By Joern Fischer
Anyone working in teams knows that different people contribute in different ways. We’re all different, and working in a team means appreciating these differences and making the most of them. But there’s something implicit in this that I have often struggled with – the assumption that diversity is necessarily good, while homogeneity is necessarily bad.
Some of you may have had “experts” work with their teams to look at different working styles. When you do this, a commonly used tool is the Myers-Briggs personality test (a shortened version is available here). This recognizes that people can be more introverted or extroverted; more intuitive or sensing; more thinking or feeling; and more perceiving or judging. In combination, you find 16 different stereotypes of people, constructed by four axes of two poles each. These people, so the logic goes, function in different ways, and therefore can contribute different…
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