Our mission is to drive leadership and agility to boost your organisation's performance and innovation power. Develop and grow people's success in a fast changing world.
Stragilon has built up specific expertise of bringing multidisciplinary teams together to collaborate better. With our clients, we bring new work models alive and rethink the status quo that may exist in the mindset of team members in order to function more effectively. Fostering a hyperdiverse workforce both in experience, perspective, lifestyle and background are part of that expertise.
Hyperdiversity stands for the success of ultra collaborative and multidisciplinary teams. If we look at the challenges technological convergence bring today, it is the shortest shortcut to success.
Therefore, we advocate this both in order to create happier, more fulfilled and satisfied teams but also to help to create a true culture of collaboration and innovation.
Author and Professor Mary Shapiro refers to this research in her work at Simmons Business School when she mentions the difference between task goals and process goals. We think and talk about the metrics of success that are focused around the outcomes. We think about deadlines and what we want to accomplish. We don´t usually spend a lot of time on how we are going to accomplish that. Process goals are about describing the types of relationships the team members will have, how they will interact with each other and how they will cooperate to reach the task goals. An example of this would be how the transferring of skills will be organised within the team.
So, by organising the process goals, by discussing and describing them, it becomes clear how the cooperation within the team will be organised. Different cooperation styles will come to the surface allowing the team and the team manager to discuss and decide on cooperation styles. If cooperation styles are not discussed you have the risk a part of the team will be working with a collaborative cooperation style whereas other members of the team will have a very competitive attitude. If there has been no discussion about what the style will be, the risks for conflict and failure increase.
These are only some of the examples we focus on during our cross cultural labs, working on cross cultural inclusion and focusing on successful results for the teams and clients we are supporting.