Struggling to improve collaboration at work?

In order to struggling to improve collaboration; we should share the company's mission and communicate our expectations. We should highlight individuals' strengths and promote a community working environment. People don't take the time to get to know each other well enough. They don't know each other's strengths, experience or expertise. Consequently, they fail to value what each member of the team can contribute. As a result there is often a lack of clarity, ownership and accountability to make things happen. Therefore, we should encourage creativity and share knowledge, insight, and resources. It is important to lead by example and in order to do it; get out of the office.

Improving collaboration starts with understanding the specific needs of your team. Begin by observing the current dynamics and identifying any barriers to effective teamwork. This might include communication gaps, unclear roles, or conflicting priorities. Hold open discussions to gather input from team members about their experiences and perspectives. Pay attention to recurring themes or concerns that might indicate underlying issues. This comprehensive assessment helps in pinpointing the areas that require the most attention and ensures that any strategies implemented are tailored to address the real challenges faced by the team. It also demonstrates a commitment to listening and valuing each member's input.

Most potential in a team is lost for two reasons: self-sabotage and clashes with people who think and behave differently. Psychometric assessments theoretically address the first issue, while intercultural models tackle the second. However, misunderstandings about these approaches can cause harm. Some people overly rely on them, others dismiss them, and many coaches overpromise. Despite the world changing, most companies still use outdated solutions.

Clarify boundaries of responsibilities (respons abilities) - as a system of teams. During 150 years of bureaucracy, many have become accustomed to being individually responsible with a manager who takes overall responsibility. There is no reason to cooperate. The Team of Teams concept is a system of areas of responsibility where individuals need to understand that it is shared responsibility within an area of responsibility and have clear contracts with other areas of responsibility HOW deviations are to be handled when one team affects another in a workflow.

Collaboration takes trust. Team building exercises can assist with trust but so can informal meetings, getting drinks, sharing meals, engaging all team members for their ideas to overcome hurdles. Then ACTUALLY implement their ideas. This creates ownership, trust, and an openess for future Collaboration!

What I have learned is that our brain works around rewards and punishment. We need to set objectives and then do an exercise about what happens if we don't collaborate among us. What if we don't achieve our goals?

Collaboration is strongest when the members of the group or team have collectively set their goals. Let them make sense of the context they are in, explore the possibilities and paint a picture of where the future they are aiming to go together. A sense of agency creates accountability and something worthy of Collaboration. It is not about the destination. It is about how people work together on the journey and trusting that with their collective intelligence and talents in play, they will end up somewhere better than they could in isolation.

Clear, shared goals form the heart of true collaboration. Ensuring that every team member fully understands their objectives and sees how their efforts fit into the greater mission is essential. When everyone feels a sense of purpose and knows they rely on each other, it naturally inspires better teamwork. To guide our efforts, our goals should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound.

Além de avaliarmos os aspectos SMART de uma meta, devemos considerar o impacto que elas geram em cada membro do time. Avaliada e ajustada de acordo com as necessidades/especialidades de cada indivíduo, o próximo passo é o compartilhamento delas com total autonomia do time. Desta forma, o esforço será mútuo em prol do objetivo maior,

Assim como no Futebol, nem sempre atingimento de um Gol é fruto da sorte, ele tem um plano de jogo, uma estratégia e muito treinamento. As empresas investem em tecnologia para atingir resultados e muitas vezes esquecem de ensaiar a jogada com as pessoa para chegar lá. Não adianta dar novas chuteiras para quem está mancando no campo.

Trust is the foundation of any successful team collaboration. Building trust requires consistent effort and transparency. Encourage open and honest communication where team members feel safe to express without fear of judgment or retaliation. This can be facilitated through regular one-on-one check-ins and team-building activities that focus on strengthening relationships. Recognize and celebrate the achievements of individuals and the team as a whole, which can boost morale and trust. When team members trust each other and their leaders, they are more likely to collaborate effectively and support each other.

One of the biggest barrier to collaboration is the lack of synergy among the team members. This is where building trust could be so vital. Once trust gets established, the team members no longer operate in silos and start relating to each other better, resulting in more transparent and authentic communication. Trust ensures unity in goal and effort. This means that "common goal" replaces individual ones and "collective effort" becomes the new standard to operate. Successful collaboration demands that team members supplement/ complement each others' efforts and trust creates that much desired camaraderie to make it happen.

Distrust is a huge barrier to overcome. In the leadership coaching space, especially in group processes, trust is re-built when we meet in our shared humanity. Once we understand who we are and what each of us carry with us into the workspace, something new opens up. We realise that distrust stems from past relationships, past experiences. It’s helpful to understand each other triggers, and that fear lives in us all. Once you get to know more about your own humanness and the human in your colleagues, you naturally approach each other more mindfully, with respect for each other’s journeys … you build bridges instead of walls !

Trust is what binds a team together, making collaboration possible. It's vital to foster an environment of transparency and openness in all communications. We should celebrate our successes and face our failures head-on as a united front. When there's trust among team members, they feel empowered to share their ideas, take meaningful risks, and work seamlessly towards shared objectives. Building this trust requires time and effort, but the rewards are invaluable.

Trust is a foundation within collaboration. When team and management want to work together effectively in full trust they are more likely to share what needs to be changed, what mistakes are being made, and what can be improved. When everyone trusts each other in their knowledge, skills, and expertise, it becomes a lot easier to collaborate in harmony within the entire team and Business.

Are we genuinely interested, genuinely invested? I would like to start here when talking about igniting collaboration through communication. In my field of expertise, I focus on the energetics that divide us vs unite us. I’m curious about why we disengage from ourselves and each other. Being curious about the problem helps us investigate further. INVITE your team to become curious. Involve them in tackling the issue at hand. Ignite their Inner Scholars. There’s nothing like a good challenge to unite us all 😉 in the leadership coaching space, especially in group processes it doesn’t take long to unite a previously divided group by giving them a problem to solve, especially when it involves revealing more about themselves as human beings.

Adopting the Global DISC can significantly improve team collaboration. This model helps establish a common language across all personalities and cultures, facilitating better understanding and communication. By mapping the three layers of one's identity it goes beyond behaviour to help understand deeper motivations and preferences. It also identifies and bridges mindset gaps between individuals, teams, and even countries, ensuring everyone is aligned. The model focuses on cognitive diversity, the only proven layer that benefits performance, by revealing the team's blind spots and strengths. Additionally, it helps team members expand their comfort zones and enhance their behavioural flexibility avoiding the pitfalls of personality traps.

Como comunicologo formado e estudioso da Arte de falar, posso afirmar que está é a maior espada que temos para vencer a procrastinação de nossa equipe. Tem que partir do líder a disseminação da comunicação em toda a empresa. É um processo que fortalece a Cultura Corporativa e auxilia a governança.

Diversity of thought is a powerful asset. Encourage your colleagues to share their unique perspectives and experiences. An inclusive culture where different backgrounds, experiences, and viewpoints are valued and respected is vital. This can lead to more creative solutions and a more well-rounded approach to problem-solving. Celebrate the strengths and contributions of each team member, fostering a sense of appreciation and belonging within the group.

Diversity is a great leveller. Different people bring their diverse perspectives and that helps to build on each other ideas, brainstorming & mind mapping bring wonderful results in a diverse team.

Diverse teams are the heart of truly innovative work, bringing together a wealth of perspectives and skills that make problem-solving richer and more effective. It's so essential for us to cherish and respect each other's differences within our team. This not only fosters more creative solutions but also strengthens our collaborative spirit. Remember, diversity goes beyond just demographics; it's about embracing all the unique ways we think and approach our work.

Cultivating Cultural Intelligence (CQ) is another crucial step. This involves developing the ability to see situations from multiple perspectives, which improves decision-making and responses. Recognising that the biggest cultural differences often stem from personal differences, making every conversation a cross-cultural dialogue is essential. Moreover, fostering an inclusive environment where diversity leads to synergy rather than conflict can transform team dynamics.

Aprendi nos cursos da Disney Institute o valor da Diversidade. Não digo apenas Diversidade de gêneros, mas Diversidade cultural. Quanto mais misto forem os membros de sua equipe, maior ser suas chances de encontrar soluções. Porém prepare-se, Diversidade sem uma educação corporativa é o ambiente perfeito para emergir intrigas egocêntricas.

In our fast-paced digital world, technology can enhance how we collaborate. We can keep our teams connected and organised by using project management software, video conferencing tools, and other digital platforms. These tools help us communicate more efficiently, share resources quickly, and stay aligned with our goals. It's important to remember that technology should support and not replace genuine teamwork and human connection.

By focusing on cognitive diversity and cultural intelligence using a proven, data-driven model like Global DISC, you can unlock your team's potential and create a more collaborative and high-performing work environment.

Collaboration is borne from the culture. Leadership is responsible for culture! It is normal for ambitious people to compete. Is the leadership ignoring this and rewarding solo winners? Others see this and emulate same to get the outcome! Creating lone wolves rather the treasured collaboration.

Simply put: be collaborative with others and achieve shared outcomes. Often “being more collaborative” becomes a problem to solve instead of a behavior to adopt. I was once on a team that required me to attend a mandatory meeting to build trust and collaboration. The execution of this effort was the opposite of collaborative. If you follow any of the good advice offered by others in this article, be collaborative in your choices and actions.

Recognize and reward collaborative efforts. Highlight examples of successful teamwork and its positive impact on the business.