The most effective teams have diverse viewpoints and experiences. However, leaders must intentionally create an environment that values those differences, so minority viewpoints are heard. In this episode of Magic in the Room, Hannah, Chris, and Luke discuss the mindset and tactics needed to lead teams that value differences.

If we look at the world from our own perspective, it’s easy to assume that everybody will interpret the world the way we do. But someone with a different family upbringing will experience life in different ways. Their ethnic background, gender, sexual orientation, relationship dynamics, or any lenses we might want to look at in diversity will offer a unique perspective.

Imagine the opportunities that could arise from elevating the differences and the unique perspectives of all team members. Luke shares his belief that every team is smarter than the smartest person on the team. It’s why he enjoys working with teams and why he wants to work with organizations.

Chris reflects on the recent  Mindfulness episode  of the Magic in the Room podcast and how we often go through the process of inserting an intervention. Unlocking EQ is not about an immediate return. It’s about improving the relationships that you from. What makes life meaningful? And what makes us jump out of bed in the morning? These are just a few of many areas that particularly excite Chris when talking about EQ.

Hannah highlights how leaders need to be careful not to speak on behalf of a minority voice to win it. When we’re talking about boosting different perspectives and minority voices, it means allowing the space for that voice to be heard. Be actively curious and ask the person for their input and view, and then you can support and amplify it, rather than just speaking on behalf of the person.

Hannah always sets out to seek out the quiet people in the room and hear their thoughts and insights. She advises that if we don’t do this, we won’t uncover the perspective or a different way of looking at a problem. It starts with intentionality, and just being explicit about seeking out views that are different from yours, and asking the people that have a different background, ethnicity, or lived experience and how they would interpret something,

When we look at teams, how are we listening to perspective? What is the communications model? How clear is the purpose? Is it compelling? And are the leaders bound by it? If you feel like your team doesn’t have that rallying cry, that purpose that they all share and why they jump out of bed in the morning, it’s going to be tough to have these conversations. Without it, people will think it’s not worth the effort.

How do you ensure that you hear every voice in your team? After listening to the unlocking EQ series, Hannah, Chris, and Luke invite you to share your insights and experiences by sending the hosts a quick message at  info@purposeandperformancegroup.com.

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