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Building an Interdisciplinary Team That Can Handle Any Project

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https://99u.adobe.com/articles/63983/how-to-build-an-interdisciplinary-team-that-can-handle-any-creative-project

99u.adobe.com

Building an Interdisciplinary Team That Can Handle Any Project
When design leaders think about how to grow their businesses, they usually don't stop at one product or service: they imagine all of the different ways they can expand, even if they're not quite sure how to get there. What if we could break into *this* new market?

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The successful interdisciplinary team

The key to creating innovative solutions is to bring together a diverse group of people to tackle every project from Day 1.

Having an interdisciplinary team with varying skills and kno...

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Leave room for real dialogue

Interdisciplinary teams have to leave room so that real work can get done. Because they have multiple projects, they try to limit the loss of brainpower by working for days together on one project ...

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‘Psychologically safe’ environment

Successful teams allow for mistakes. The team members feel safe to be as creative as possible.

Every aspect can be re-engineered to allow for internal team feedback, allowing the team ...

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Hire for curiosity

It is important to find people who are incredibly talented and have great expertise but do not mind to put their ideas up for scrutiny. 

A quality of interdisciplinary teams i...

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Let teams self-police within a structure

While it is necessary to give teams the freedom to work as they see fit, it is still vital to create a framework that keeps the team moving forward together.

Every team can have a team leader...

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Foster community and creativity

Offices should be designed to facilitate communication, warmth, and interaction. If you want people to be creative and bring their best selves, you can't expect them to stand at the same des...

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Curiosity leads us to generate alternatives

Curiosity leads us to generate alternatives

When our curiosity is triggered, we are less likely to fall prey to confirmation bias (looking for information that supports our beliefs rather than for evidence suggesting we are ...

Curiosity and innovation

Encouraging people to be curious generates workplace improvements.

When we are curious, we view tough situations more creatively. Studies have found that curiosity is associated with less defensive reactions to stress and less aggressive reactions to provocation.

Reduced group conflict

Curiosity encourages members of a group to put themselves in one another’s shoes and take an interest in one another’s ideas rather than focus only on their own perspective.

Thus, conflicts are less heated, and groups achieve better results.

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Be a Source Of Knowledge

A boss who’s focused on improving their managerial skills is the kind that workers will respect—and want to emulate. Stay abreast of management trends so you can continue to bring out the be...

Work Together On Deadlines

Some managers accept or create unreasonable expectations on performance without checking in with their workers, thus causing stress.

A good manager should talk to their employees and ensure expectations are well thought out and feasible before being defined.

Stop Micromanaging

Some leaders get too deep in the details around how the actual work gets implemented, but implementation belongs to the employee.

Provide accessible and regular oversight for the work to be produced—but don’t micromanage our produce it yourself.

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“The biggest risk is not taking any risk. In a world that is changing really quickly, the only strategy that is gu..."

Mark Zuckerberg, CEO of Facebook

Skills Needed In Digital Leaders

  • Work together, complement each other, and function as a team.
  • Able to operate on and enable environments that are more dynamic, team-centric, and connected.
  • Lead and build teams and partner with the broader ecosystems, keep people connected and engaged, and drive a culture of innovation, learning, and continuous improvement.
  • Lead a workforce that includes contractors, the contingent workforce, and crowd talent.
  • Understand how different business functions, industries, and technologies come together to form solutions.
  • Comfortable and competent with risk-taking.

Demographics And Leadership Destiny

Millennials expect to be developed via opportunities, mentoring, and stretch assignments. However that is hard to come by in top-heavy companies. 

Most millennials think their roles provide little development while most companies report they have excellent or adequate programs for Millennials.

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