A guest article by Candice Collier, Managing Director of teamhub at Belbin NZ & Pacific.
There’s no doubt that AI is reshaping work. Demographic shifts, multi-geographic teams and diversity are redefining collaboration. So having self-awareness and staying authentic to our strengths in contribution has never been more vital and more challenging.
During a recent webinar "Finding Your Authentic Contribution in the Age of AI," I had the pleasure to share my insights on how we can navigate this transformative era. Jo Keeler, Managing Director of Belbin Team Company, and I explored the balance between leveraging technology and dialling up the importance of meaningful human connections.
This is key for success in our lives and at work – addressing not just the digital divide but the soft skills divide.
I’m very fortunate to have lived in New Zealand for 20 years – a country celebrated for its innovation and unique cultural richness. I believe we are standing at a pivotal moment where our ever-increasing ‘superdiversity’* can become a model for global leadership in how to lead and inspire teams. As part of the 25% of New Zealanders born overseas, I’ve had the privilege of working within many organisations navigating the challenges and opportunities of cultural, generational, and cognitive diversity.
If there’s one thing I’ve observed, it’s that diversity is both a gift and a responsibility. It brings immense potential, but unlocking it requires effort, empathy, and the willingness to embrace complexity. Innovation doesn’t come from simply gathering different perspectives in a room – it’s born when we create environments where those perspectives can interact, challenge, and enhance each other with respect.
I’ve seen teams falter when their differences seemed insurmountable. But I’ve also witnessed the extraordinary outcomes that emerge when those differences are turned into strengths. When teams lean into their unique viewpoints and find shared purpose, they achieve results that go far beyond what anyone thought possible.
Authenticity is the cornerstone of trust and connection, especially in workplaces increasingly influenced by technology. During the webinar, I asked: "In a world dominated by AI, how do we stay authentic, and why does it matter?"
Quite simply, when you ask most people within organisations what keeps them motivated and engaged – it’s their clear sense of purpose, connecting with their colleagues with shared values. Delivering business results is fairly low down the list.
I may be wrong, but the optimist in me is starting to feel a little more comfort that AI isn’t here to replace us, it’s here to amplify what makes us uniquely human. To thrive in a tech and AI-enhanced workplace, I believe there’s a simple framework we could apply across our organisations and start-ups:
I had a leader once who, during a period of significant digital transformation change, openly acknowledged their struggle with the pace and complexities presented to them had how to lead their team through it. That moment of vulnerability didn’t just make them approachable, it deepened their team’s trust and cohesion – an act which no tool or system could replicate.
If diversity is a powerful driver of innovation, how do we use it intentionality to unlock its full potential?
In my experience, diagnostic tools like Belbin can provide valuable insights and a shared language for teams to understand and appreciate each person’s unique contributions.
As an example, a team member whose strengths in systems thinking were initially overlooked was asked to try to understand their contribution through the lens of Belbin and use this knowledge and further insights about themselves.
With this confidence in presenting this information to the team, they were the able to recognise and elevate those strengths and make way for them to shine.
That individual became a pivotal innovator, contributing in ways that were transformative for the entire team.
I believe the future of work isn’t just about adapting to change – it’s about shaping it with intention and our incredible imaginations.
Successful leaders and business owners should prioritise “soft skills” and see them as critical capabilities, that can help lift their culture of embracing diversity and using technology as an enabling partner.
The science of teaming shows that high-performing teams don’t just adapt to challenges – they actively shape their environments to enable success.
Research by Amy Edmondson highlights that psychological safety, diversity of thought, and a shared sense of purpose are the hallmarks of resilient, innovative teams.
As AI takes over more routine tasks, these human-centric elements will become even more critical.
So I encourage leaders to be intentional by:
The future is here and at an exciting frontier, full of possibilities for those willing to embrace change, learn continuously, and lead with purpose.
If you’re ready to amplify your team’s strengths and create lasting impact, visit www.teamhub.co.nz or connect with Candice at [email protected].
*In the New Zealand context, superdiversity refers to the extensive and complex diversity resulting from significant migration patterns. This term, coined by Steven Vertovec, highlights the presence of over 200 ethnic groups and 160 languages in New Zealand. Superdiversity goes beyond traditional notions of diversity by considering various migration-related factors, such as different migration statuses and patterns, and their impact on social inequality. This concept is particularly relevant in cities like Auckland, where a significant portion of the population is born overseas.
Candice Collier, Managing Director of teamhub at Belbin NZ & Pacific
Candice is an advocate for diversity in team dynamics and sustainable growth. Her passion lies in empowering individuals and teams to harness their unique strengths and confidently contribute to their collective success. Her experience spans over two decades across not-for-profit sectors, local government, and the corporate world in the UK and New Zealand, during which she developed a profound appreciation for people-oriented and impactful work.