Como equilibrar a coesão da equipe com a diversidade na Gestão de Programas?

I believe the program's vision is the key factor. Enabling all team members to understand that clearly will mostly help build the cohesion needed since they all accept that shared vision. Diversity in thoughts/ideas are always helpful, but that need not be the key driver for a program's success. There are times when a program needs focused execution more than ideation, in such cases, shared vision will help understand what needs to get done.

This is a key aspect in all high-performing teams since lack of role clarity ends up in stepping on other's toes leading to friction and chaos. If the first few weeks are spend in clarity in this one aspect, the entire program execution becomes a breeze. Once these are defines, KRA definitions become easier, thereby performance management too. Success of failure of people/objectives get clearer as we move forward, helping management take informed decisions on what to change and by how much.

I have seen some teams using too many communication channels within and soon they are lost in a deluge of information (at times irrelevant). It becomes an imperative for the Program Manager to define the right channels for the appropriate purpose with limited monitoring/management of those channels to encourage people to use it for relevant purposes. Too much monitoring will stop people from using it, too little will cause a glut of information; striking a balance is the key.

Balancing team cohesion and diversity involves celebrating differences and promoting learning and development. Early in my career as a program manager, I faced challenges in aligning a diverse team with varying skill sets and backgrounds. To address this, I initiated training sessions, coaching, and mentorship programs. These efforts not only enhanced individual capabilities but also fostered a collaborative spirit. Acknowledging and celebrating diverse perspectives brought fresh ideas to the table, enriching our problem-solving approaches. It's essential to create an environment where team members feel supported in their learning journey and empowered to contribute their unique strengths to the collective success of the program.

Growth comes by learning and teams learn when you invest in them. They need to know you are with them out in front of them and behind them. When pulling together there is hardly a time when you can afford exclusivity. Diversity us not a concept. It's a result of valuing every one doing what they do best. I heard someone say that if two people are too much alike, one of them is unnecessary. I like that approach and it leads to natural diversity without force fitting.

Almost every "invested" team members expects to learn something through their tenure in the program. Providing them the platform for that along with encouragement to those who used it appropriately goes a long way is fostering that learning culture, which benefits, the individual, the team and the org in all ways.

I have seen instances where D&I are forced on team, which can be counter-productive. If we just allow it to happen in natural course, people tend to respect it a lot more. Even appreciation around it needs to be natural than forced to make it more meaningful.

I concur. Why instill a value that has not been inculcated from an early age, typically with education from the family side?! This is like messaging anti-tobacco/anti-drugs to people who don't even want to think about such vices. Because the world outside is twisted, we don't want our children to grow up with imposed values and fears. We all grew up that way.

Balancing team cohesion with diversity in Program Management is crucial for success. Celebrating diversity involves acknowledging differences in team members' backgrounds, experiences, personalities, and preferences. Creating an inclusive environment fosters respect and empowerment. As a program manager, modeling and advocating for diversity and inclusion sets the team culture. Addressing challenges promptly and celebrating diverse team achievements reinforces unity and individuality. Prioritizing diversity and inclusion actively turns these principles into actionable strategies for a dynamic and successful project team.