The workplace is evolving and while older, it’s time to break down silos and punt collaboration. And with good reason. Studies show that a lack of collaboration is responsible for around 86% of workplace failures. Whether you’re into statistics or not, that is a figure that simply can’t be ignored.
What is collaborative leadership?
Historically, leadership had a top-down approach that created a segmented approach that simply left those on the floor with much to do, but very little motivation, direction, or reason to do. Collaborative leadership allows for the easy transfer of information between teams and allows those on the ground insight into the mission and vision of the organization. Further, it allows everyone to have a hand in information sharing, strategy building, and troubleshooting solutions to creatively meet a common goal.
Let’s look at some ways to implement collaborative leadership with your team.
Be transparent
Transparent communication is a solid strategy to build trust within teams, as long as it meets certain criteria. For instance, not all information is necessarily good for your staff to have, as it might lead to confusion or overwhelm. Transparency doesn’t mean oversharing; instead, it means sharing information that will clearly communicate the vision and mission of your business. It’s also essential that your team can be trusted with the information, and that you’re not crossing the boundaries between personal and professional conduct.
Keep communication open
Communication is not just about a soapbox monologue. If you want to encourage collaboration within your team it’s critical to encourage communication flow. That means encouraging ideas and proposals among team members while giving them the floor to explain or propose the same. Good leaders are good listeners and that means taking in feedback whether it’s constructive criticism or fresh ideas. Now, it’s a given that not every idea can be implemented, but it’s worth giving recommendations some serious thought, especially if it’s to improve inter-departmental flow.
Also, leaders who commit to individual communication with team members instead of a group setting show a commitment that communication matters.
Create a common goal
It’s difficult to remain in an insular team when another team has the same or similar goal or mission as yours. A collaborative leader should recognize the overlaps between teams, encouraging working on the goal as one team with understandable structures and guidelines in place. This leads to a fluid approach in which teams reach goals and milestones as a singular organism.
Reward good collaboration
There are few things as motivating as getting a pat on the shoulder for a job well done. Furthermore, once a reward is in place, teams are more likely to continue and possibly even improve on further collaboration. Rewarding your team is not a superficial carrot you’re dangling in order to manipulate your team to do what you want. Instead, it’s a way to let them know that not only are they on the right track in terms of expectations but that you’re also pleased with the progress. For teams, it’s vital to know where they stand and the way forward, and a reward is clear communication of this.
Define roles
It’s essential to know that teams can’t always assume their roles by themselves. As a leader, you have the bird’s eye view of your teams, allowing you to clearly define the roles within those teams to achieve the best results. Collaboration needs people in the right positions who understand what’s expected from them. A study revealed that collaboration improves when team members know what’s expected of them and when the roles are defined. Furthermore, when teams know their roles and have the opportunity to exercise creativity, collaboration is at its peak.
It also helps to play to each team member’s strengths. When they know that they’re appreciated and their contribution is valued, you instantly lift the morale of the team. Collaboration is a given when a team member knows their contribution makes a difference.
Conversations at the water cooler through social collaboration tools
While it may seem like those conversations around the water cooler waste a lot of time and can lead to stagnation, the opposite is true. With the right office culture, those water cooler conversations can lead to great networking and an important element to collaboration: relationship building. Encourage this network building through social events and inter-departmental team building.
While remote working might not always make a physical networking event possible, technology offers a digital option. For instance, create a channel or forum board where team members can introduce themselves and get to know the team. Use ice breakers and prompts to get things going.
Implement this through the use of social collaboration tools such as Trello, Slack, and Microsoft Teams, to name just a few. These tools are not just to arrange the next company picnic, but also to have a safe and convenient method of knowledge transfer without the use of email. The simpler process creates stronger teams, which in turn, creates a better company culture.
Lead by example
Leaders in an organization set the tone and pace for collaboration. Hoarding information and shrouding development in secrecy for a team’s “wow moment” might increase some healthy competition, but can also create an environment of animosity. However, if leaders are known to collaborate towards a common goal and the organization is let in on this, collaboration is a natural result.
Leading from the top also means having your team’s back. Requests for support should be dealt with as soon as possible to promote trust. When there’s trust at the top levels of the team, it can filter down to the rest. This is an example of a hierarchy that’s used for the good of the team.
Set your team up to win
Effective collaboration is only possible when your teams are equipped to do so. Implement processes that will make collaboration easier, such as effective file sharing, easier communication, and simple access to information across teams.
If you have any questions about OPOC.us or how we can help you CARE for your employees, give us a call!
