The Benefit of Differences

“Don’t view differences as a melting pot, but rather as a mosaic of opportunities” (Llopis, 2012).

When we think of the different generations in the workplace, we think of their differences in how they see the world and how they interact. Add to that dissimilarities in personalities as indicated by Myers Briggs as well as the life experiences of each individual and you see the challenges that organizations face today. Men and women also have diverse characteristics which lead to miscommunication. Instead of looking at the differences as an issue, why not look at them as a benefit to your organization.

Workplaces are increasingly diverse, and can benefit from the differing perspectives and experiences provided by the diversity of its members. Although challenging, this diversity can bring about the best, most innovative solutions. The key is to understand the differences instead of alienating people because of it.

Personality Preferences:

There are numerous differences in the way in which people see the world. Myers Briggs identifies 16 different personality preferences all of which see the world differently to varying degrees. When people of opposite preferences interact often they argue over the “truth” of what they see and yet both are accurate from their own vantage point. When people come to understand how the differences affect what a person sees, then collaboration becomes easier.

Generational Differences:

There are currently 4 generations inhabiting the workplace with a 5^th knocking at the door. These groups have been identified based on their year of birth coupled with their life experiences which influence how they interact in the workplace. Millenials, the newest generation, have rocked the workplace and issues arise because people do not understand them. When people take time to understand one another, regardless of their age, barriers dissolve and collaboration can take place.

Gender Differences:

Gender diversity is vital to any workplace, because men and women have different viewpoints. These insights can lead to better problem solving and can encourage a diverse customer base. In addition, women and men actually do think differently which offers a diverse approach to problem solving. Women now represent 52% of the workforce and this allows organizations to tap into a much broader talent pool.

When considering differences, it is important to understand we are more alike than we are different. In addition, although a person was born in a particular time frame it does not mean they associate with the characteristics of that group. There are Baby Boomers who are technically savvy as well as Millenials who do not spend the majority of their time on social media.

The key is to get to know the person and their characteristics. This information on diversity characteristics is extremely useful as long as people do not use it exclusively to understand another person. A main ingredient is the opportunity to communicate one-on-one in an effort to connect on an interpersonal level. Time spent breaking down barriers will enhance not only the relationship, but both people as well.