The people on your team do not think the same way you do. This is great news! When it comes to creating innovative solutions and solving complex problems, studies are clear that cognitive diversity within teams makes for better results. Not only do they come up with more creative ideas, the number of mistakes made is significantly reduced. (Reynolds, A., & Lewis, D. Harvard Business Review 2017.) With that in mind, why do managers tend to hire people who think the way they do? Because it’s more comfortable.

While cognitively diverse teams develop better solutions with fewer  missteps, they can present some challenges. When I grew up, I learned The Golden Rule. “Treat other people the way you want to be treated.” The intent of that is to treat everybody fairly and with respect. It does not mean that you can take a cookie-cutter approach to how you interact with people. Think about applying the Golden Rule to gift giving.  By that standard, I might get my daughter skydiving lessons, because that’s what I would like. I can tell you for a fact, my daughter would NOT appreciate skydiving lessons. Instead, when giving gifts, you should think about what that person would like. Give the people on your team the gift of interacting with them in the way that THEY want to interact.

Different Brains, Different Truths

There are many assessments which explore and explain the unique ways in which people see the world. DISC and MBTI are two of the most commonly used, though there are dozens of scientifically validated assessments, and hundreds of variations. What these assessments reveal is that there is no good and bad, strength and weakness, there is just…difference. The differences are wonderful, and they are beneficial in teams, as long as you work with them and not against them. Here are just a few examples of situations and how different preferences from the Myers Briggs MBTI can affect them.

Problem Solving: Introversion/Extroversion

When it comes to problem solving, people who tend towards introversion naturally go inside their own mind. They would prefer not to be distracted by others while they generate and cycle through ideas in their mind. People who tend towards extroversion tend to think out loud and talk things through to come up with their best ideas. You probably have both on your team. When solving problems with a team, create space for both approaches. Have a meeting where people discuss it so that the people who think out loud get to interact and generate ideas but let people know ahead of time. That way people have the opportunity to generate ideas internally if that is their preference, as well as talk it out with others if that is theirs.

Sharing Information: Sensing/iNtuition

When it comes to receiving information, do you want the headline or the details? For people who tend towards intuition, aka big picture people, the headline is what they are most interested in. Once they have the big picture, they may or may not want the details that led to that picture. Usually, they don’t. In contrast, Sensing types (aka detail-oriented people), want those details before they trust that the big picture. When giving information or updates, have both the big picture and the details. Start with the big picture and the big picture people will be satisfied, but be ready to jump right into the details for the more detailed people. We all have so much going on that our attention spans are pretty short. If you start with the big picture, it will be quick enough that the detail-oriented people can wait for the details. If you start with the details, the big picture people will have tuned out long before you get to the headline.

Making Decisions: Thinking/Feeling

What is most important when making decisions? People who tend to prioritize logic want numbers-based decisions that are clearly quantifiable. People who tend to prioritize feelings want decisions that uphold core values. The problems occur when the other’s intentions are misunderstood. For the people who prioritize logic, anything else is simply a distraction. They can get frustrated with the people who keep bringing up topics that don’t matter and waste time. People who tend towards feelings can wonder how someone could compromise their integrity by ignoring core values just for a little extra profit. What both groups want is the best solution. ‘Best’ can have multiple dimensions, but they are rarely discussed ahead of time. When making a decision in a group, ask people what they think the most important factors in the decision are. Be sure to include both numbers-based and values-based criteria before potential solutions are discussed.

Planning: Judging/Perceiving

When planning, whether it’s a work project or a vacation, some people want to have every step mapped out ahead of time (Judging), and some people want to be flexible so that when new information comes in they can change course (Perceiving). Both capabilities are important for success, but many people only see value in one perspective, which can cause conflict. Judging in this case means coming to a decision quickly, i.e. making a judgement and planning each step. Planning every step helps to avoid problems down the road. Waiting for more information to come in and being flexible is helpful in resolving the problems that do occur. When making plans with a group, be cognizant of which style you prefer and try to ensure that both points of view are represented. When both viewpoints are heard and respected, the odds of success go up dramatically.

Moving Forward

These are just a few examples from the viewpoint of only one assessment, but it does highlight some very common conflicts in the workplace. The seemingly simplest solution is to get a more homogenous group, which makes a team feel more aligned. This is likely to cause ‘groupthink’, which creates more problems than it solves. Rather than eliminating diversity, embrace it. If people on the team can learn to appreciate people who think differently than they do, creativity soars, solutions are improved and mistakes are reduced. Having a cognitively diverse team may take a little bit of effort, but it is well worth the investment.

Want to dive deeper?

This article just skims the surface of what an assessment like the MBTI can reveal. For more information about this assessment, you can go to www.TheMyersBriggs.com to learn more. If you have taken the MBTI and would like to discuss your results and how they are affecting interactions with your team, click here to schedule a free consultation. I look forward to exploring with you!