How to Effectively Manage a Diverse Team of People Who Are Different From You

Every manager knows that no two team members are exactly alike. Even people with similar backgrounds bring unique perspectives, communication styles, and lived experiences. In today’s workplace, where diversity spans across generations, cultures, genders, abilities, and worldviews, this truth is more apparent than ever.

So how do you lead effectively when your team is made up of people who are very different from you and from each other?

Fortunately, leadership expert Stephanie Chung, author of Ally Leadership: How to Lead People Who Are Not Like You, has decades of experience helping leaders answer this very question. Her insights highlight not just the importance of embracing differences, but the concrete steps managers can take to turn diversity into a true advantage.

Everyone is Different and That’s the Point

Stephanie emphasizes that difference isn’t limited to one or two categories. It’s unprecedented to have six generations in the workplace. Add in shifting gender dynamics, growing ethnic diversity, cultural differences, LGBTQ+ identities, neurodiversity, and varying abilities, and it becomes clear: there is no single “normal” in today’s workplace.

For managers, this means the baseline assumption should be: no one on your team is just like you. Rather than expecting people to adapt to your style, success comes from learning how to adapt as a leader.

The leaders who thrive will be those who understand how to connect across differences in thinking, communication, background, and perspective.

Rethinking Privilege as a Leadership Tool

One of the most striking parts of Stephanie’s perspective is her reframing of privilege. Too often, "privilege" is treated as a negative word. But she explains that every single person on the planet has privilege of some form. The question isn’t whether you have it, it’s how you use it.

Privilege can be simple, like being right-handed in a world designed for right-handed people. It can also be situational, like having access to a strong professional network or specialized training. Managers may take these advantages for granted, but they can become powerful tools to support others.

For example, if you’ve been media trained as an executive, you can share key lessons with your team so they grow to be more confident communicators. If you’ve attended an industry conference before, you can coach a first-timer on how to get the most value out of a conference.

When managers recognize and leverage their privilege to serve their people, they not only develop stronger individuals but also build a culture of learning and trust.

To that end, when managers position themselves as “chief learners,” they cultivate a culture where everyone contributes knowledge. Something as simple as asking each team member to share one new thing they’ve learned this past month can reinforce the message that growth is a shared responsibility.

Move From Empathy to Curiosity

Most leaders have heard the call for empathy. While it remains essential, Stephanie encourages managers to go a step further by embracing curiosity.

The real secret to leading people who are not like you, she explains, is to stay genuinely curious about their experiences and perspectives. Ask open-ended questions you don’t already know the answer to. Listen deeply. Learn from what you hear. And then, take action based on what you’ve learned.

This approach forms the backbone of her “ALLY” framework:

• Ask – Seek to understand your team members’ perspectives.

• Listen – Truly hear what they are saying without judgment.

• Learn – Absorb the insights that come from their unique experiences.

• Your Action – Use what you’ve learned to support, empower, and lead more effectively.

Curiosity not only helps managers build stronger relationships but also makes it easier to harness the strengths of a diverse team.

Ask the “Uncomfortable” Questions

Sometimes managers hesitate to ask questions for fear of offending or sounding condescending. For example, if you suspect a team member has never attended a professional conference, how do you raise the topic without making them feel inadequate?

Stephanie suggests framing the question in a way that centers on care and support: “I want to set you up to win. Tell me about your past experiences with conferences so I know how I can best support you.”

By clarifying your positive intention, you show that your goal is to help not to judge. When people see that your heart is in the right place, they are more likely to respond with openness.

Build Awareness of Your Own Leadership Patterns

Curiosity isn’t just about others; it also applies to self-reflection. Stephanie challenges leaders to “pay attention to what you pay attention to.”

• Who do you naturally give the benefit of the doubt to?

• Whose voices dominate meetings, and whose go unheard?

Do you unintentionally rely on a small circle of trusted contributors while overlooking quieter team members?

By observing these patterns, managers can make conscious adjustments that foster inclusivity. Creating space for different voices, inviting challenges to your thinking, and encouraging quiet contributors to share are all ways to unlock the potential of the full team.

The Business Case for Leading a Diverse Team

While the moral case for inclusive leadership is clear, the business case is equally compelling. Research consistently shows that diverse teams outperform their more homogenous counterparts:

• Diverse teams are 35% more productive.

• They are 70% more likely to capture new markets.

• They are 36% more profitable.

But these benefits don’t appear automatically. They only emerge when diversity is paired with strong, intentional leadership. As Stephanie notes, “Diverse teams are only effective when led well.”

For managers, this is both a challenge and an opportunity. By leaning into curiosity, leveraging privilege, and fostering an environment where everyone can succeed as themselves, you unlock the full performance potential of your team.

Moving Forward as an Ally Leader

The role of the modern manager isn’t just to direct work; it’s to create an environment where every individual can thrive. That requires acknowledging differences, embracing curiosity, leveraging privilege, and leading with both head and heart.

The managers who embrace this mindset won’t just keep pace with a changing workforce. They’ll lead teams that are stronger, more innovative, and better prepared for the future.

The next time you feel uncertain about how to connect with a team member who is different from you, start with curiosity. Ask questions you don’t know the answer to. Listen with the intent to understand. Share what you learn. And act on it.

Listen to the entire episode HERE to learn How Managers Can Unlock the Power of Differences

Keep Up With Stephanie Chung

- Follow Stephanie on LinkedIn here

- Follow her on Instagram here

- Like her on Facebook here

- Follow her on TikTok here

- Learn more on her Website here

- Watch her speaker reel on YouTube Shorts: @thestephaniechung

- Subscribe to her Newsletter here

Guest Bonus: 3 Book Giveaway: Ally Leadership: How to Lead People Who Are Not Like You.

Stephanie is giving away three copies of her book Ally Leadership: How to Lead People Who Are Not Like You. This book is not just about traditional leadership; it's about revolutionizing leadership practices to be more effective in a rapidly changing corporate world. This issue transcends categories of race, gender, sexual orientation, different abilities, and age—it's a universal concern that affects everyone.

👉To get this guest bonus and many other member benefits, become a member of The Modern Manager Podcast+ Community: https://themodernmanager.com/more 

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The Modern Manager is a leadership podcast for rockstar managers who want to create a working environment where people thrive and great work gets done.