In the work environment, we do not have the freedom to choose with whom we will work together. Whether we like our counterparts or not, we must work together with them and thus we need to be able to adapt. The reality is, adapting to other people requires new skills. Sometimes it is more challenging than adapting to a task.
If we work in a large organization, it is more likely we will meet people with different characters. People who come from various educational backgrounds, cultures, and even generations. They have different ways of thinking, work habits, and communication styles. And, like a coin, it has 2 aspects: benefits and risks.
It’s fun to work with homogeneous people, who have similar backgrounds and characteristics. This condition minimizes any “friction” due to differences of opinion or misunderstanding. Everyone has the same frame of mind, work habits, and language of communication.
Yet, in today’s business environment, it is necessary to have a diversified workforce. In that environment, people with different backgrounds were placed on purpose. Studies show that when people with different backgrounds come together, creativity flourishes. Many creative and innovative ideas that were not thought of before will emerge. This diversity widens their viewpoint and enables them to see problems holistically.
Unfortunately, the benefits of diversity do not always readily available. First, the organization needs to set up a system to get people accustomed to diversity. Then teams need new skills to enable everyone to contribute. They need Relationship Skills.
Dale Carnegie, in his book “How to Win Friends and Influence People” gives 30 principles on how to relate with others. Four of them can help us to work in a diversified environment:
First, let the other person do a great deal of the talking. At this stage, we try to understand the character, way of thinking, and work habits of those close to us. So, we get an idea on the best way to start cooperation and further collaborate with it.
Second, be a good listener. Encourage others to talk about themselves. When we listened to them, other people feel understood, accepted, and interested in us. This is one of the keys to gaining greater trust and knowing more about his ideas and points of view.
Third, try honestly to see things from the other person’s point of view. Why did he say that? Why he or she do it that way? Or other similar questions. We should ask these questions when we find other people think and act differently. Before criticizing them, try to see the matters from their perspective. By asking these questions we can understand and sympathize more.
Fourth, be sympathetic with the other person’s ideas and desires. When we hear different thoughts and ideas, sometimes we hesitate and want to reject them. In many situations, creative ideas usually sound strange at first. Before we reject the idea, try to understand it. Have an open mind to discuss it further so that fresh ideas can continue to develop.
These four guidelines will help us adapt to diversity. We can welcome different viewpoints and collaborate with different people. It will broaden our thinking and enable us to accept innovative ideas in our team. When we can work with different personalities inside, we also can deal with diverse people outside our organization. In the end, our networks and friends will expand.
Andini Atmaja
Trainer Dale Carnegie Indonesia
Notes: Dale Carnegie Training for decades has helped the development of many employees who work amidst diversity through its Fundamental Leadership Program. Contact our Training Advisor to know more about this program.
