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Creating Successful Leaders

Images of seagulls in a row depicting when a team is too similar

Every team is unique, which means every team encounters its own challenges and pitfalls. Sometimes communication between team members breaks down. Other times productivity dips due to colleagues not seeing eye to eye on a particular problem. But what do you do as a team leader when you are faced with the opposite problem? What do you do when your team members are too similar?

Strong teams rely on their members as individual engines of creativity, each with their own specific skillsets. While it’s not necessarily always an issue to have a team with overlapping abilities and points of view, a lack of diversity of thought can stifle creativity or hamper problem-solving. When Joe, John, and Jack all offer the same, incomplete solution, that’s a sign things need to change.

Being an effective team leader means being able to bring out the best in your team and point it in the direction that will allow you to accomplish your goals. So, if your squadron suffers from being too similar, you might want to consider some of these solutions:

1. Brainstorming Homework

Homogenous teams tend to lump together in groupthink if given the opportunity. A way to combat this habit is to isolate each individual team member’s strengths and abilities in an environment where they’re allowed to contemplate without the influence of their like-minded peers. Assign different tasks or divvy up a single task into components to each of your team members, and have them come up with solutions or ideas on their own. This can give better insight into each of the individual members’ limitations and quirks, and be used as a road map for what qualities or ideas to encourage folks to bring to the table at full team meetings.

2. Role Play

Sometimes team members can’t call upon different perspectives because they haven’t been given the opportunity to engage with them. Identify strategies or types of problem solving you would like to bring out more in your team, and give them the opportunity to utilize these methods in practice exercises. It may be helpful to bring in someone from another group or department familiar with the process to serve as a guide.

3. Switch Up the Roster

If there is a persistent problem in addressing challenges, the roster may be in need of some alterations. You can experiment switching out team members on specific tasks, bring in different staff for certain projects, or even bring on a new hire to inject energy into a complacent group. Variety and situational changes keep people alert and help draw their attention to the issues that are causing these changes.

4. Competition

Who says innovation can’t be a contest? Incentivizing behaviors is a timeless and effective way to instigate desired results. Offer a small reward for team members who are able to provide new or sought-after solutions to ongoing problems. If the desire is to correct a more systemic homogeneity, consider creating broader rewards for seeking outside collaboration or professional development that can be integrated into your team’s stagnant dynamic.

Team dynamics are tricky, and often problems are not resolved by any one solution. Try out a couple different strategies, and don’t give up if one doesn’t foster the changes you are looking for. As long your team is persistent and committed to growth, you will likely find an answer.

Margaret Smith is a career coach, author, Insights® Discovery (and Deeper Discovery) Licensed Practitioner, and founder of UXL. She hosts WORKSHOPS for people who need career or personal guidance.
NOW LIVE: Check out Margaret’s NEW online Leadership Course.

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