subscribe | advertise | about | contact | home

Building Collaborative Teams by Teri Johnson

The need for open, collaborative work environments that inspire outstanding employee performance has never been greater. The speed at which business changes now demands maximum flexibility and creativity in the way companies approach their projects. Every organization, whether it has 10 or 10,000 members, will benefit enormously by fostering a culture of collaboration that leverages the greatest asset we all have: each other.

Every group, whether family, team, club or company has a culture — the commonly understood norms and guidelines for behavior that reflect the group’s shared attitudes, goals and values. A company’s culture is a major factor in the way business gets done and how people relate to each other. Outstanding teams don’t happen by accident or even because the members are smarter or more skilled. They happen when the players realize the value gained by the whole if individual members are provided the mutual support necessary to bring out the best in themselves and their work. And in part, their success is perpetuated because this way of working is so much more rewarding — even fun. Creating a collaborative culture where people share ideas and teams thrive requires several elements. Here are a few:

• Invest Upfront Time. When forming a team, build in time to get to know each other. Encourage people to bond by sharing their thoughts about the project, what their hopes and concerns are and what contribution they most want to make.

• Share the Vision. Flesh out early on what the vision for success looks like, and how it fits in with the company vision. Have any subgroups or committees within the team describe their intended results.

• Understand Roles, Goals and Objectives. Clearly define each person’s function in the process and how it supports the overall vision. People want to know they are making a significant contribution and what, exactly, that is to be.

• Agree on Procedures. Each group will want to decide how it operates best. Determine early on how decisions will be made, how conflicts will be handled, what the targets are and what happens if a date is missed. How will communication between team members be handled? How often will they meet?

• Create Safety. People must believe they are free to express ideas and take risks without ridicule. Permission to fail must be implied for employees to feel free to innovate. Praise publicly. Offer constructive feedback without personalizing.

• Focus on Strengths. So often we have been trained to be such good problem solvers that we immediately scan any new situation or person with an eye toward what is wrong. Learning to look for the strengths in ourselves and each other requires more conscious effort, but pays off. Start by asking the question, “What do we have to build on?” At the initial group meeting encourage team members to call out a skill or quality they bring to the table. Teach people to look for leadership qualities in each other.

• Build Strong Relationships. Teamwork is all about relationships. Relationships develop out of mutual trust built over time. Create reasons for employees or members to rub elbows at frequent socializing events where they can have access to those outside their own area of expertise. Assign a mentor to each new employee, and have that person introduce him or her to several key players in other areas.

• Provide Access to Senior Leadership. People perform their best in an atmosphere of trust and mutual respect. Create opportunities for people at all levels to interact and build relationships, and not just at the annual holiday party. Here’s a good litmus test: When employees are assembled in the cafeteria or lounge for coffee and donuts, do they feel free to approach the president with a question or idea? If not, she isn’t really accessible and won’t likely be in tune with those who report to her.

Collaboration and team play are skills that every business person will need to call upon more and more as the speed of business and life accelerates. If your organization doesn’t currently have a collaborative environment, know that it can change one small step at a time. Since collaboration begins with relationships, start there. Invite someone from a different area to coffee and ask what they’re up to, then really listen. You never know who your next co-creator might be and, at the very least, you will broaden your perspective.

Teri Johnson is a certified business coach who helps leaders and teams be more effective and generate outstanding results. Visit her Web site at www.intrepid-communications.com.

©2008 Caliope Publishing Company