analytical) information-sharing methods (do people prefer written, oral, face-to-face, text, email, video conference, etc.) and motivations (these could be power, achievement, affiliation, money, etc.). Another is to understand the dynamics of diversity (through historical, political, and economic references), how it affects the workplace, worldviews, life and communication styles, ethics, and etiquette of co-workers.ĭeveloping positive diversity tension takes an understanding of both the big things and the small things that form unique cultures, including leadership and work styles (for instance formal vs. What are some good first steps to developing positive diversity tension in the workplace? Well, one is to not make any assumptions about the cultural base or outlook with whom you work or do business. It just isn’t enough for leaders to possess these capabilities themselves they must also develop them throughout the organization. Leaders who prepare and empower their employees to understand others without judging, to be requirement-driven, and to be comfortable with diversity tension are more productive and successful.

The task of leaders working in the global business arena is not to minimize this tension, but rather to use it as a creative force for change, and, of course, to make quality decisions in the midst of identity differences, similarities, and pressures. Diversity tension is the stress and strain that accompanies mixtures of differences and similarities. In the midst of individual contributors with such diverse backgrounds, success calls for leaders who are comfortable with diversity tension. Successful organizations identify, recruit, and train professionals from a diverse blend of backgrounds, cultures, styles, and motivations into positions of increasing power and responsibility. However, this wonderful resource can be a double-edge sword as cross-cultural exchanges present unlimited possibilities for misunderstandings and cultural blunders.Īs companies grow and expand around the world, diversity in the workplace increases. Differences of ideas, methods, motivations, and competencies can be used to build great organizations. As leaders, the rich diversity of culture and thought around the world is one of our greatest resources - if we use it as such.

Embrace diversity