You're leading a program management team. How can you create a diverse team that delivers results?

Start by clearly defining the vision, goals, and objectives of the program management team. Ensure that the team's mission statement reflects the importance of diversity and inclusion in achieving program success. Communicate the value of diversity to team members and stakeholders, emphasizing how diverse perspectives contribute to innovative solutions and better decision-making.

A primary responsibility of the program manager is to define the vision and objectives of the program, aligning them with the broader picture of the organization through strategy and culture. This alignment ensures gaining stakeholder support. Managing the program that delivers value to the organization will fully engage stakeholders. Additionally, the program must clarify expected outcomes, risks, and communication requirements. These elements form the vision and objectives of the program, aligning them with the overarching goals of the organization and meeting stakeholders' expectations.

A diverse team allows a program to view situations from different vantage points, contributing to the program's success. Your ability to consider this dimension in your recruitment process helps the program manage risk better and innovate more effectively to achieve its outcomes. One practice I consistently follow is seeking out individuals who do not think like me but can complement my strengths. They often bring perspectives that I might easily overlook. To cultivate a diverse skill set in managing a program, establish clear vision and objectives. Subsequently, seek and hire a diverse team to enhance problem-solving, innovation, and creativity within the program, aligning it with the organization's goals.

Remember that encouraging a culture of inclusion and respect is not a one-size-fits-all. Each individual will require a tailored approach according to the person's cultural background, lived experience, and personality. Also note that coworkers who face bias and discrimination will be more weary to provide criticism.

Actively recruit and hire team members from diverse backgrounds, including different ethnicities, genders, ages, abilities, and experiences. Look beyond traditional hiring channels and networks to reach a wider pool of candidates and promote diversity in the team. Foster an inclusive culture where all team members feel valued, respected, and empowered to contribute their unique perspectives and ideas.

Providing clear guidance and support is necessary for managing a diverse team during a program. I will start by creating KPIs to track and measure, allowing the team to use their best styles. This can be effective when there is clarity about the direction and boundaries of the program. However, even with clarity, communication is required to maintain alignment. Team members should have a clear understanding of their roles and responsibilities, as this is an area where things can easily go wrong. Regular communication and feedback will ensure that team members are meeting their objectives and the program remains aligned. Additionally, any deviations can be quickly realigned with the program objectives.

Set clear expectations and provide guidance to team members on their roles, responsibilities, and performance expectations. Offer mentorship, coaching, and professional development opportunities to support the growth and success of team members from diverse backgrounds. Create an open-door policy where team members feel comfortable seeking guidance and support from leaders and peers.

Create opportunities for collaboration and teamwork, both within the program management team and across different departments or functions. Foster a culture of inclusivity and psychological safety where team members feel comfortable sharing ideas, taking risks, and challenging the status quo. Encourage brainstorming sessions, idea exchanges, and cross-functional projects to promote creativity and innovation.

Reward and Recognition are among the ways to motivate a hardworking or diverse program management team. The rewards must be planned into the program. However, timely appreciation is also effective. Reinforcing good behavior through appreciation and incentives can maintain the high-level performance of the program team. Incentives motivate the team and keep them aligned with the overall goals of the program and organization. Teams should celebrate upon the completion of milestones.

Acknowledge and celebrate the contributions of all team members, regardless of their background or identity. Implement performance recognition programs that reward not only individual achievements but also collaboration, teamwork, and inclusive behavior. Ensure that rewards and incentives are fair, transparent, and accessible to all team members, promoting a sense of equity and belonging.

Foster a culture of continuous learning and improvement within the program management team. Regularly solicit feedback from team members on how to enhance diversity and inclusion efforts, and take action on their suggestions. Stay informed about best practices and emerging trends in diversity, equity, and inclusion, and incorporate them into team processes and practices.

Leadership commitment: Ensure that senior leaders and executives are actively engaged and committed to diversity and inclusion initiatives. Metrics and accountability: Establish metrics and goals for measuring diversity and inclusion progress within the program management team, and hold leaders accountable for achieving them. Employee resource groups: Support the formation of employee resource groups or affinity networks to provide additional support and networking opportunities for diverse team members.

An excellent example of organizations embracing diversity is demonstrated in the Nasa moon program. The film “Hidden Figures,” based on the book by Margot Lee Shetterly, focuses on three African-American women who were essential to the success of early spaceflight. The ladies, who were top-notch in mathematics, engineering were empowered by the program director and they are key reasons for the entire team to thrive. An inspirational watch and helps to open up minds about the responsibilities of a leaders to create a diverse team.