By Day 5 Read a selection of your colleagues' postings. Respond to two of your colleagues in one or more of the following ways: Sharing an insight you gained from reading your colleagues' postings and exploring how you will apply this insight to your professional career and managerial practices. Based on details of a colleague's analysis, sharing from your own observations or experiences related to the challenges of successfully leading a diverse group in a unified direction and offering lessons you learned from those observations or experiences. Suggesting an alternate or modified approach to leading diverse groups towards success and illustrating why those might work better POST1 In a leadership role, he or she must use creative ways to accommodate diversity so that everyone feels that they are an important part of the team.  The idea of "one shoe fits all" is just not very creditable in every situation or country. My parents are from Iran and Indian which already is a diversity that one should get used to especially since out of 5 children I am the only one born in the United States.  It is true that we think different and it is very hard to conform but when push comes to shove we have and bring front to our mind that "one shoe doesn't fit for all even if they are from the same place we are as being in America one learns to conform and hold his or her country dear to their heart. In being ask to analysis of the barriers that prevented the group from leveraging their differences and creating innovative idea I would have to say no one was willing to consider the others opinion everyone wanted to be a back-seat driver always have something to say but only seeing it from a different angel.  For this process to improve everyone needed to really listen to one another, weight out the pros and cons, agree to disagree and come up with a plan that works best for the company. The article title Psychological diversity: Leading people with different styles within that article West (1997) argued that, “The more diverse the workforce, the more likely it is that an organization will be innovative, just simply because of the variety of alternative perspectives that are brought to bear” (p. 95). With that in mind I would first remind my staff that I am as affective as my counterparts, and suggest a team meeting to go over the upcoming project and at this team meeting I would suggest everyone bring in a dish that represents his or her ethnic background and we will have lunch as we discuss the task that is at hand.  In doing this type of meeting it gives team members the opportunity to step into their colleague world even if it just for a moment and open discussion that will give one another a better insight to who they are and maybe then the diversity that once kept us a part is the one thing that will pull us together as a team as we are open to really listen when place in a different setting. In my 26 years at the company that I recently retired at I ...

1. By Day 5
Read
a selection of your colleagues' postings.
Respond
to two of your colleagues in one or more of the following ways:
Sharing an insight you gained from reading your colleagues'
postings and exploring how you will apply this insight to your
professional career and managerial practices.
Based on details of a colleague's analysis, sharing from your
own observations or experiences related to the challenges of
successfully leading a diverse group in a unified direction and
offering lessons you learned from those observations or
experiences.
Suggesting an alternate or modified approach to leading diverse
groups towards success and illustrating why those might work
better
POST1
In a leadership role, he or she must use creative ways to
accommodate diversity so that everyone feels that they are an
important part of the team. The idea of "one shoe fits all" is
just not very creditable in every situation or country.
My parents are from Iran and Indian which already is a diversity
that one should get used to especially since out of 5 children I
am the only one born in the United States. It is true that we
think different and it is very hard to conform but when push
comes to shove we have and bring front to our mind that "one
shoe doesn't fit for all even if they are from the same place we
are as being in America one learns to conform and hold his or
her country dear to their heart.
In being ask to analysis of the barriers that prevented the group
from leveraging their differences and creating innovative idea I
would have to say no one was willing to consider the others
opinion everyone wanted to be a back-seat driver always have
something to say but only seeing it from a different angel. For

2. this process to improve everyone needed to really listen to one
another, weight out the pros and cons, agree to disagree and
come up with a plan that works best for the company.
The article title Psychological diversity: Leading people with
different styles within that article West (1997) argued that,
“The more diverse the workforce, the more likely it is that an
organization will be innovative, just simply because of the
variety of alternative perspectives that are brought to bear” (p.
95). With that in mind I would first remind my staff that I am as
affective as my counterparts, and suggest a team meeting to go
over the upcoming project and at this team meeting I would
suggest everyone bring in a dish that represents his or her
ethnic background and we will have lunch as we discuss the
task that is at hand. In doing this type of meeting it gives team
members the opportunity to step into their colleague world even
if it just for a moment and open discussion that will give one
another a better insight to who they are and maybe then the
diversity that once kept us a part is the one thing that will pull
us together as a team as we are open to really listen when place
in a different setting.
In my 26 years at the company that I recently retired at I needed
to be creative as a team leader but as well as a coworker; which
meant I need to stop marching to my own beat, realize there is
no I in team, and communicate. Once I could do that then and
not until then I could work as a team to improve the current
work environment. In this scenario if I was placed to lead I
would make it a point to let everyone know that his or her
opinion matters before I asked them to go to lunch then come
back with a clear mind leaving the walls down at the door and
we will write everyone’s ideas down do a process of elimination
with what works and doesn't work and then once we have the
remaining ideas to decide as a team how do we mesh everyone
ideas to have a fulfilling accomplishment.

3. Finally, in out reading the lesson learned from that chapter was
in a leadership role he or she must use creative ways to
accommodate diversity so that everyone feels that they are an
important part of the team
Reference
Puccio, G. J., Mance, M., & Murdock, M. C. (2011).
Psychological diversity: Leading people with different styles
. In Puccio, Mance, & Murdock,
Creative leadership: Skills that drive change
(pp. 241–264). Los Angeles, CA: Sage.
POST2
Hi, based on my experience this seem like a group that barely
worked together before and still in storming phase of its
formation. I noticed few barriers within scenario:
There seem to be no common understanding of the process to
reach the solution
Understanding of each other preferences and inclinations.
The structure of the meeting is driven by the individual
preferences, not the plan or ground rules.
It is not clear for me who is the leader/manager accountable for
the project success and empowered to take necessary decisions
or guide the process. They seem to be all involved and feeling
accountable, hence getting stressed and emotional.
I see a number of ways how the process can be improved.
The team shall be made aware and clear of the grand process of
problem solving (i.e., clarify the situation, generate ideas,
develop solutions, implement solutions) and its key outcomes
and expectations of each phase. This will help the team to
understand what kind of effort is required at what time. This
will also assist in putting the structure to the sessions, such as
the one.
Each shall reflect and be open to express own preferences
within the process and make effort to understand others point of
view. For example,
Ideator

4. might feel quite frustrated by the Developer tendency to limit
the number of ideas.
The clear leadership role that can steer the team through the
process. “A leader who is aware of CPS can employ this process
to circumvent both personality and process clashes” (
Puccio
,
Mance
, Murdock, 2011, p.23).
Based on my previous experience of successful projects delivery
and work in highly diverse teams as well as this courses reading
material, if I asked to lead the team, I would prefer the
following approach. Ensure that team is clear and united by the
common purpose of the project and its objectives. I will spend
sufficient time with team understanding each concern and
conceptual ways to address them. This might result in a
framework that I may use going forward while working with
them. For example, maintaining a risk register and
communication plan, that will satisfy some of the Clarifier
concerns about board awareness. I will start with small tasks
and assignments to help team feel the power of quick-wins. This
might be building a detailed project plan or status update
templates. This will help me to achieve a greater buy-in from
the team into the plan and activities required to be done for the
success of the project. Followed by the discussion around each
other preferences and roles, we will structure our meetings to
address the particular objective of the process. For example, to
clarify the problem. During this meeting, we will embrace the
use of the tools and techniques that may help low
clarifiers
to maximize own contribution. Table 13.3 (
Puccio
et
al
, 2011, p.20) offer a number of principles including staying
focused and

5. reembracing
objectives as well as tools, such as success zones, a web of
abstraction. Based on my creative thinking style analysis I have
an inclination towards all
FourSight
preferences and enjoy participating in different parts of the
process. What I found truly interesting here is bringing such a
diverse team of great people to a final solution that will make
an impact to the organization that matters. In my view
delivering a project is about facilitation, this would require an
application of different management instruments (e.g. coaching,
selling, mentoring, just do it etc.). Depending on the situation
and requirement each of the instruments shall be applied. For
example, if it is about using new tool or technique, some
mentoring or coaching might be a good instrument. In case it is
about completing the status report in time, just do it might be
more relevant. In the situation where there is a buy-in issue
selling instrument might work well. Trust this paragraph also
explains the implementation of the ideas I listed above.
There are a number of useful ideas that I have highlighted while
reading the book. In particular, following resonated with me
most. “team focuses their problem solving energy in one
direction and together progress through the process” (
Puccio
et
al
, 2011, p.23). To me, this translates into having a common plan
that everyone is aware of while ensuring that right type of
creative thinking and personality is leveraged at the right phase
of the project. This also means that team effort and focus should
be put together towards the success of each phase irrespective
of individual preferences.
References:
Puccio
, G. J.,
Mance

6. , M., & Murdock, M. C. (2011). Psychological diversity:
Leading people with different styles. In
Puccio
,
Mance
, & Murdock, Creative leadership: Skills that drive change (pp.
241–264). Los Angeles, CA: Sage.