So now that we understand how important collaboration is, here are seven actions that leaders can take to make it happen
1. Encourage questions, (no matter how ridiculous), as well as constructive feedback. Itâ€™s not only accepted but expected thatÂ people challenge each otherâ€™s assumptions and offer new ideas. This means that nobody feels like he/she risks looking foolish by asking others with different functional backgrounds from theirs to explain their thinking. Involving people with a wide variety of skills in an effort to tackle novel and complicated problems can help the group collectively see potential risks or solutions that would elude the individual.
2. Connect with the front lines people. Make direct contact with people down the hierarchy so you have unfiltered information about peopleâ€™s actions and states of mind. (This is especially critical when people are working remotely.) Such interactions can help leaders understand how employees are coping, identify areas where risks of go-it-alone behaviors are more likely, and establish linkages among people so that they are better able to support each other.
3. Reinforce the businessâ€™s purpose and goals frequently. A belief that their work fulfills aÂ higher purpose motivates peopleto think and act in a more collective fashionÂ â€”Â to be more open to collaboration. Clearly understanding the business goals helps people see how their own knowledge contributes toÂ the needs of the business.Â Leaders need to lower employeesâ€™ sense of uncertainty and boost their confidence to reach out to colleagues. So even if your message hasnâ€™t changed, you need to repeat it because the world has changed and employees need to know that the existing direction still holds.
4. Get the team to reflect on their preferred ways of working. This includes the leader. When youâ€™re under stress, youâ€™re more likely to retreat to your comfort zone, so itâ€™s crucial that you think about what kinds of behaviors come most naturally to you. When the pressure builds, are you more likely to pick up the phone to commiserate and brainstorm with a colleague or to hole up and go it alone?
5. Play to your strengths. Rather than trying to change your natural tendenciesÂ â€” which is almost impossible during the stress of a crisisÂ â€” focus instead on consciously using your style to improve collaboration. Boosting engagement and morale isnâ€™t â€œsoft workâ€; it leads toÂ quantifiable gains in productivity and other â€œhardâ€ business outcomes.Leaders need to appreciate that it doesnâ€™t take a single type of person to boost collaboration; they need to draw on the diversity of behavioral styles and coach each team member to play their own part in boosting cross-silo working.
6. Champion collaborative leaders and teams.Many leaders undermine their talk about the importance of collaboration when they focus praise exclusively on individual employees for hitting a sales target or working overtime. While recognizing individual effort, also acknowledge the team that helped make the person a hero by calling out the specific actions it took to provide support and the ways all of its members accomplished a goal together. Especially when employees are working from home, leaders should emphasize the role of supporting players by mentioning family membersâ€™ role in making it possible for workers to be productive.
7. Integrate collaboration into the organizational culture. At the end of the day, what sustains effective collaboration is our ability to practice it in a safe space. When collaboration is part of the organizationâ€™s daily routine, it becomes a habit, which in turn strengthens our ability to work with one another to develop new ways of working and solving complex problems.