Difference. It’s easy to spot and easy to reject. If we broaden our thinking to the 8.3 billion, and rising, unique individuals on this planet that’s a lot of difference.
Difference gets in the way from the macro – nation to nation – to the micro – one person to another. And it isn’t just about physical characteristics or material resources…mind-set, attitude, opinions, beliefs, the way we approach things, can become bones of contention, seed mistrust and make right relationship impossible. The implications for teams and organisations are obvious.
The counter, to seek similarity, also comes with challenges. We see whole teams assembled for their sameness. That may be fine if constructive challenge and creative conflict are fostered in a psychologically safe environment.
Often though it can result in polite interaction, unruffled and compliant operation, an echo chamber of thinking, and the growth of individuals and the team stunted.
There is a middle way to strive for here…To seek and embrace the opposites in all of us.
We can choose to start from the premise of our common humanity and an assumption that we share an aspiration for a better world even if we don’t know how to achieve it. We have our deep-rooted similarity.
From this vantage point difference becomes desirable rather than threatening. Consciously engaging difference takes courage. It may bring discomfort yet also brings learning, an injection of fresh thinking and ideas, a different way of looking at the world and approaching our work.
This doesn’t mean we simply adopt what’s on offer. Instead, it is fuel to be blended with what already exists in our team or organisation, with the mix synthesised to a higher and more powerful refinement.
This ‘and/and’ combination of all qualities and talents creates something truly potent.