How personality diversity within teams reflects a successful marriage
Schopenhauer, the famous 18th century philosopher, once proposed a fascinating theory about successful marriages: opposites attract. The idea is that partners with complementary strengths and weaknesses come together to form a stronger whole. Similarly but in a different area, large-scale global studies have been highlighted illustrating the power and potential of personality diversity within teams. This new searchled by a collaboration between the University of Oxford, Melbourne, UTS and UNSW, focused on startups, but its principles and findings are likely to be equally applicable to any multi-functional team within an organization, including boards of directors, project teams and innovation teams.
The study used a multifactorial approach to analyze the success of more than 21,000 startups worldwide and discover which factors were most important in their success. The study looked at many well-known startups that grew into large companies like Airbnb (San Francisco, California), Spotify (Stockholm, Sweden); Atlassian (Sydney, Australia) as well as many others that have since closed their doors.
The research used machine learning to infer the Big5 personality characteristics of more than 30,000 startup founders across 30 dimensions from their Twitter posts – a process that has been shown in other research to be as accurate as evaluations of the spouses and revealed that the personality of the founders trumped many others. other factors in terms of their relationship with success. But what made the most difference was the combination of personalities within the foundation team. Teams made up of founders with a combination of different personality trait types were up to ten times more likely to succeed.
Take Airbnb as an example. The founding team of Brian Chesky, Joe Gebbia, and Nathan Blecharczyk combined diverse personality traits: Chesky’s visionary leadership, Gebbia’s creative problem-solving ability, and Blecharczyk’s technical expertise. This diversity has been key to Airbnb’s ability to innovate and revolutionize the hospitality industry.
Complementary personalities among co-founders have often been a key driving force behind some of the most successful companies in history. This synergy of traits and skills has proven to be essential for building dynamic and resilient businesses.
- Hewlett-Packard (HP): Founded in 1939 in a garage in Palo Alto, California, HP is a testament to the power of complementary personalities in business. Stanford University graduates Bill Hewlett and David Packard brought together a unique blend of skills and temperaments. Hewlett, known for his reserved and introspective nature, was a technical magician. In contrast, Packard, with his outgoing charisma, excelled in sales and public relations. This balance of technical expertise and business acumen has allowed HP to become a pioneering force in Silicon Valley.
- Sony Company: Founded in 1946 in Nihonbashi, Tokyo, Sony was co-founded by Masaru Ibuka and Akio Morita. Ibuka, an engineer with extensive technical knowledge, had a calmer demeanor. Morita, on the other hand, was the more outgoing of the duo, playing a crucial role in marketing and public relations. This combination of technical genius and marketing savvy has propelled Sony to the forefront of the electronics industry.
- Adidas: The story of Adidas, founded in 1924 in Herzogenaurach, Germany, is a classic example of how complementary personalities can create a world-renowned brand. Adolf “Adi” Dassler and Rudolf Dassler founded the company together, with Adolf focusing on the technical aspects of shoe design and Rudolf putting his outgoing personality to work in marketing and sales. However, their different approaches eventually led to a split, with Rudolf forming Puma across the river, while Adolf continued to run Adidas. Despite their separation, both brands thrived, highlighting the impact of their combined talents during the company’s early years.
Wider implications
Although this new research focuses on startups, the principles and findings are likely to be equally applicable to any multifunctional team within an organization, including boards of directors, project teams, and management teams. ‘innovation. For example, a board could benefit from a mix of strategic thinkers, detail-oriented implementers, and big-picture visionaries.
Building diverse teams is not without its challenges. Personality differences can lead to conflicts and misunderstandings. However, through effective communication and conflict resolution strategies, these challenges can be overcome. It is also important to foster a culture of respect and appreciation for different perspectives.
Industry experts and psychologists have long emphasized the importance of diversity within teams. According to Dr. Meredith Belbin, a British researcher and management theorist known for his work on team roles, “what is needed is not well-rounded individuals, but individuals who balance well with each other.” others “. Indeed, the concept of diverse teams is not new and has been beautifully illustrated in popular culture. Consider the trope of the heist movie, where each member of the team is presented with a specific skill and distinct personality. This diversity is key to the team’s success.
Take the Ocean’s film franchise as an example. The team, led by George Clooney’s character Danny Ocean, is made up of individuals with unique skills and personalities. Rusty Ryan (Brad Pitt) is the right-hand man and a crook, Linus Caldwell (Matt Damon) is a pickpocket, Basher Tarr (Don Cheadle) is an explosives expert, etc. Each member brings something unique to the table, and it’s their combined skills and personalities that allow them to pull off the heist.
This trope highlights the importance of personality diversity within teams. Each member’s unique skills and personality traits contribute to the overall success of the team, as do the results of our research. As we move forward, it’s crucial to remember this lesson, whether it’s building a team for a startup, a business project, or even a heist!
Teams greater than the sum of their parts
As we enter the new year, these results offer a new perspective on team formation and success. It’s not just about bringing together a group of high-achieving people, but finding the right mix of personalities who can work together to create something greater than the sum of its parts. This new research shows that personality diversity is a key factor in the success of startups and other teams.
By forming teams composed of members with different strengths and weaknesses, teams can harness their collective potential and overcome their individual limitations. However, personality diversity also poses certain challenges, such as conflicts and misunderstandings. Therefore, teams must also develop effective communication and conflict resolution skills, as well as a culture of respect and appreciation for different perspectives. How can you apply this knowledge to your own team? What are the benefits and challenges of personality diversity in your context?