Linking your Thinking
As a leader, thinking across multiple disciplines is not a preferred qualification, it’s required. Multidisciplinary thinking can enhance team formation, communication, complexity management, and the capacity to lead with empathy and understanding. A functional organization is not the bar for me - I aim to cultivate a dynamic and thriving organizational culture.
I am not familiar with any single-threaded organizations. That is not how we operate as humans. We can always look to nature, as the ultimate model. She shows us that everything is connected and that when we come together, we create a better whole.
When we embrace multidisciplinary thinking, we recognize the value of different perspectives and skills, and build teams that are capable of innovative problem-solving. We bridge communication gaps and ensure that information flows smoothly across all levels of the organization. We simplify and manage complexity by breaking down problems into manageable parts and developing creative solutions. We connect with our teams on a deeper level with love and empathy to create a positive work environment.
If you want to further develop your multidisciplinary thinking, take these tips back to the office and measure their effectiveness this quarter. You don’t need more than an intentional 90 days to see results.
Launch and own a cross-functional project to enhance collaboration and break down silos. A large cross-functional initiative will require you to influence others without authority. This alone will force you into linking your thinking. Invite and push through the friction. It won't feel good some days. Keep going.
Practice active listening with your team to build trust and understanding. Remain curious throughout. Mute yourself if you have to or play with a fidget spinner. Placing a small barrier between your thoughts and your words gives you just enough time to rethink your approach.
Build a system within and use priorities to align your team. It’s your job to set the why, build the framework, and give them enough room to be creative and flexible. Start small because with new frameworks, you will always meet resistance to change. I recommend that you invite the friction by opening it up for critique, iterate based on feedback, and push through anyway. You will win a lot of silent fans and start to gain that influence you desire.
Celebrate your team in small and big ways. Pass along the credit - in most cases, it wasn’t you, it was them. Mandate that they do the same and this will create a culture of recognition and support.
Go below the surface and seek to understand why. Remember that your team brings their logic and emotions to work with them. I solve most conflicts by asking why they believe what they currently believe and then offering a change in perspective. This immediately disarms people and puts them back into a state of curiosity. We subconsciously block ourselves from being receptive when we think we have it figured out.
Lead with love, always. Leading with love needs to be modeled; and if you call yourself a leader, be the model.