{"id":6531,"date":"2022-06-21T10:47:23","date_gmt":"2022-06-21T14:47:23","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=6531"},"modified":"2023-12-11T15:17:58","modified_gmt":"2023-12-11T20:17:58","slug":"power-of-teamwork-diverse-teams-drive-stronger-growth","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/power-of-teamwork-diverse-teams-drive-stronger-growth\/","title":{"rendered":"The Power of Teamwork: Why Diverse Teams Drive Stronger Growth"},"content":{"rendered":"<p style=\"text-align: center;\"><a class=\"btn btn-primary\" href=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/06\/The-Power-of-Teamwork-1.pdf\" target=\"_blank\" rel=\"noopener\">Click here to download a PDF of this article<\/a><\/p>\n<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Click here to download a PDF of this article People are conditioned to applaud heroes. Across popular culture, we\u2019re caught up in a tide of heroic imagery and scenes that have us cheering for more, whether it\u2019s the latest superhero film or a goal scored by your third grader as time ticks off the clock. Leaders are no different here. In fact, many executives rise up because they have been so good at winning on a personal level.\u00a0 Yet time and time again, we understand it is via teamwork that the real magic happens. Efficient and productive teams are the engines of success for your organization, just like they are on movie sets and in professional sports. We are accustomed to the power of teamwork, and we know when we see it. But creating great teams is difficult. Increasingly, leaders \u2013 you \u2013 are faced with many obstacles that didn\u2019t even exist a handful of years ago.\u00a0 The task before you is straightforward. To win in the marketplace, now and in the future, leaders must create, grow, and maintain high-performing teams. This only happens, though, if executives and others are willing to address the difficult task of culture change and infuse transformation across the organization, from the board of directors to the front line. Let\u2019s take a look at diversity, equity, and inclusion (DEI) from this perspective. In many companies, a DEI focus is driven by wanting to do the right thing ethically and morally, improve disparities, and advance social justice. However, there is also a transformative business impact of implementing DEI programming to create stronger decision-making structures, improve internal efficiency, and drive better business outcomes.\u00a0 Here\u2019s where the full power of cross-functional teams provides a case study in strong leadership. To reap the full bottom-line benefits of diversity, organizations must learn to separate business-focused DEI programs from corporate social responsibility initiatives that work toward social justice. One way to do this is by reframing what diversity means \u2013 and what diversity can do \u2013 in business. It isn\u2019t just race, gender, and sexuality that matter; it\u2019s diversity of skills, expertise, experience, and perspective that drive business results.\u00a0 At The Diversity Movement \u2013 the DEI strategy partner to 100+ organizations \u2013 here\u2019s what we\u2019re seeing across our client spectrum and hearing in conversations with corporate executives:\u00a0 Diverse teams are yielding measurably better business results by improving decision-making and innovation. Diverse teams are driving business forward.\u00a0 If you\u2019ve read the studies from McKinsey and Company, Accenture, Deloitte, and others, you probably already know the overwhelming business case for DEI. Diversity and inclusion in the workplace correlates with greater productivity, collaboration, employee engagement, employee retention, profitability, and business growth.\u00a0 As David Rock and Heidi Grant argue in the Harvard Business Review article \u201cWhy Diverse Teams are Smarter,\u201d homogeneity is a trap, creating lackluster outcomes and increased risk. \u201cThough you may feel more at ease working with people who share your background,\u201d the authors write, \u201cdon\u2019t be fooled by your comfort. Hiring individuals who do not look, talk, or think like you can allow you to dodge the costly pitfalls of conformity, which discourages innovative thinking.\u201d Therefore, your directives are simple \u2013 get more diversity into your teams and create a culture of inclusion so diverse teammates feel empowered to contribute their best work consistently. Inclusion is the key that unlocks the power of diversity on your teams. As Erik Larson writes for the decision intelligence platform Cloverpop, \u201cdiversity can increase friction 15%, but inclusion boosts results 60%\u201d making the friction worth your while. \u00a0In Larson\u2019s words, \u201cinclusion instantly activates existing age, gender, and geographic diversity for better decision making.\u201d In other words, even if it\u2019s initially difficult to create diverse, cross-functional teams, the bottom line impact will pay for itself exponentially.\u00a0 Here are the key statistics you should know: Teams make better decisions than individuals 66% of the time, and diverse teams make better decisions 87% of the time. (Cloverpop) Diversity can increase friction 15%, but inclusion boosts results 60%. (Cloverpop) Diversity increases innovation 20%, improves decision-making quality 20%, and reduces risk 30%. (Deloitte) Cross-functional teams are diversity in action. In our definition, a cross-functional team is any group of key decision-makers and needle-moving employees from different departments with different skill sets and different areas of expertise who work together as a task force for the organization\u2019s benefit.\u00a0 Cross-functional teams eliminate silos, reduce rework, and increase communication Let\u2019s say you\u2019re an SaaS (Software as a Service) company developing a new add-on product that integrates with your flagship offering. You have a product development team of fifteen engineers tasked with bringing the add-on to market. Their impulse, every time, will be to build that product in their product-development silo \u2013 to take charge of the strategy and execution from beginning to end, then deliver a market-ready result they believe is as strong as it could possibly be. But if they\u2019re allowed to do that, it definitely won\u2019t be.\u00a0 Here\u2019s how it could be stronger.\u00a0 Instead, imagine two or three key leaders from your product development department \u2013 whether leaders by title or simply by influence and force of personality. As part of the development process, those product experts become part of a cross-functional, cross-departmental task force that also includes one or two key leaders from marketing, sales, operations, client services, and maybe even some departments that at first seem unrelated, like media relations or human resources. That team meets for an hour every week to discuss how the product is developing and then creates action items for the organization, specific to this particular product.\u00a0 As a result, rather than working in an echo chamber, the product development team is hearing from client services about how the add-on will solve a critical problem for existing customers, so they can really home in on exactly what the customer\u2019s pain point is. They\u2019re hearing from the operations team about how the product could create enough additional revenue to hire two more engineers, allowing the product development leaders to spend less time fixing existing bugs and more time dreaming of the next big idea. And they\u2019re hearing from sales and marketing specialists about how the product will be sold and positioned in the marketplace and how fixed or moveable the delivery deadline can be to meet market expectations.\u00a0 At the same time, the sales and marketing teams now have more accurate knowledge of what the product will be, when it will be ready for promotion, and how to talk about it in content and in prospect meetings. Similarly, the operations team has a better idea of how many hours this product takes to develop, what steps are involved, and what the end-result may be. The client services team isn\u2019t left to guess just when the add-on will be ready for customers, but can speak with authority in client conversations and manage people\u2019s expectations, generating anticipation and excitement only when appropriate in the process. Make bolder decisions at an accelerated pace while reducing risk In this example, it\u2019s easy to see how diverse teams work to improve collaboration, innovation, and decision-making across the organization. Diverse skill sets bring diverse perspectives, which in turn generate stronger results specifically because they create a guardrail against uninformed or ill-informed decision-making. Strong cross-functional teams improve and accelerate the decision-making process while reducing risk.\u00a0 With a wider and deeper range of perspectives at the table, you have a clearer picture of the challenges you\u2019re facing, solutions, strategies, options for execution, and more \u2013 regardless of what obstacles arise. You are better able to anticipate market needs and desires, and you can respond quickly with organizational agility and resilience to meet the market where it is. With cross-functional teams in place, your decision-making model is fundamentally stronger because you\u2019re tapping into a diverse team of expert advisors.\u00a0 Innovation and agility thrive where the best idea wins Cross-functional teams also push innovation, creativity, and agility across the organization by creating a culture where people can expect to have their perspectives challenged and countered, creating an environment where the best idea wins. It starts by setting clear expectations about the intention and objectives of each cross-functional team.\u00a0 Leaders who establish cross-functional teams should make it clear that their purpose is to eliminate silos, guard against narrow or hierarchical thinking, and discover the true best way forward. If you\u2019re the person leading cross-functional team meetings, it\u2019s critical that you know best practices for inclusive meetings and the core 10 actions you can take to be more inclusive at work. If you\u2019re an employee who\u2019s asked to take part in a cross-functional team or meeting, you have a clear responsibility as well. First, as much as it is your leader\u2019s job to make space for you to share your ideas, it\u2019s your job to step into that space and speak up with your unique perspective. The mix of ideas and informed opinions is good for the organization. Remember, you\u2019ve been asked to take part because of your unique perspective and talents. If you don\u2019t accept that responsibility, neither you nor the organization can reach its full potential.\u00a0 Tips for ensuring cross-functionality in meetings and on projects Here are the actionable takeaways you need to know to get started right away in creating and nurturing cross-functional teams across your organization.\u00a0 Every big project should have a cross-functional team in charge of strategy and execution. Include people from multiple departments with varied skill sets and who represent all levels of the organization \u2013 not just people who are leaders by title.\u00a0 For minor projects in single departments, you can guard against lackluster decision-making by requiring teams to tap external advisors for cross-functional and diverse perspectives. For instance, your content marketing team should solicit input on\u00a0 critical publications from 3-5 external reviewers, whether that means tapping your Vice President of Innovation, Chief Human Resource Officer, or professionals and partners who work outside your organization.\u00a0 Demographic diversity and representation still matter. Just because cross-functional teams center around diversity of experiences doesn\u2019t mean you get a free pass to include only a single race, gender, age group, or professional level. When you\u2019re crafting these teams, be intentional about people\u2019s identities and dimensions of diversity. Remember: they\u2019re not just bringing their professional resumes to the table. Each person is bringing a lifetime of experiences from their unique cultural background.\u00a0 When we expand our definition of diversity and integrate inclusion into the fabric of how our organizations operate and succeed, our businesses reap the overwhelming benefits. We become more resilient, agile, innovative, and collaborative, leading to better bottom-line results and a more enjoyable, dynamic work environment \u2013 one where people are expected and encouraged to contribute their best work, consistently.\u00a0 Sure, there\u2019s plenty of focus on superheroes, individuals and heroes who are successful on their own. But, smart executives know that creating teams filled with stars raises the entire organization to a higher level \u2013 one with the range and strength of a choral performance, not just a solo. Cross-functional teams are one key move in making that success a reality.\u00a0 Shelley Willingham, CDE, is Vice President of Business Strategy. She is an entrepreneur, business strategist, and marketer who uses an equity lens to help clients achieve better business outcomes.\u00a0 Bob Batchelor, PhD, is Director of Public Relations and Publications, as well as an award-winning cultural historian and author of numerous books.\u00a0 Donald Thompson, CDE, is co-founder and CEO of The Diversity Movement. With two decades of experience growing and leading firms, he is a thought leader on goal achievement, influencing company culture, and driving exponential growth. His book, Underestimated: A CEO\u2019s Unlikely Path to Success will be published Fall 2022.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><\/p>\n<p><span style=\"font-weight: 400;\">People are conditioned to applaud heroes. Across popular culture, we\u2019re c<\/span><span style=\"font-weight: 400;\">aught up in a tide of heroic imagery and scenes that have us cheering for more, whether it\u2019s <\/span><span style=\"font-weight: 400;\">the latest superhero <\/span><span style=\"font-weight: 400;\">film or a goal scored by your third grader as time ticks off the clock. Leaders are no different here. In fact, many executives rise up because they have been so good at winning on a personal level.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Yet time and time again, we understand it is via teamwork that the real magic happens. Efficient and productive teams are the engines of success for your organization, just like they are on movie sets and in professional sports. We are accustomed to the power of teamwork, and we know when we see it. But creating great teams is difficult. Increasingly, leaders \u2013 you \u2013 are faced with many obstacles that<\/span><span style=\"font-weight: 400;\"> didn\u2019t even exist<\/span><span style=\"font-weight: 400;\"> a handful of years ago.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The task before you is straightforward.<\/span> <span style=\"font-weight: 400;\">To win in the marketplace, now and in the future, leaders must create, grow, and maintain high-performing teams. This only happens, though, if executives and others are willing to address the difficult task of culture ch<\/span><span style=\"font-weight: 400;\">ange and infuse transformation across the organization, from <\/span><span style=\"font-weight: 400;\">the board of directors to the front line.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s take a look at diversity, equity, and inclusion (DEI) from this perspective. In many companies, a DEI focus is driven by wanting to do the right thing ethically and morally, improve disparities, and advance social justice. <\/span><span style=\"font-weight: 400;\">However, there is also a transformative business impact of implementing DEI programming to create stronger decision-making structures, improve internal efficiency, and drive better business outcomes.\u00a0<\/span><\/p>\n<h3>Here\u2019s where the full power of cross-functional teams provides a case study in strong leadership.<\/h3>\n<p><span style=\"font-weight: 400;\">To reap the full bottom<\/span><span style=\"font-weight: 400;\">-line benefits of diversity, organizati<\/span><span style=\"font-weight: 400;\">ons must learn to separate business-focused DEI programs from corporate social responsibility initiatives that work toward social justice. One way to do this is by reframing what diversity means \u2013 and what diversity can do \u2013 in business. <\/span><span style=\"font-weight: 400;\">It isn\u2019t just race, gender, and sexuality that matter; <\/span><span style=\"font-weight: 400;\">it\u2019s diversity of skills, expertise, experience, and perspective that drive business results.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At The Diversity Movement \u2013 the DEI strategy partner to 100+ organizations \u2013 here\u2019s what<\/span><span style=\"font-weight: 400;\"> we\u2019re seeing across our client spectrum and hearing in conversations with corporate executives:\u00a0<\/span><\/p>\n<p><b>Diverse teams are yielding measurably better business results by improving decision-making and innovation. Diverse teams are driving business forward.\u00a0<\/b><\/p>\n<p><span style=\"font-weight: 400;\">If you\u2019ve read the studies from <\/span><a href=\"https:\/\/www.mckinsey.com\/~\/media\/mckinsey\/featured%20insights\/diversity%20and%20inclusion\/diversity%20wins%20how%20inclusion%20matters\/diversity-wins-how-inclusion-matters-vf.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">McKinsey and Company<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/www.accenture.com\/_acnmedia\/pdf-89\/accenture-disability-inclusion-research-report.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Accenture<\/span><\/a><span style=\"font-weight: 400;\">, <\/span><a href=\"https:\/\/www2.deloitte.com\/us\/en\/insights\/deloitte-review\/issue-22\/diversity-and-inclusion-at-work-eight-powerful-truths.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Deloitte<\/span><\/a><span style=\"font-weight: 400;\">, and others, you probably already know the overwhelming business case for DEI. Diversity and inclusion in the workplace correlates with greater productivity, collaboration, employee engagement, employee retention, profitability, and business growth.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As David Rock and Heidi Grant argue in the <\/span><i><span style=\"font-weight: 400;\">Harvard Business Review <\/span><\/i><span style=\"font-weight: 400;\">article \u201cWhy Diverse Teams are Smarter,\u201d homogeneity is a trap, creating lackluster outcomes and increased risk. \u201cThough you may feel more at ease working with people who share your background,\u201d the authors write, \u201c<\/span><a href=\"https:\/\/hbr.org\/2016\/09\/diverse-teams-feel-less-comfortable-and-thats-why-they-perform-better\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">don\u2019t be fooled by your comfort<\/span><\/a><span style=\"font-weight: 400;\">. Hiring individuals who do not look, talk, or think like you can allow you to dodge the costly pitfalls of conformity, which discourages innovative thinking.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Therefore, your directives are simple \u2013 get more diversity into your teams and create a culture of inclusion so diverse teammates feel empowered to contribute their best work consistently. Inclusion is the key that unlocks the power of diversity on your teams. As Erik Larson writes for the decision intelligence platform Cloverpop, \u201cdiversity can increase friction 15%, but inclusion boosts results 60%\u201d making the friction worth your while.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0In Larson\u2019s words, \u201cinclusion instantly activates existing age, gender, and geographic diversity for better decision making.\u201d In other words, even if it\u2019s initially difficult to create diverse, cross-functional teams, the bottom line impact will pay for itself exponentially.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are the key statistics you should know:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Teams make better decisions than individuals <\/span><b>66% of the time<\/b><span style=\"font-weight: 400;\">, and diverse teams make better decisions <\/span><b>87% of the time.<\/b><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/www.cloverpop.com\/blog\/infographic-diversity-inclusion-better-decision-making-at-work\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Cloverpop<\/span><\/a><span style=\"font-weight: 400;\">)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Diversity can increase friction 15%, but <\/span><b>inclusion boosts results 60%<\/b><span style=\"font-weight: 400;\">. (<\/span><a href=\"https:\/\/www.cloverpop.com\/blog\/infographic-diversity-inclusion-better-decision-making-at-work\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Cloverpop<\/span><\/a><span style=\"font-weight: 400;\">)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Diversity<\/span><b> increases innovation 20%<\/b><span style=\"font-weight: 400;\">, <\/span><b>improves decision-making quality 20%<\/b><span style=\"font-weight: 400;\">, and <\/span><b>reduces risk 30%<\/b><span style=\"font-weight: 400;\">. (<\/span><a href=\"https:\/\/www2.deloitte.com\/us\/en\/insights\/deloitte-review\/issue-22\/diversity-and-inclusion-at-work-eight-powerful-truths.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Deloitte<\/span><\/a><span style=\"font-weight: 400;\">)<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Cross-functional teams are diversity i<\/span><span style=\"font-weight: 400;\">n action. In our definition, a cross-functional team is any group of key decision-makers and needle-moving employees from different departments with different skill sets and different areas of expertise who work together as a task force for the organization\u2019s benefit.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8874 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-1024x341.png\" alt=\"TDM Library. Your one-stop-shop for update DEI Resources. Explore with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h3>Cross-functional teams eliminate silos, reduce rework, and increase communication<\/h3>\n<p><span style=\"font-weight: 400;\">Let\u2019s say you\u2019re an SaaS (Software as a Service) company developing a new add-on product that integrates with your flagship offering. You have a product development team of fifteen engineers tasked with bringing the add-on to market. Their impulse, every time, will be to build that product in their product-development silo \u2013 to take charge of the strategy and execution from beginning to end, then deliver a market-ready result they believe is as strong as it could possibly be. But if they\u2019re allowed to do that, it definitely won\u2019t be.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s how it could be stronger.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Instead, imagine two or three key leaders from your product development department \u2013 whether leaders by title or simply by influence and force of personality. As part of the development process, those product experts become part of a cross-functional, cross-departmental task force that also includes one or two key leaders from marketing, sales, operations, client services, and maybe even some departments that at first seem unrelated, like media relations or human resources. That team meets for an hour every week to discuss how the product is developing and then creates action items for the organization, specific to this particular product.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As a result, rather than working in an echo chamber, the product development team is hearing from client services about how the add-on will solve a critical problem for existing customers, so they can really home in on exactly what the customer\u2019s pain point is. They\u2019re hearing from the operations team about how the product could create enough additional revenue to hire two more engineers, allowing the product development leaders to spend less time fixing existing bugs and more time dreaming of the next big idea. And they\u2019re hearing from sales and marketing specialists about how the product will be sold and positioned in the marketplace and how fixed or moveable the delivery deadline can be to meet market expectations.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At the same time, the sales and marketing teams now have more accurate knowledge of what the product will be, when it will be ready for promotion, and how to talk about it in content and in prospect meetings. Similarly, the operations team has a better idea of how many hours this product takes to develop, what steps are involved, and what the end-result may be. The client services team isn\u2019t left to guess just when the add-on will be ready for customers, but can speak with authority in client conversations and manage people\u2019s expectations, generating anticipation and excitement only when appropriate in the process.<\/span><\/p>\n<h3>Make bolder decisions at an accelerated pace while reducing risk<\/h3>\n<p><span style=\"font-weight: 400;\">In this example, it\u2019s easy to see how diverse teams work to improve collaboration, innovation, and decision-making across the organization. Diverse skill sets bring diverse perspectives, which in turn generate stronger results specifically because they create a guardrail against uninformed or ill-informed decision-making. Strong cross-functional teams improve and accelera<\/span><span style=\"font-weight: 400;\">te the decision-making process while reducing risk.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With a wider and deeper range of perspectives at the table, you have a clearer picture of the challenges you\u2019re fac<\/span><span style=\"font-weight: 400;\">ing, solutions, strategies, options for execution, and more \u2013 regardless of what obstacles arise. You are better able to anticipate market needs and desires, and you can respond quickly with organizational agility and resilience to meet the market where it is. With cross-functional teams in place, your decision-making model is funda<\/span><span style=\"font-weight: 400;\">mentally stronger because you\u2019re tapping into a diverse team of expert advisors.\u00a0<\/span><\/p>\n<h3>Innovation and agility thrive where the best idea wins<\/h3>\n<p><span style=\"font-weight: 400;\">Cross-functional teams also push innovation, creativity, and agility across the organization by creating a culture where people can expect to have their perspectives challenged and countered, creating an environment where the best idea wins. It starts by setting clear expectations about the intention and objectives of each cross-functional team.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Leaders who establish cross-functional teams should make it clear that their purpose is to eliminate silos, guard against narrow or hierarchical thinking, and discover the true best way forward. If you\u2019re the person leading cross-functional team meetings, it\u2019s critical that you know <\/span><a href=\"https:\/\/wraltechwire.com\/2022\/02\/09\/how-to-lead-better-meetings-five-strategies-to-foster-collaboration-and-productivity\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">best practices for inclusive meetings<\/span><\/a><span style=\"font-weight: 400;\"> and the core <\/span><a href=\"https:\/\/thediversitymovement.com\/10-actions-you-can-take-today-to-be-more-inclusive-at-work\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">10 actions you can take to be more inclusive at work<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you\u2019re an employee who\u2019s asked to take part in a cross-functional team or meeting, you have a clear responsibility as well. First, as much as it is your leader\u2019s job to make space for you to share your ideas, it\u2019s your job to step into that space and speak up with your unique perspective. The mix of ideas and informed opinions is good for the organization. Remember, you\u2019ve been asked to take part because of your unique perspective and talents. If you don\u2019t accept that responsibility, neither you nor the organization can reach its full potential.\u00a0<\/span><\/p>\n<h3>Tips for ensuring cross-functionality in meetings and on projects<\/h3>\n<p><span style=\"font-weight: 400;\">Here are the actionable takeaways you need to know to get started right away in creating and nurturing cross-functional teams across your organization.\u00a0<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Every big project should have a cross-functional team in charge of strategy and execution. Include people from multiple departments with varied skill sets and who represent all levels of the organization \u2013 not just people who are leaders by title.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">For minor projects in single departments, you can guard against lackluster decision-making by requiring teams to tap external advisors for cross-functional and diverse perspectives. For instance, your content marketing team should solicit input on\u00a0 critical publications from 3-5 external reviewers, whether that means tapping your Vice President of Innovation, Chief Human Resource Officer, or professionals and partners who work outside your organization.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Demographic diversity and representation still matter. Just because cross-functional teams center around diversity of experiences doesn\u2019t mean you get a free pass to include only a single race, gender, age group, or professional level. When you\u2019re crafting these teams, be intentional about people\u2019s identities and dimensions of diversity. Remember: they\u2019re not just bringing their professional resumes to the table. Each person is bringing a lifetime of experiences from their unique cultural background.\u00a0<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">When we expand our definition of diversity and integrate inclusion into the fabric of how our organizations operate and succeed, our businesses reap the overwhelming benefits. We become more resilient, agile, innovative, and collaborative, leading to better bottom-line results and a more enjoyable, dynamic work environment \u2013 one where people are expected and encouraged to contribute their best work, consistently.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sure, there\u2019s plenty of focus on <\/span><span style=\"font-weight: 400;\">superheroes, individuals and heroes<\/span><span style=\"font-weight: 400;\"> who are successful on their own. But, <\/span><span style=\"font-weight: 400;\">smart executives know that creating teams filled with stars raises the entire organization to a higher level \u2013 one with the range and strength of a choral performance, not just a solo. <\/span><span style=\"font-weight: 400;\">Cross-functional teams are one key move in making that success a reality.<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8047 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><em><a href=\"https:\/\/www.linkedin.com\/in\/shelleywillinghambusinessstrategist\"><b>Shelley Willingham<\/b><\/a><span style=\"font-weight: 400;\">, CDE, is Vice President of Business Strategy. She is an entrepreneur, business strategist, and marketer who uses an equity lens to help clients achieve better business outcomes.\u00a0<\/span><\/em><\/p>\n<p><em><a href=\"https:\/\/www.linkedin.com\/in\/bobpbatchelor\"><b>Bob Batchelor<\/b><\/a><span style=\"font-weight: 400;\">, PhD, is Director of Public Relations and Publications, as well as an award-winning cultural historian and author of numerous books.\u00a0<\/span><\/em><\/p>\n<p><em><a href=\"https:\/\/www.linkedin.com\/in\/donaldthompsonjr\/\"><b>Donald Thompson<\/b><\/a><span style=\"font-weight: 400;\">, CDE, is co-founder and CEO of The Diversity Movement. With two decades of experience growing and leading firms, he is a thought leader on goal achievement, influencing company culture, and driving exponential growth. His book, <\/span><span style=\"font-weight: 400;\">Underestimated: A CEO\u2019s Unlikely Path to Success<\/span><span style=\"font-weight: 400;\"> will be published Fall 2022.<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Click here to download a PDF of this article People are conditioned to applaud heroes. Across popular culture, we\u2019re caught up in a tide of heroic imagery and scenes that15<\/p>\n","protected":false},"author":2,"featured_media":6532,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[60,5],"tags":[87],"tdm_type":[92,90],"class_list":["post-6531","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-experience-organizational-culture","category-blogs","tag-business-case-for-diversity","tdm_type-articles","tdm_type-guides-whitepapers"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Power of Teamwork: Why Diverse Teams Drive Stronger Growth - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"To win in the marketplace, now and in the future, leaders must create, grow, and maintain high-performing 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