One size fits all! Not at all!
summary
Argues that diversity helps but only if teams adopt specific practices: measure team health with recurring surveys like Google’s Aristotle project, prioritize psychological safety so people report errors (hospital study shows open teams report more mistakes), pair exploratory engineers with highly conscientious partners, use Big Five assessments (Big Five personality traits) to map communication preferences, track outcomes (examples include documented ROI gains in German firms over 12 years), and apply concrete rituals and checklists from a free 2024 Apress collection.
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chapters (19)
- 0:00Introduction
- 1:04Why being different matters
- 3:33Stakeholder diversity
- 5:16Software as human work
- 7:21Struggling with diversity
- 9:55Benefits of diverse teams
- 13:05Project Aristotle findings
- 16:17Five team dimensions
- 19:04Psychological safety
- 23:07Understanding safety
- 25:15Learning from failure
- 28:44Speaking up about errors
- 30:14Creativity in teams
- 31:18Personality in teams
- 35:19Balancing traits
- 38:09Restorative niches
- 38:52Beyond gender culture
- 40:19Bring your full self
- 41:48Q&A
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