“I like to work in silence”, ‘I need a broader context to understand what the task is about’, ‘I prefer specific messages’ – such information becomes the norm, self-awareness grows, and thus it becomes easier to build teams where everyone can act according to their strengths. Creating teams that truly complement each other is becoming a strategy of conscious leaders. Diversity, considered from many angles, ceases to be a problem – it becomes an advantage. How do we deal with diversity at Media4U?
Neuroatypicality
The concept of neuroatypicality is gaining popularity and for several years now we have seen an increase in awareness of this topic and an increase in searches for related keywords. The number of diagnoses in this area is also growing every year. Information about being on the spectrum gives the diagnosed a sense of better understanding and confidence and shows a different perspective on past experiences.
And how does this translate into work?
Working with neurotypicals presents challenges and opportunities.
Depending on the type of disorder, one can expect difficulties with sustained attention, low frustration threshold, hypersensitivity or hypersensitivity to stimuli, or poor motor coordination. However, neurodiverse individuals can contribute a great deal to the team. A unique way of thinking and problem-solving, creative and innovative ideas, analytical skills, perceptiveness or hyperfocus are often mentioned. It’s worth supporting such people to make the work environment friendly for them and the tasks engaging.
We can observe the customization of the work environment, for example, in public spaces, such as “quiet hours” in stores, dedicated to people on the autism spectrum. At work, we sometimes don’t even realize what factors can affect the well-being of non-neurotypical people – light, decor, noise levels in the office or exposure to other stimuli. Some companies choose to arrange rooms specially so that they can regulate the intensity of light and equip rooms with soundproofing elements so that meetings or quiet work are not disturbed by noises from rooms next door. Responding to the needs of neurodiverse people can also be the tools used in the organization or allowing some flexibility in working methods to meet the needs of such people better.
– Magdalena Czapska, Head of People and Culture
Personality tests
Neuroniety is not the only diversity we may encounter in the workplace. Another important aspect is personality differences, cognitive differences or work styles, which psychometric tests can measure. Such tests are quite popular – Deloitte reports about 80% of Fortune 500 companies use personality tests to understand their employees better. On the one hand, companies may perform them when recruiting, when matching to a team, on the other hand, they do them to choose the right communication or better manage a group. However, everything must be done with the employee’s consent, with a person qualified to do so, and using the right tools.
The most popular ones are:
- MBTI or the 16 personality test – focuses on preferences in four areas, creating a four-letter code. The diagnosis should help you find your strengths and the best-fit profession.
- FRIS – is used to learn about one’s way of thinking and acting in various aspects of life, such as professional life, personal life, and leadership or teamwork.
- Gallup test – analyzes the personality in terms of 34 talents to show what activities are most natural and consequently easier to perform. This makes it easier to determine what area has the most potential for development.
- The Big Five – distinguishes five basic factors that shape personality. This model is based on the sixteen-factor concept of personality.
Although the tests differ in structure and how they ask questions, they often examine similar areas, approaching them differently. The most important thing is not to take them for granted, an unchangeable situation. It is worth looking at the results of the tests as a starting point for self-development and improving the quality of your life. At Media4U, we implement Ostendi tests, which allow us to get to know ourselves and our strengths better and better understand our challenges.
From my perspective, personality tests of various kinds are more a confirmation of existing hunches and observations than a source of completely new information – they help to name what we already intuitively know and organize this knowledge more consciously. Of course, surprises happen, which allows us to pay attention to things we didn’t notice before.
Piotr Andrzejewski, Head of IT
Effective communication
Various tests examine us from many angles, measuring how we make decisions, whether we are more or less extroverted, how we react to stressful situations, and our preferred communication style. This last point is extremely important in teamwork.
Knowing the team members, their communication styles, needs, and preferences, one can more accurately choose the method of communication and better plan it in time or form. Different communication styles are distinguished depending on the methodology, but similar conclusions can be drawn.
Some employees prefer direct communication and concrete, clear messages that convey the most important information and unambiguous commands. For them, the entire context of the task or event is superfluous. Those who prefer this type of communication are usually comfortable making quick decisions, and a dynamic environment is not an obstacle for them.
There will also be employees who are the opposite of those described above. For whom relationships, contacts and the broad context of the task are essential. These individuals will be sensitive to the tone of the spoken messages, the prevailing atmosphere and relationships within the team.
Selecting effective communication is often a matter of feeling. No one-size-fits-all recipe will work in every situation because everyone is different, reacting differently to praise or criticism. The key is to carefully observe the audience’s reactions and “feel” whether a particular way of communication has the intended effect. If the communication doesn’t resonate, let’s not be afraid to modify it or even inquire about the recipient’s communication needs.
Let’s also remember that in communication, each party has its own needs and expectations. The goal is to find the golden mean and a way of exchanging information that takes into account both parties’ perspectives, not just a one-sided adjustment.Personality tests can be beneficial in communicating well, especially at the beginning of cooperation, when we haven’t had much opportunity to get to know each other’s expectations and needs.
Anna Luczynska, Customer Service Team Manager
A team tailored for special tasks
Matching employee-supervisor communication should come relatively easily. The challenge can arise when you have to control an entire, diverse team. However, there are upsides to chaotic meetings where characters mix, as team members’ diverse personalities can be a mine of ideas during brainstorming sessions.
Another advantage that can be seen in diverse IT teams is the apt matching of people to the challenges that arise at work – a new client who needs a lot of talking and wants to know all the details of the project will be better taken care of by a talkative, easy-going person who will be able, in a descriptive way, to rearrange the whole concept. Analytical people will easily find themselves in tasks where you need to take care of the details, look at the problem broadly and find its source.
There could be more examples like this, but they will all boil down to one conclusion: leveraging employees’ strengths will make them more willing and able to tackle new topics.
When matching people to emerging challenges, it is worth paying special attention to their innate competencies. Identifying natural talents and strengths allows you to allocate tasks more efficiently and increases the likelihood of success. People whose innate skills correspond to the requirements of a given challenge are more likely to undertake it with commitment and achieve better and faster results.
Anna Luczynska, Customer Service Team Manager
Summary
Everyone works differently, and that’s where a team’s strength lies. When we can see these differences not as obstacles but as potential, we begin to build an environment that fosters growth and cooperation. Personality tests, greater openness to neurodiversity, and a flexible approach to communication are tools that help us create cohesive teams built not on similarities but on complementarity.
Katarzyna Ciężka
Marketing Team
