Growing Your Organization by Focusing on “How” Work Groups Operate
Several current trends increase the need for productivity, innovation, and creativity that leverages diversity in the workplace:
- Customers, both consumer and business, are becoming more diverse, educated, and demanding.
- You need a steady stream of products, services, marketing strategies, and sales plans that exceed your existing and prospective customers’ expectations.
- You must do this more quickly and better than your competitors.
It’s about productivity, innovation, and creativity. Today and every day.
Competition is increasing, so your customers have ready alternatives if you cannot meet their needs. These competitive pressures also limit your ability to increase prices to drive revenue.
Increasingly, your primary potential competitive advantage is your workforce. Diversity can ensure a large pool of knowledge, skills, life experience, perspectives, and expertise. Productivity, innovation, and creativity are about making effective use of this capacity. Success will drive revenues up while simultaneously reducing operating expenses.
Building team and organization effectiveness is key to building productivity, innovation, and creativity. As teams and organizations become ever more diverse, it is essential that employees have a strong ability to communicate and work well with people of different cultural backgrounds. This helps engage everyone. All available perspectives get considered, enhancing creative problem solving to generate more effective business results. This is true inclusion.
Effectively and appropriately communicating and working with people of different cultural backgrounds is the definition of being interculturally competent.
In today's complex business environment, developing individual, team, and organization intercultural competence is central to realizing the full potential for productivity, innovation, and creativity. This holds true for all teams and organizations, local or global.
To build intercultural competence, MDB Group uses the Intercultural Development Inventory (IDI).
IDI is a theory-based diagnostic instrument that measures individual or group intercultural sensitivity and competence. It indicates how the individual or group thinks and feels about cultural difference and thus their competence in communicating and working with people of different backgrounds, cultures, or perspectives. IDI also provides a guide to individual and team development.
MDB Group is certified to provide this outstanding instrument as part of our team development services.
MDB Group’s principals have developed and implemented plans to build productivity, innovation, and creativity. We have used IDI to build leadership team effectiveness, designed multimedia toolkits for team building and team development, facilitated teams to improve their business results, and done interventions to generate more productive and innovative work environments. We are ready to help you achieve the results you need.
Sample D&I results
See representative results achieved by MDB Group's principals at Workforce Productivity, Innovation, and Creativity.
Building productivity, innovation, and creativity frequently relates to several other aspects of diversity and inclusion. Click the links below for more insight:
Existing diversity strategies may need a stronger focus on increasing productivity, innovation, and creativity.
Work place conflict may be contributing to low productivity.
Increasing productivity, innovation, and creativity is typically integral to a comprehensive diversity strategy.
ENGs can infuse new perspectives and knowledge of new markets in R&D and marketing and sales teams.
Engaging executives in understanding the linkage of these needs to diversity and inclusion is essential.
Assessments of the current work environment help determine the appropriate plan and measure progress.
Please call us so that together we can start increasing your workforce’s effectiveness.
Spotlight on Building Inclusion
Almost all organizations say they want a more-inclusive workplace. Some can define what this looks like. Very few organizations achieve anything close to “full inclusion". Why? It takes a change in mindset about diversity and cultural difference.
Growing an organization and its business through full inclusion typically demands some mix of the PICAS factors (Productivity, Innovation, Creativity, Agility, and Safety). Full inclusion requires cultural and behavioral change from the CEO to the newest employee. To learn more visit these pages: