I have a long corporate career where I have been responsible for overseeing all the projects of the company. My project managers form project teams made up of key resources that are the knowledge experts representing the key functional stakeholders to the change that would take place from the outcomes of the project.
I have a long corporate career where I have been responsible for overseeing all the projects of the company. My project managers form project teams made up of key resources that are the knowledge experts representing the key functional stakeholders to the change that would take place from the outcomes of the project.
Superficial diversity, the type that is pushed by the left and has been politically weaponized as DEI, part of the toxic and parasitic mind virus of Theory, is not only useless, it is destructive in terms of achieving the best project performance. Because nothing matters more in the makeup of the project team resources than does the individual capabilities of those individuals. The same is true for functional work teams.
Diversity in this case is a strength only when being defined as diversity of roles, but only too if the team selected covers are subject matter domains required. Pursuing goals of diversity of race, gender, sexual orientation, etc., is worthless and disruptive. It is sub-optimizing because it replaces the need to carefully select based on merit.
The whole can be greater than the sum of its parts with respect to collaborative work, but not when the group dynamic is upset with a mismatch of capability levels because of superficial diversity criteria in selecting resources.
I have a long corporate career where I have been responsible for overseeing all the projects of the company. My project managers form project teams made up of key resources that are the knowledge experts representing the key functional stakeholders to the change that would take place from the outcomes of the project.
Superficial diversity, the type that is pushed by the left and has been politically weaponized as DEI, part of the toxic and parasitic mind virus of Theory, is not only useless, it is destructive in terms of achieving the best project performance. Because nothing matters more in the makeup of the project team resources than does the individual capabilities of those individuals. The same is true for functional work teams.
Diversity in this case is a strength only when being defined as diversity of roles, but only too if the team selected covers are subject matter domains required. Pursuing goals of diversity of race, gender, sexual orientation, etc., is worthless and disruptive. It is sub-optimizing because it replaces the need to carefully select based on merit.
The whole can be greater than the sum of its parts with respect to collaborative work, but not when the group dynamic is upset with a mismatch of capability levels because of superficial diversity criteria in selecting resources.