Often when a new team is formed, let’s say to work on a particular project, one of the first tasks is to develop a project plan. The first meeting is likely to include an overview of the goals and objectives of the project, a delineation of duties and the timeline for completion. Everybody leaves the meeting with their marching orders and the deliverables for the next meeting. This typical process would not be an example of fostering inclusion. This task oriented approach is very common in the Western part of the world, whereas other cultures are more likely to have relationship building as the first order of business.
A more inclusive model for fostering inclusion when a new team is formed might be better served in the long run by taking the “build relationship first” approach. For example, at the first meeting, spend the majority of the time having team members introduce themselves and share something that the rest of the team might not know about them. I have found that often when we do this, even individuals who have been working together for some time, are surprised to find that a co-worker plays the flute, enjoys Karaoke, has lived in another country as a child, etc. etc. Sharing personal anecdotes can help to break down barriers and reveal differences and similarities that can be important to team cohesion.
At the second meeting, the team might complete an inventory which reveals their different communication styles and discuss how these different ways of communication can be an asset to more effectively complete their assigned task. If the organization regularly uses assessments such as the Myers Briggs Personality Style Inventory, the team might have a discussion about how their different personalities can either help or hinder their progress and discuss ways to leverage the differences.
In other words, spending time upfront, raising awareness about the team’s differences and similarities and learning to accept and respect different styles, rather than judging and belittling different ways of work, will in the end lead to a more successful outcome.
While, the inclusion approach may take longer in the beginning and it may seem to some that valuable time is being wasted on irrelevant “fluff”, in the long run when team members feel valued and respected they will be more engaged and productive. Additionally, when the different skills are leveraged, more innovative and creative solutions are possible.
How often is the “build relationship first” approach taken in your organization? We’d love to hear your stories.
