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The Joy of Diverse Teams

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THE JOY OF DIVERSE
TEAMS
Bruce Daisley

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POSITIVE
AFFECT
PSYCHOLOGICAL
SAFETY
The Joy of Work
I’ve spent the last 2 years immersed in the science of
good work cult...

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POSITIVE
AFFECT
PSYCHOLOGICAL
SAFETY
The Joy of Work
There’s an incredible amount of research that suggest
that to achieve...

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The Joy of Diverse Teams

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What can science teach us about diverse teams? Can we use evidence to improve work?

Order The Joy of Work
https://amzn.to/2KGBlgU

my podcast:
https://eatsleepworkrepeat.fm/

Link In to Bruce: https://www.linkedin.com/in/brucedaisley/

Reading the mind in the eyes test
http://socialintelligence.labinthewild.org/mite/

Amy Edmondson on psychological safety
https://www.youtube.com/watch?v=LhoLuui9gX8

Mock juries
https://www.sciencemag.org/careers/2006/05/group-diversity-mock-juries-reveal-surprising-effects-diversity-groups

Anita Williams Woolley
https://www.youtube.com/watch?v=Sy6-qJmqz3w

Frat houses
https://hbr.org/2016/09/diverse-teams-feel-less-comfortable-and-thats-why-they-perform-better?autocomplete=true

What can science teach us about diverse teams? Can we use evidence to improve work?

Order The Joy of Work
https://amzn.to/2KGBlgU

my podcast:
https://eatsleepworkrepeat.fm/

Link In to Bruce: https://www.linkedin.com/in/brucedaisley/

Reading the mind in the eyes test
http://socialintelligence.labinthewild.org/mite/

Amy Edmondson on psychological safety
https://www.youtube.com/watch?v=LhoLuui9gX8

Mock juries
https://www.sciencemag.org/careers/2006/05/group-diversity-mock-juries-reveal-surprising-effects-diversity-groups

Anita Williams Woolley
https://www.youtube.com/watch?v=Sy6-qJmqz3w

Frat houses
https://hbr.org/2016/09/diverse-teams-feel-less-comfortable-and-thats-why-they-perform-better?autocomplete=true

The Joy of Diverse Teams

  1. 1. THE JOY OF DIVERSE TEAMS Bruce Daisley
  2. 2. POSITIVE AFFECT PSYCHOLOGICAL SAFETY The Joy of Work I’ve spent the last 2 years immersed in the science of good work cultures and successful teams. I’ll try to give you a perspect of what I’ve learned
  3. 3. POSITIVE AFFECT PSYCHOLOGICAL SAFETY The Joy of Work There’s an incredible amount of research that suggest that to achieve the best state of working culture you need to achieve these two states. I’ll talk through them.
  4. 4. The Joy Of Work Firstly positive affect.
  5. 5. The Joy Of Work Imagine the scenario, you’re at home on a Saturday night. The phone rings. It’s someone at a payphone. They’re gutted because they’ve used their last coin and they’ve dialled a wrong number - you!
  6. 6. The Joy Of Work What do you do next?
  7. 7. The Joy Of Work Well that depends on how you’re feeling. If you’re in a good mood - what Alice Isen called ‘positive affect’ - you’re far more likely to take the number they were calling and pass on a message.
  8. 8. The Joy Of Work If you’re in a bad mood… you don’t. This ‘positive affect’ has a big bearing on how we do our jobs, how we collaborate and, it turns out, our creativity.
  9. 9. The Joy Of Work The second element of good work culture is called psychological safety. Named by pioneering researcher Amy Edmundson. There’s a presentation by her in the notes.
  10. 10. The Joy Of Work Psychological safety is our willingness to speak up to the boss. In her work she observed that the hospitals that seemed the best…
  11. 11. The Joy Of Work Psychological safety is our willingness to speak up to the boss. In her work she observed that the hospitals that seemed the best… Often made the most mistakes. She couldn’t understand why.
  12. 12. The Joy Of Work It wasn’t that they made the most mistakes. It was that they were most willing to discuss them. It felt safe to say ‘I messed up’
  13. 13. The Joy of WorkNow let’s add the impact of diversity to this. Researchers took a group that was very homogenous. A frat house.
  14. 14. The Joy of WorkNow let’s add the impact of diversity to this. Researchers took a group that was very homogenous. A frat house. They gave them a murder mystery. They started with 20 mins to read the case then another member of the frat house came in.
  15. 15. The Joy of Work Then after a short while another person came in. This time half of the time it was a frat house member and half the time it was a stranger.
  16. 16. The Joy of Work The results were unequivocal. Those in the unfamiliar groups enjoyed the challenge significantly less than the frat only groups.
  17. 17. The Joy of Work But now look at the results the frat only groups solved the mystery 29% of the time. The diverse groups scored 60%.
  18. 18. The Joy of Work Diversity is often harder - but it’s more effective!
  19. 19. The researcher Sam Sommers took a group of several hundred people and split them into juries of 6 at a time
  20. 20. Half were 4 white, 2 black. The rest were all white
  21. 21. Then he gave them a case involving a black defendant in a sexual assault case Half were 4 white, 2 black. The rest were all white
  22. 22. The diverse group were 10% less likely to assume guilt immediately
  23. 23. And they took 11 minutes longer in their deliberations. Diversity ensured they did a better job. The diverse group were 10% less likely to assume guilt immediately
  24. 24. DEFAULT NETWORK Anita Williams Woolley from Carnegie Mellon university wanted to explore the concept of ‘Collective Intelligence’
  25. 25. DEFAULT NETWORK Anita Williams Woolley from Carnegie Mellon university wanted to explore the concept of ‘Collective Intelligence’ Were some groups just better at lots of problems?
  26. 26. DEFAULT NETWORK In turned out, yes, they were. They were better at mental puzzles, negotiations, knowledge tests.
  27. 27. DEFAULT NETWORK In turned out, yes, they were. They were better at mental puzzles, negotiations, knowledge tests. She wanted to understand what increased the ‘collective intelligence’ of a group
  28. 28. DEFAULT NETWORK She found that this test, Simon Baron Cohen’s ‘Reading the Mind in the Eyes’ test (find it in the notes)… … was the main determinant. If people listened and empathised with meeting colleagues they worked well
  29. 29. DEFAULT NETWORK Maybe you would guess this but women turned out to be significantly better at this test. In fact groups that were over 50% female were the best of all. They read the room and took turns to speak.
  30. 30. The only way we’re going to fix work is by arming passionate people with proof.
  31. 31. The only way we’re going to fix work is by arming passionate people with proof. You’ll find lots of the evidence to get you started in the notes below.
  32. 32. The only way we’re going to fix work is by arming passionate people with proof. The Joy of Work is 30 ways to change work rooted in science. Available in the all the places. You’ll find lots of the evidence to get you started in the notes below.

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