Being a unique team by sponsor diversity
Actualizado: 17 de nov de 2020
How to grow and cultivate an empowered system, Vol I.
How to add diversity to your teams through the Diversity Index practice of Management 3.0?
We are living in a world that encourages diversity more than ever before, with a lot of organizations, people, brands, and companies that break the boundaries and expand their impact to be more present in different communities, bringing the same possibilities, chances, and opportunities to all the people around the globe.
Since the exponential growth of Agile Methodologies and their encouragement to have multidisciplinary teams to increase impact and value delivered to the stakeholders, we can find some practices and value in having diversity on our teams.
Before that, also, we had the T-shaped person theory that shows how the vertical bar on the letter represents the depth of skill or expertise in a field, while the horizontal bar of the letter is how a person can collaborate or know about other areas. This theory tries to put a stop to generating silos on the teams, where everyone is expert only in their areas, and what happens if someone on that team leaves the company, or has an accident, or enters on paid time leave? Nobody on the team would cover that person, since nobody knows about how to do their tasks.
Saying this, we can find a lot of potential in diversity, not only on the team performance but also on personal growth.
But, hey! This is not, only, me saying the impact of having a diverse and inclusive team. Here you have some reports from, bigger than me, companies: Forbes mentioned in his January insight that companies that have more than the average of diversity on his teams, produced almost twice of revenue from innovation (45%) in comparison to companies below that average of diversity (26%) - just wow!
That was just one of a lot of more examples there are out there, like Randstad, World Economic Forum, etc.
Now, let's talk about something closer. As part of an IT and Software Development company, that has a presence in more than 15 countries around the world, let me ensure that Diversity is part of our heart, roots, and values.
On the team (that we are going to view later), we are 6 people, from different areas (Recruiting, Talent Development / Career, Robotic / Business Analyst, Culture Hacking, and Technology) that we had to think of different pieces of training and activities for the whole company. As being from different areas, and since it's the first time we worked altogether I think to use this practice to see how diverse are we, does not matter that we are from different areas, but to see how we think, how are we.
Now, what do we mean by Diversity? Diversity is the mixture of differences (and similarities) that includes explicit and/or implicit characteristics such as, but not limited to: accessibility, appearance, beliefs, cultural roots, ethnicity, gender, generation, identity, opinions, personal style, perspectives, sexual orientations, values, etc.
How can we be more diverse? can be one of your many questions.
Management 3.0 proposes a practice to, at least, identify how diverse is your team. And again, as agile reflects on many practices, identifying where we are, is an excellent start to define the next step that reaches us where we can go.
So the answer to how we can be more diverse starts identifying your actual condition, what Management 3.0 with Diversity Index pursues is to help you, your team, your organization, and your environment to understand how your actual diversity level is. You can enter this link to read more about this practice: https://management30.com/practice/diversity-index/.
And, if you want, you can join me to show how I did it.
What you are going to read is a proposal, not a ruleset, or steps to follow, those were the steps that I did with some teams, so you can adapt it on your own with whatever fits better.
Figuring out our Diversity:
1.- Invite your team, or schedule a meeting with them (remotely because COVID-19), but also can be present when you can do that.
You can do this in 60 minutes or less.
2.- Once the meeting starts, you talk about the goal of the meeting, and what do you want to do, so everyone is on the same page.
You can do it on an empty spreadsheet, a blank presentation, miro, mural, a piece of paper, technology is not a limitation.
3.- Before starting to assess your level, all the participants need to define “what means diverse for us?”.
So they discuss and propose their areas.
4.- You can do a brainstorming session to grab those areas, vote, or pick by the method you want.
They also can define what each área means, or the goal, in case you have repeated or similar ones.
5.- When you have the areas identified, you start filling the index with those areas, and the name of the team, of course.
6.- Now, to calculate the score of each área, the members need to answer their situation for each area.
7.- You only add a point for different answers.
One of your areas is CITY where you are right now.
5 members of the team are in New York, USA.
2 members are in London, England.
1 member is in Buenos Aires, Argentina.
The Diversity score you had in the CITY area, will be a .
Remember that you only add a point for different answers, so all the members that are in New York, just give you 1 point to the index.
8.- After you repeat that with all the areas, you will calculate the Total Diversity Score.
Everyone can share their experience with this, probably they are finding out topics or information about team members that they didn't know before, improving their relationship, trust, and confidence within the team.
On diversity, you can find things in common, things to talk about in the future, to have more meetings, as ice-breakers, and to generate conscience and awareness of the others, being closer as a team.
What can the team do to increase their diversity score?
The answer will be from you, and that depends on the área you choose. I encourage you to have areas where the only answer is not to add someone else, what you and the team can do to be more diverse?
What can you and the team learn to be more diverse?
What you and the team can change about a skill or topic to be more diverse?
Add someone to the team, or change members, I think it's the fast, short-term choice to be more diverse, but if you truly want to have an impact and grow, I encourage you to search and investigate what you can do, not what others can do.
If you are still figuring out how to do this with your team because you realized it’s an incredible and powerful tool, I will share the experience of one team.
I generate a MIRO space for this.
Send an invitation to the members of the team.
Talk about the objective of the meeting.
Did a Personal Map with each member to know more about each other (another practice I strongly recommend to bring people together and share similarities or generate more confidence).
We select Nationality, Gender, Age, Profession, Sexual Orientation, Accessibility, Ethnic and Physical aspect.
Then we talked about what we can do to be more diverse, and as I mentioned before, things that did not include add more people.
As we figured out some of the areas we choose are inherent to our born (like nationality and age) and there is nothing we can do on that to be more diverse, there are some recommendations to change those type of areas to things like values, hobbies, fears, and then you have another type of action.
As you figure it out, the areas are a blank space, so you can choose whatever you want.
As we mention Diverse term, is a very wide term, so you have a huge space to narrow it down with areas technical-oriented, personal-oriented, soft skill-oriented, the sky's the limit-oriented.
As a Facilitator I learned that does not matter if this is your first experience with Management 3.0, or if you are a skilled facilitator, you can merge this awesome, atomic, practical, diverse practice with a whole world of others, and for a huge variety of situations:
To know more about the team you have been working on for a long time.
To break barriers, and increase confidence and togetherness with a brand new team.
To generate awareness.
To bring new lenses to the members of a team after some difficult moments.
And more spaces to apply that I hope you share in the comments.
My next experiment with this practice will be, as Facilitator, recommend use areas or categories where we had space to act, by not only adding more team members (that did not resolve anything) but to expanding our diverse points of view as well.
If you want to apply these practices or think about how you can mix them (with other Management 3.0 or with any other activities) just let me know and we can figure it out.
I share with you the steps I applied, and the activities individually but are so powerful and potent individually, that can be empowered by mixing them with others, of course, by knowing what is the goal, objective or what you want to bring into a visible aspect by acting.
See you next time, on the next how to grow an empowered system volume.