One of the questions I always ask when interviewing a prospective candidate for a position is this: What is most important, a person’s ability to do the job or their “fit” within the organization?

Their answer to the question isn’t all that important to me, but I challenge them to explain their answer with a high level of detail. I want to know why they made the choice they made. Have they put some thought into the answer beforehand or was it an “off the cuff” answer because they had to say something? I’ll camp out on this question for a while; I want to see some critical thinking skills, or determine if those kinds of skills exist at all.

I need to know if they are willing to work with people who may not “fit” the stereotype for a particular position. If they are willing to work with someone they consider outside the “norm,” I want to know how they intend to do it.

I’m very interested in that because one of the greatest tests of leadership is guiding people who see the world differently than you do. Differences in background, personality, experience, or values can create friction, but they can also be a leader’s greatest asset if handled well. A strong leader learns not only to navigate differences but to leverage them for better ideas, stronger teams, and lasting results.

Start with Respect

Respect is the foundation of trust. You don’t have to agree with someone’s perspective to respect it. By showing genuine interest in people’s stories and experiences, you communicate that who they are matters. Respect opens the door to influence. Influence is the essence of Authentic Leadership.

Lead with Curiosity, Not Assumptions

When leading people who are different from you, assumptions are your enemy. Instead of filling in the blanks with what you think they mean, ask questions. Listen actively. Be curious about how their perspective shapes their work. You’ll often discover insights you would have missed. Odds are, you will learn more from people who think differently than you than you will from people who think the same.

Focus on Shared Goals

Differences matter, but so does a common purpose. Remind your team of what unites them—the mission, the vision, the results they’re working toward. A shared goal gives diverse people a reason to bring their best, even when they don’t see eye to eye.

Adjust Your Communication

Leaders who succeed with diverse groups adapt their communication styles. Some people value directness; others prefer diplomacy. Some want details; others just the big picture. Pay attention to how people receive information, not just how you like to give it.

Appreciate the Strength in Differences

What feels like a challenge at first—different opinions, working styles, or priorities—can actually make your team stronger. Diverse perspectives push ideas forward, uncover blind spots, and prevent groupthink. If everyone thinks like you, your team’s potential is very limited.

Lead with Humility

A humble leader admits they don’t have all the answers. When you’re willing to learn from people who are different than you, you not only grow as a leader but also create a culture where differences are valued instead of discouraged.

Final Thought:
Leading people who are very different than you isn’t about changing who you are—it’s about expanding your ability to understand and inspire others. The best leaders don’t just tolerate differences; they leverage them to build stronger, more productive, and resilient teams.