than homogenous ones. Increasingly, this translates into organisations’ performances and financial results.
With my experience, in a complex and complicated state, diverse teams of different skills, background and perspective are always creative and innovative with high performance, respect for each other and hardly faced with disagreement as a result of familiarity. They are productive and delivers at the appropriate time.