Your team has a mix of cultures, languages and generations – Millennials just entered their 40’s, Gen Z their mid-20’s.
Complexity like this was part of work life long before the pandemic.
However, complexity via VUCA 2.0 is a whole new animal.
You’d like to bring your team together to increase trust and improve collaboration after the long break – some teammates haven’t even met in person.
You’re thinking of using a psychometric tool like DiSC or Meyers-Briggs to develop the team.
Without a doubt, there are lot of great development tools out there – but some stress not to consider culture or other influencers when taking the questionnaires…
Wait – you can’t ignore the cultural backgrounds of your team members!
Recognizing and accepting the differences, including cultural ones, is key for building trust with all team members.
However, to build trust and collaboration skills in a team circa 2022, no one tool or method is enough – especially one developed in the last century.
You’re going to need more than a one-size-fits-all approach to develop a diverse team like yours.
3 REASONS WHY
Here are 3 big reasons why Gestalt theory and practice helps you navigate complexity in the brave new “post-pandemic” world:
1) It’s agile, not fixed.
The field of People Development has become increasingly complex. People have emotions. Emotions are complex.
Furthermore, a new approach is needed to “tackle the uncertainty and uniqueness of emergent change situations”, according to Relational Change co-founder Marie-Anne Chidiac.
One-size-fits-all methodologies no longer work to manage complex change or human emotions.
Apropos of change, have you ever seen one where new or unexpected things didn’t emerge?
I certainly haven’t.
People need to be able to talk about new and emerging developments.
A good change plan must be able to adapt to whatever emerges – unexpected or not.
Therefore, it can’t be fixed.
2) It’s supportive, not manipulative.
Guided by The Paradoxical Theory of Change, “Gestalt aims to help people become more of who they already are by dropping futile efforts to become who they are not” – Chidiac.
If a change goes against who someone is or wants to be, there will be big resistance.
How do you feel when someone tells you that something will be good for you?
I don’t know about you, but when my boss says something like: “This is going to be great for you”, I feel manipulated.
How could s/he possibly know how I’m going to feel about something in the future?
If you want to reduce resistance to change, find a way to make people feel supported, not
Incidentally, people are always resistant to change – no matter how developed they are.
Meeting people “where they are at” is a great way starting point.
3) It’s pragmatic, not dogmatic.
If a health professional wants to treat a non-traditional illness, a radical change in diet that incorporates acupuncture or other discipline could help if traditional treatments don’t.
In other words, a holistic and cross-disciplinary approach.
Such an approach by a team leader is inclusive of all team members – even the non-traditional ones!
By embracing principles from philosophy and other relevant disciplines, a Gestalt approach is pragmatic about what works, not dogmatic about something that doesn’t.
REAL HELP FAST
A long time ago in a galaxy far far way…
Companies were on the lookout for resilient professionals who could navigate VUCA – adapt to complex change, manage differences, etc.
In post-pandemic VUCA, this skill set is more valued than ever.
Build up this invaluable resource with FREE Personal Resilience Blueprint.
With increased resilience, it’s easier to meet people where they are right now and help them develop from there.
And if you’re at a career crossroads and are thinking of pivoting, here’s the CAREER PIVOT ACTIONABLE CHECKLIST – another FREE resource that aims to meet you where you are at.
Wherever you’re at in your journey, I wish you lots of success in your next steps!
Thanks for reading,