Diverse teams present opportunity for creativity and innovation, but also challenges with communication and conflict. Learn 3 things managers can do to help culturally diverse teams be successful.

1. Debbie Narver, BSc MBA MScIB
Strategic Management Instructor at NMC Strategic Manager
Cross Cultural Management
3 Tips to Help Your Diverse Team Perform Well

2. How does cultural diversity impact team
performance?
Diverse perspectives can
lead to creativity and
innovation.
But it can also lead to
misunderstanding and
conflict.

3. Managers can help teams be successful
Rather than just
expecting team
members to “sink or
swim”, managers can
direct positive
outcomes.

4. First consider: What makes team work well?
A team should perform greater than the sum of
each individual performer.
We usually form teams for the potential of
creativity and exceptional performance.

5. But we often overlook the human dynamics
So often, we assign people to a team based on their technical
expertise, ties to a specific stakeholders, or knowledge that
we believe will benefit the project.
But these are just ingredients, or part, so to speak. Until the
members can express themselves freely, listen and
understand each other – there is no synergy.

6. Team Performance is based on
Understanding and Trust
We may think the social aspect of
the team is just a “nice to have”
but not necessary.
Often the emotional intelligence
required to be a good team
member has not been cultivated.
But it is critical to trust, and
therefore, performance

7. Communication and trust can be difficult even with
people that are very similar.
The more we are different, the more challenges we
have in this area.

8. From a cultural perspective, we have all been raised
with different beliefs and values.
These in turn, drive our behaviour, and our
expectations on how others should behave.
When others don’t meet our expectations, it is
difficult to develop trust.

9. The Need for Diversity Team Building
3 Things Managers Can Do

10. Clearly Communicate Expectations
Remember that people are each coming in with different values and
expectations of “normal” behaviour. So you need to make sure that
each team member understands how they are expected to behave.
For example, we might assume that everyone knows you are
expected to give your opinion during meetings. Others might have
been raised to believe that is impolite.

11. Throw away any assumptions you may have that people know what to do
Explain everything explicitly. And put it in writing!

12. Give your team the training and
resources they need.
Relationship development is a critical component, so devote
appropriate time and resources to make this happen.
Providing some training in cultural awareness and communication can
be very helpful.
Conflict management is another important skill for team members to
develop, so training in this area can help too.

13. Give them space for meetings and tools to communicate
Using different approaches - written, verbal, illustrations, demonstrations….

14. Allow time to develop their
relationships & communication
If you throw a big or complex project on them right at the onset,
they won’t have time to develop their interpersonal skills.
Without that foundation, chances are that people will become
stressed and ineffective.
Communication may break down, conflict may escalate.
So be sure to build in some significant time for team formation

15. Promote working together in a non-stressful environment.
Find some time for social interaction and fun!

16. Learn more about Cross Cultural Leadership
Development and Training for Managers
www.nmcstrategicmanager.com