Fostering Collaboration

Collaboration is a hot topic in today's work environment. What leads to success with collaboration and how do we know when collaboration is the best approach? One of my favorite reads on the topic of collaboration is by Morten Hansen's Collaboration. As Hansen writes, " Bad collaboration is worse than no collaboration."

So what makes collaboration successful? Much of the research points to the following factors:
- There is a shared goal amongst those that are collaborating
- Shared commitment to success on the part of those involved

At the end of the day collaboration is based on strong relationships. Those collaborating need to be clear on WHERE they are going, WHAT is the purpose, and WHAT resources are available. Resources include the important component of people. What are the strengths each team/group member brings? What knowledge and skills do they offer? What gaps might exist?

Successful collaboration often rests on the skill set of those involved. Key skills for collaboration include enhanced communication skills including active listening, better questioning, as well as enhanced  skills in relationship management and influence. Many of these skills come under the umbrella of emotional intelligence.

Leaders should also consider what barriers might exist to effective collaboration, whether it is related to resourcing, goals (individual, team or organizational) which might conflict with collaboration, values, rewards and even compensation. While leaders may not have control over some of these areas (such as the compensation structure in an organization) shared identification of these barriers can be extremely useful, in creating a context for success.

As you consider your work this year ask yourself the following:
- When will collaboration be essential in my work?
- What are the specific goals around this project? Are the goals clear, and shared?
- What might create a barrier to collaboration?
- What is needed to make this successful (relationships, shared goal, commitment, resources)?

I look forward to sharing more on collaboration in future posts. The topic of collaboration, along with co-facilitation, is one of the chapters in my next book From One to Many: Best Practices for Team and Group Coaching, which will be released this June. 

Best Regards,
Jennifer

Jennifer Britton
Author of Effective Group Coaching (Wiley, 2010)
Potentials Realized
Leadership, Teamwork, Coaching and Retreats
Phone: 416-996-TEAM (8326)

Styles and Teamwork

It's very common for  a multitude of styles to exist within any team. Some people are more detail oriented, others love the big picture, some like to be "hands on" (doers) while others may be more cerebral (thinkers).

What are the different styles that exist within your team?
How do different styles create conflict?
How do the different styles allow your team to do exceptional work?

Some of the work I do with teams is to provide them with further detail about their styles and strengths. "Knowledge is power" and may provide new insights about team members' preferences, what they value and how they may prefer to work.

Perhaps you are looking to do some work in this area. Depending on your budget, amount of time, team size and focus, you may wish to explore these assessments:
 - DiSc
- Personal Styles Inventory
- Myers-Briggs
- StrengthsFinder (more of a focus on strengths than styles. Can be very useful for teams)

The key to introducing any of these to your team is to use it in expanding the awareness of the group. It's not just to say " I'm an ENFP"  or "I'm a Sensor, and hence I am an x....". Assessments can be useful in reinforcing, or enhancing our awareness around our preferences in how we work, and where our natural abilities/affinities may lay. Sharing this information within the team context can help facilitate a deeper understanding about the overall team strengths, gaps, blindspots, areas of opportunity and potential threat (i.e. all team members are strong in big-picture orientation but not in detail).

How might a conversation about styles and strengths benefit your team?

Have a great week!

Jennifer

Jennifer Britton
Author of Effective Group Coaching (Wiley 2010)
Potentials Realized - Team Services | Retreats | Leadership Development
Phone: (416) 996-8326 (TEAM)

Toxic Communication in Today's Workforce

A couple of weeks ago I spoke at the HRPA conference here in Toronto on Toxic Communication and how it impacts performance. This seems to be a topic very prevalent in so many work places these days.

Toxic communication patterns can run the range of the gossip at the watercooler, to the rolling of eyes during presentations, the "here we go again", the subtle (or not) ignoring during meetings by leaving or disconnecting on a blackberry, or the more obvious name-calling or berating.

Toxic behavior is normal - what is not is when it goes to the extreme. My team coaching partner Sharon Miller and I typically use the following definition for toxic behavior -

A Toxic Relationship is a relationship characterized by behaviors on the part of the toxic partner that are emotionally and, not infrequently, physically damaging to their partner.

The cost of toxicity in today's workplace is huge. A study by Porath and Pearson (2009) found the following impact on employees:

• 48% decreased their work effort
• 47% decreased time at work
• 38% decreased work quality
• 68% said their performance declined
• 80% said they lost time worrying about it
• 63% lost time avoiding the person
• 78% said their commitment to the organization declined

Consider the following:

What toxic communication patterns are present in your organization? Within your team?

What is the cost of this?

What is needed to address/change the communication patterns?

Warm regards

Jennifer

Jennifer Britton, MES, CPT, PCC

Author of Effective Group Coaching (Wiley, 2010)

Potentials Realized

Team Coaching, Facilitation and Training

Phone: (416)996-8326

Questions for Building Stronger Work Partnerships

In the spirit of Valentine's Day, today's post deals with business relationships. Strong business relationships are critical for success across all industries today. A few years ago when I was writing Effective Group Coaching, I was asked about how to make co-facilitation of programs really work. It led me to write an accompanying digital chapter for the book. Whether you are co-leading, co-facilitating or working collaboratively, here are some questions to consider and discuss together:

1. What are the unique strengths we each bring? How do these overlap/intersect?
2. How do our skill sets and strengths compliment each other?
3. How do our skill sets and strengths create a blindspot? (note a blindspot is an area which you may not be aware of, or has an absence)
4. How do we individually and collectively define success for this work?
5. What does "quality" and "success" look like? (Be specific)
6. What is/are the priorities - individually and collectively?
7. What can we each be counted on for, no matter what?
8. If things go off the rails, what will you commit to doing?
9. What support and feedback does your partner require?
10. What support and feedback do you both need from the people/project you support?
11. What will you do to celebrate your successes along the way?

Have a terrific week!

Jennifer

Jennifer Britton, MES, CPT, PCC
Author of Effective Group Coaching (Wiley, 2010)
Potentials Realized
Coaching, Facilitation and Training Services
Email: info{at}potentialsrealized{dot}com
Phone: (416) 996-TEAM (8326)

Skills Needed for Collaboration

In follow up to my recent post on Creating the Context For Collaboration, it's important to also think about the skills professionals will need to thrive in collaborative context.

Resmus, in Best Practices: How to Make Collaboration Work, indicates that employees will need skills in:

• Facilitation
• Team Building
• Conflict Resolution/Negotiation
• Brainstorming
• Technology
• Ethics
  

In my former work with the UN as a leader these skills were essential. I continue to see in my current work supporting teams and organizations make this shift that some additional skills are required at all levels. These skills include - For New and Current Employees:

• Communication
• Relationship Building
• Influence
• Emotional Intelligence (particularly enhanced Self Management, Relationship Management)

Where do your own skills in these areas lie? Which ones are strengths? Which ones need some fine tuning?

What other skills do you see as being essential in boosting collaboration?

We work with teams and organizations to boost these skills through intensive training programs (virtual and in person), staff retreats and 3-6 month group and team coaching processes. If you have any questions, please give me a call.

Have a great week,

Jennifer Britton, PCC, CPT

Potentials Realized

Phone: (416) 996-TEAM (8326) | info{at}potentialsrealized{dot}com

Creating the Context for Collaboration

Collaboration is critical to success in today's economy. What context is required for a collaborative workforce?

Here's a quick definition that I often use for Collaboration from Beyerlein, Nemiro, and Beyerlein, 2008):

“Collaboration occurs when individuals work together towards a shared goal, completing the work is dependent on relationships with a purpose, and individuals working together in purposeful ways toward a shared goal are committed to one another’s success” (Beyerlein, Nemiro, Beyerlein, 2008)

As you consider the context for collaboration in your organization or team ask yourself:

• How clear are shared goals within your organization? how are these communicated? Where might they be unclear?
• How strong are your team work skills, enabling individuals to work together? What gets in the way of individuals working together?
• Are relationships strong across the team/department/organization?
• How purposeful are relationships? Do relationships exist to get work done?
• What is the level of accountability for results? What is the level of commitment? What needs clarity? Shoring up?

What is the context for collaboration at your organization, or within your team right now? What actions will make it a more enabling context?

Have a great week

Jennifer

Jennifer Britton

Author of Effective Group Coaching (Wiley, 2010)

Team Coaching | Corporate Retreats

Potentials Realized.com | Group Coaching Essentials.com

Phone: (416)996-TEAM (8326)

Looking for a tool to boost your virtual team collaboration?

Many of my clients often ask me what is a great software/platform for virtual teams. I’ve recently learned of a great solution which I really want to share with you – Mercury Grove’s Web Groups. It’s an amazing platform!

Originally launched in September of this year, Web Groups provides a collaborative platform for virtual team members to connect and collaborate. Members can share files, share calendars, create lists and create an internal discussion board. Thousands of users globally are taking advantage of this new tool, which you can try for free!

I met with Mercury Grove’s Scott Annan last week and had a delightful conversation about what the platform can do. There’s amazing customer service and support as well! I can’t recommend it enough.

The platform can be used by enterprises, small business and groups of professionals or consultants.

One company that is leveraging the platform is Team Floral.

Here’s an exerpt from a recent newsletter from Mercury Grove about how Team Floral is using the platform:
"TeamFloral is a network of the brightest minds in the floral industry who provide consulting services to flower shop owners. Their services include profit analysis, business coaching, benchmarking data, and business solutions. They provide a unique combination of consulting services and peer collaboration to make each flower shop a success.

Also unique is that TeamFloral delivers 100% of their services remotely through Mercury Grove Web Groups and group conference calls. Members collaborate on discussions and share files online - even their conference calls are recorded and made available through Web Groups. "Web Groups is fabulous." says Sherri Roberson, "Our members use it for the member directory, to post messages, check-in for meetings, and listen to the meetings they miss. We use it every single day."."

Click on over and take a free test drive of Mercury Grove Web Groups right now. What possibilities can you see for your virtual team?

Have a wonderful weekend,
Jennifer

Jennifer Britton, PCC, CHRP, CPT
Potentials Realized
Group Coaching Essentials
Email: jennifer(at) potentialsrealized.com
Toll Free: 1-866-217-1960