16 Nov Unit 5_MT497_Team Discussion response
13799Respond or elaborate on team discussion post below:
Reflecting on my experiences in professional settings, I can see how I often felt separated from my peer group in six different ways. My military background also influences how I approach discipline and collaboration; more importantly, my ability to stay calm under pressure; my strong sense of needing routine; my familiarity with digital technologies and ways and channels; my generational perspective; and continuous self-expansion. These differences often manifest in my communication, problem-solving, and contributions to group work. Daft (2021) claims that diverse teams are not only the result of demographics but also of skills, experiences, and worldviews based not only on a difference in population but also a difference in interpretation of challenges and opportunities.
Dissimilarity to the group can lead to mixed emotions depending on the circumstances. My differences sometimes give me a sense of confidence because I feel that I contribute a different perspective or skill set to help fill a void on the team. Other times, these differences make me feel like an outsider, especially with my structured or disciplined outlook often opposed to those of more relaxed or spontaneous work methods. Daft (2021) states that the advantages and emotional tension faced by individuals when they are unlike their peers also exist, especially if their norms as part of the team diverge from the norm personally. Generally, what I found is that discomfort with differentness is the opposite of strength when a team appreciates different contributions.
Of the six differentiating factors that I have identified, I am proudest of my military experience and ability to improve myself. Background in the military has equipped me to thrive under pressure, communicate effectively, and take a high degree of responsibility in completing work. Similarly, my dedication to self-improvement represents a growth mindset that Daft (2021) notes must be present as employees are faced with a complex, rapidly evolving business landscape. In contrast, these qualities enable me to have high standards both as a person and as a supporter of individuals.
However, I would be somewhat mistaken for a flatterer, the one of rigid structure and planning, which I’m not keen to highlight in group situations. Foresight and spontaneity are more important than orderliness in some business cultures, so I frequently soften myself to not be seen as stiff. According to Daft (2021), employees will suppress some of themselves on impulse to fit within the group as well as to avoid conflict, as some may wish to keep their inherent tendencies separate from team processes. I can adapt if needed; however, I also know that I could use planning skills in a way that can benefit the organization.
In this regard, I believe that my differences could assist innovation inside the company, as they can offer new ideas, different points of view, or alternative approaches to problem-solving. Creativity is driven by diversity of thought based on personal history, talent, experiences, and backgrounds, and is a challenge to a team to question assumptions (Daft, 2021). For instance, my strong, structured thinking may aid us through unclear issues, while I’m comfortable with technology, whether it’s allowing us to take up processes and tools we don’t like to use yet. Together with the various advantages of others, these differences are complementary and aid the team in being more innovative and responsive to changing customer and organizational requirements.
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