Here's how you can effectively communicate with a diverse team.

Acredito que muitas vezes a adaptação a diferentes estilos é uma tarefa árdua, requerendo muito esforço cognitivo, porém tem como resultado muito alinhamento e inclusão, pontos ainda mais importantes a se considerar.

While you cannot force someone to share their results, I have found personality tests to be helpful for you to understand team members and for them to understand you. In one instance, DISC profiling helped me and one of my team members to understand the other’s perspective, motivations, learning styles, communication preferences, fears, and intentions. We were able to be more effective and I found her insights to be especially valuable since her profile type was the opposite of mine. Sometimes the problems in a group are just misunderstandings.

Clear expectations are the cornerstone of effective team communication. Start by outlining the team’s goals, individual roles, and key deliverables. Use simple, direct language to avoid misunderstandings. Regularly revisit these expectations to ensure everyone stays aligned and any necessary adjustments can be made promptly.

To foster an inclusive environment, encourage each team member to share their thoughts and ideas. Create a safe space where everyone feels heard and valued. This can be achieved through regular team meetings and one-on-one check-ins. Emphasize that diverse perspectives are not only welcome but crucial for innovation and growth.

Creating an environment where feedback is welcomed and valued is crucial for fostering growth and improvement within a team. Here are some steps to achieve that: - establish a culture of openness - lead by example - provide constructive feedback - encourage peer feedback - regular feedback sessions(can be done in 1:1s) - create a feedback framework Remember, feedback should be a continuous process rather than a one-time event. By creating a supportive environment where feedback is welcomed and valued, you can foster a culture of continuous improvement and growth within your team. And as a leader, be open to receiving feedback yourself, as it's essential for your own growth and development too.

When I took over a team, they had been conditioned to not ask questions and to “do what they were told”. I know that I’m not perfect and I make mistakes… a lot. So I needed team members to question things that didn’t make sense. I told them that if they disagreed or questioned what they were asked to do, they could come and discuss it with me, with the outcome being 1) I convince them that what was asked is correct, 2) they convince me that I was mistaken and their idea is correct, or 3) we design an experiment to determine the truth. We did all three. In the end we debunked some dogma and the trust between me and the team members strengthened. The value of a team comes from the experiences of each team member. Encourage questions.

Recognize that different team members may have varying communication styles and preferences. Adapt your methods accordingly—whether it's through face-to-face meetings, emails, or instant messaging. Flexibility ensures that everyone stays engaged and understands the message clearly.

Using technology that allows for anonymous post it notes allows for more voices to be heard. These voices may not have been heard previously due to some people taking charge.

Using technology for a feedback framework within a team can streamline the process and make it more effective. Here’s how: - use feedback platforms like 15five, culture amp etc. - use surveys and pools like Survey Monkey, Google Forms - anonymous feedback apps like TinyPulse or Polly allow team members go provide anonymous feedback but try to get as much as non anonymous feedbacks, anonymous feedbacks should be used last. So, by leveraging these technologies, you can create a structured, efficient, and open feedback environment that fosters continuous improvement and growth within your team.

Celebrate mistakes. We learn most from our mistakes. Hopefully they don’t happen often or repeatedly. But to be human means you will mess up. Give team members the space to make mistakes. They will learn from them and become stronger team members. I had a rule. If you make a mistake, come and tell me right away and I’ll do whatever I can to help. Hide it and you are on your own. A new team member made a mistake on an assay for a clinical trial and told me right away. I defended her to the CEO, CSO, CMO, QA, and partners, saying she made a human mistake and was not likely to make it again. She never did. And I gained her trust as well as the trust of other team members. In the end we got most of the data and the trial was not compromised.

Know your team members' values and culture, and ensure they feel safe being part of your team. I’ve led multiple teams with members from diverse cultures, languages, and religions. The most important thing is respect. Be respectful, as these values, cultures, and beliefs are very important to people. Once you show respect, team members will feel safe and work happily and productively.

Effective communication across diversity requires a thoughtful, detailed and refined approach. I tailor my message to resonate with diverse perspectives, using inclusive language and active listening to bridge cultural and cognitive gaps. I embrace the richness of diverse backgrounds, experiences and opinions, fostering a culture of empathy and understanding. By adapting my communication style to meet the needs of my audience, I build trust, drive engagement and unlock collective potential, ensuring everyone feels heard, valued and empowered to contribute.