Realists – as named by Peterson - are the individuals in a team who tend to be data-driven and always want ‘proof of concept’. That can bore the Imagineers, who see endless possibilities and get excited about change. Cue fireworks.
Peterson says: “Imagineers tend to add creative spark to teams and at their best can help teams innovate, find breakthrough solutions and new insight. But if there are too many Imagineers in a group, the team may experience higher levels of conflict and lower cohesion as individuals are likely to see a different set of connections and interdependencies as important and pull the team in different directions.
On the other hand, he says, “teams with a mix of Imagineers and Realists have the highest levels of team creativity and performance”.
He adds: “All effective teams need to do two main things: get the tasks in the group done while also looking after the relationships in the group to ensure that the group is collaborating well. Teams also need to balance the need for structure, order, and rules to ensure everyone is working towards the same goals in a coordinated fashion against the need to motivate individuals by letting them work in the way that works best for them as individuals.
“By understanding your underlying personality preference, you will get a sense of your overall team role preference, what other team roles and personality types you work best with, worst with and if you’re a leader, what type of team members you could collaborate with to motivate individuals in your team that need different inputs than that you can adequately deliver.”
Build your team carefully
Peterson’s specialist area is cognitive diversity in teams. Cognitive diversity can be defined as individuals within a team thinking differently, having different perspectives on how to deliver a task and also processing information differently.
Cognitive diversity is less frequently discussed than age, gender, sexual orientation, and race diversity, but Peterson believes it really should be. In fact, he says, it actually matters as much as a predictor of team outcomes – success or failure.
“The received wisdom is that, the greater the diversity in the team, the more effective it will be,” says Peterson. “But actually, the correlation between diversity and performance is zero. If the team is more diverse than the average, the research shows there is a bigger chance that it will outperform less diverse rivals. But that it is also likely to under-perform as it also increases the risk for conflict.”
“Diversity has to be managed well to get a consistent positive return – what I call the Return on Inclusion (ROI). That’s key. That’s when the magic happens. If it isn’t, that’s when conflict arises and if that isn’t managed well, a downward spiral begins.” In a previous article for Think at London Business School, he wrote about teams caught up in a downward spiral that damages intragroup trust and leads to poor performance.
“This downward spiral can be triggered, for example, by the Rationalist, who is task-focused, locking horns with the Team Builder, who is more focused on building good relations in the team. If the mix of these types in a team is unbalanced, strong interventions will be needed to manage the inevitable tension. Otherwise, the team will not be able to succeed, as negative feedback at team level will lead to an ugly and unhelpful blame game, destroying trust and the ability to move forward.”