{"id":757,"date":"2023-01-24T17:40:24","date_gmt":"2023-01-24T16:40:24","guid":{"rendered":"https:\/\/www.ilteamgiusto.it\/?p=757"},"modified":"2023-01-24T17:43:12","modified_gmt":"2023-01-24T16:43:12","slug":"becoming-il-team-giusto","status":"publish","type":"post","link":"https:\/\/www.ilteamgiusto.it\/en\/becoming-il-team-giusto\/","title":{"rendered":"Becoming “Il Team Giusto”"},"content":{"rendered":"

When we discussed the #therightteam building phase we mentioned some critical aspects<\/strong> to consider. Among them is diversity<\/strong>, a topic that fortunately has become central in the vast majority of modern organizations.<\/p>\n

With @StefanoSusani we have cultivated an extremely broad concept of diversity<\/strong>, with the aim of maximizing in this way the character of inclusion<\/strong>, the true catalyst element of “different” energies. With this post, we would like to emphasize the function of “antidote” that diversity exercises with respect to some typical team dysfunctions<\/strong>.<\/p>\n

The homogeneity of profiles, in the context of teamwork, can have advantages<\/strong>. In general, research indicates that working groups with a high consistency of characteristics tend to reach consensus more quickly and require, always on average, fewer intermediate steps when it comes to communicating. Nothing<\/strong> surprising<\/strong>. They develop strong cohesion and trust and thus tend to become apparently very compact units. One could say in the first instance that they have a better chance<\/strong> of becoming the “Right” Team.<\/p>\n

As often happens, the greatest strength<\/strong> nevertheless risks becoming the greatest weakness<\/strong>. In fact, when the “limbic” side of groupthink is allowed to use a “Friend or Foe” classification with excessive ease, we see “Us vs Them” patterns towards anyone is not part of the team, with often devastating results<\/strong>. We want to recall how Team science has moved from ultra-compact and isolated team models to more systemic models, where in addition to the relationships between group members, external relationships<\/strong> with other teams and with the whole constellation<\/strong> that inevitably includes the team also matter a lot same.<\/p>\n

At a systemic level, therefore, we recommend “diluting” the excessive uniformity of views with the antidote<\/strong>, diversity as we said. Diversity, intrinsically, predisposes the team more to reflect the other elements of the system, therefore to find more creative strategies<\/strong> for collaboration and resolution of problems and conflicts, without referring to conflict dynamics. In addition to this “Systemic” advantage, inclusive and varied teams will clearly have a greater ability<\/strong> to face innovative tasks, self-learning and mediation in internal conflicts.<\/p>\n

Taking up Tuckman’s model, teams that are not very “different” will more easily<\/strong> overcome the “storming” and “norming” phase, supported by their own identity of views. At the same time, they will probably struggle<\/strong> to unleash a full “performing” phase, having little propensity for critical thinking, innovation and antifragility. The leader of a very “different” team will instead have to pay particular attention to the above phases, precisely to avoid being trapped<\/strong> in the “norming” phase on the way towards the “Justice” of the Team.<\/p>\n

Speaking of a relatively little-treated form of diversity, but in the present and in the future, we would say vital for the success of businesses<\/strong>, we point out “Harnessing the Power of Age Diversity” published in March 2022 in the online edition of Harvard Business Review. A very interesting cross-section of how personal diversity can be an exceptional strategy<\/strong> to become #ilteamgiusto<\/p>\n","protected":false},"excerpt":{"rendered":"

When we discussed the #therightteam building phase we mentioned some critical aspects to consider. Among them is diversity, a topic that fortunately has become central in the vast majority of […]<\/p>\n","protected":false},"author":3,"featured_media":759,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[20],"tags":[],"class_list":["post-757","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-team-building-articles"],"acf":[],"yoast_head":"\nBecoming "Il Team Giusto" | Il Team Giusto<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.ilteamgiusto.it\/en\/becoming-il-team-giusto\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Becoming "Il Team Giusto" | Il Team Giusto\" \/>\n<meta property=\"og:description\" content=\"When we discussed the #therightteam building phase we mentioned some critical aspects to consider. 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