Encourage Collaboration and Achieve 10X Results

Encourage Collaboration and Achieve 10X Results

Collaboration is the method by which most people get things done easily.  You see it in the Rugby Field, in Military exercises and between Parents.  Somehow over the years, we have left collaboration largely out of workplaces, and replaced that with command and control.  Thankfully, this is beginning to soften, as Managers are beginning to understand that you don’t always have to bark at people to get things done, and actually you hired your people because of their expertise, or ability to learn, so you can work more as a team. As a result you create a  team based culture.   

A collaborative team produces 10x more results and work together for the purpose of achieving bigger outcomes.

People come to work to do their best work yet often this can be stifled through micro management, unclear boundaries and outcome expectations and a lack of team spirit.  Research shows that you get greater impact when you work collaboratively.  

Benefits

The benefits of creating a collaborative culture go beyond  simply having happy people.  It invigorates an organisations ability to be flexible, solve problems, and create better solutions.  Consequently you encourage new levels of thinking, innovation, higher engagement and effectiveness.

As we head into the end of 2019, many leaders will undoubtedly be feeling under pressure to perform.  Collaboration shares the workload.  As a result you gain better balance while offering others the chance to grow.

Collaboration breeds Culture

Collaborative leadership offers a more open and honest working environment. Above all, you can power up, utilizing a  greater flow of ideas and information.  Consequently this produces more informed decision-making and problem solving, resulting in comprehensive solutions.  When everyone is heard, they are more connected to the values of the business.  This breeds a sense of family and everyone wants to do their best for their family right?

Why people enjoy collaborating

Studies show  humans will work in collaboration when they feel a sense of shared vision.  In times of crisis, we often see many people come together to create a massive solution.  Often communities can move mountains with no one leading, simply because they care.  Hence, this commitment to greatness and vision can be harnessed in business.

What people need to work collaboratively

As a leader, when you choose to bring your whole self to work and lead in the spirit of collaboration you build deeper trust and respect.   So how do you develop a collaborative team?

1. Build trust in your people
When people are not trusted, they become cynical.  Therefore they will tell you what you want to hear, not what you need to hear.

2. Be clear about purpose.
Humans are connected by purpose.  Create a vision that people connect to. They will move heaven and earth to help you get there

3. Build Diversity into your workplace
People relish the opportunity to contribute to solving problems.  Leverage  the diverse range of life skills in your workplace, regardless of the job they do.  

4. Be passionate about initiative
Initiative is not just the realm of leaders. Utilize the unique ideas and creativity in your team and maximize your problem solving capability.

5. Share information freely
Take off the “need to know” shades and involve your people with information. Informed people make better decisions. Similarly, sharing information will also build trust openness and honesty

6. Be transparent.
Remove the distance of hierarchy. Distrust is the rot that sinks into your organisation and stops it from growing. Likewise treat people like human beings and understand that everyone comes to do their best.

7. Embrace Conflict
Being open and transparent, diverse and creative leads to conflict. Furthermore, conflict is not war!
Teach your people great communication skills so you can harness the power of constructive conflict. Lead a highly collaborative team and above all, foster confidence to be open..

8. Hold people accountable
Hold yourself and others accountable for achieving outcomes. Create a culture where everyone knows they can count on each other to make things happen.

Collaboration makes a huge difference, and it gives everyone a sense of purpose.  Read this article for insight into how it has worked in practice.

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Identifying Talent in the Workplace

The biggest problem people have is identifying talent in the workplace.

A recent Survey from HRINZ cites that “failure of hires in the first year has reached its highest level in 11 years. 28.4% of all hires in New Zealand don’t last beyond 12 months”.

When you think of the costs of this to a business, its astounding. The report goes on to say that turnover in the first six months of employment is typically a failure of the recruitment process and on boarding.

Screening Techniques

Companies invest heavily into technology such as video interviewing, automated reference checking, psychometric reports

Recruitment teams, all trained to read CV’s, manage recruitment process and make decisions about how people may fit into an organisation and yet the statistics tell us we are not getting it right, even at the well supported corporate level.

Barriers to Success

One of the key barriers to identifying talent in the workplace is that there is little focus on what the job requires, at a level of detail that may make a difference.  

The main culprit seems to be in the screening process, and then the method by which people assess other people.  There is still huge room for improvement. 

Personality Tests?

A personality assessment is informative at a high level,  and may be good for teams to understand each other, but do not go deep enough into the match for the job. 

Understanding someone by putting them in a “type” box will take you so far in determining how someone fits the team.

A telephone screening tool will help you to see a person on a screen, but is still open to bias.

The Interview

The interview is an hour of questions, answers, and biased judgement. It works well sometimes and appallingly at other times.

Things to consider

When you hire someone, it is an investment, not just financially, but in the future of your workforce and outcomes. 

You want reassurance that this is the right decision, that the person will fit, and be able to perform well, preferably hit the ground running and add value to your business. 

You are looking for a whole lot of underlying factors that you may not even have thought about yet?

When you look at personality and skills alone, you lose the opportunity to investigate the deeper issues that make a person great, or present risks to your business. 

Focus on Behaviours

Behaviors are the result of beliefs, thoughts, experiences.  They give you insight into the values and motivations of a person specific to the job.

Behaviors generally show up, once you have hired your new employee. Personality is something that is fairly static. It is what it is.

Behaviors however are changeable. People can choose to change behaviour. We call that potential.  When some people understand their behaviour and how they impact everything around them, they have information so othey can make adjustments.

People’s innate behaviour strengths can be connected with the strengths of others, so people can pull together and 10x their impact.

How does Behaviour predict Success?

Measuring skills along with behavior informs the following critical keys to success or failure.

·       How a person fits a job

·        How a person is likely to work with a team

·        How a person is likely to match the culture of the business

·        What factors will impact engagement

·        What development pathways are most effective for that individual

·        What growth potential exists

Smart companies match people to jobs properly and then measure performance along the way.  Results are astounding.  Studies across retention, productivity, performance and customer insights show that focusing on behaviour pays off in spades.

Collaborative Leadership Changes Culture

Collaborative Leadership Changes Culture

Collaborative leadership is a move from Top Down to a People Centric sort of leadership.  Being collaborative assumes that the people who would traditionally have been working under you, become your partners in the workplace.  Sure they still report to you, but since in a collaborative world of high trust everyone has something to offer, there is no need for heirachy.

In the Collaborative leadership model, the Leader is the coordinator of action, there to help, develop and support the team, who, in turn, help support the Leader.  Everyone is trusted for their contribution, and valued for their input.

Collaborative teams are very natural outside of the workplace.  Recently we all became extremely collaborative as we were asked to shut the entire country down with 48 hours notice.  People took action, scrambling to look after their family, moving loved ones across the towns so they could lockdown together.  Others jumped into action, policing the roads in Northland for the purpose of ensuring there were no unauthorised, or potentially sick people bringing the Covid19 Virus to their vulnerable region.  No one needed a boss.  They knew what to do.

The Mark of a Collaborative Leader

A Collaborative Leader understands that there is no place for the Command and control style of old.  They are open and free with information, preferring to be transparent, for the purpose of sharing information that will move projects and work forward.

Collaborative Leadership is about balancing the motivations of their people with the Context of the environment, having a keen eye on the interdependencies of other teams, clients etc, and ensuring everyone is held accountable.  The Leader will have strong networks, and is able to have difficult conversations with the right tone and purpose.

Why Collaborative Leadership?

People want to do their best work no matter what they do.  Often the things that may stifle that creativity and additional effort is unnecessary focus on power, control and driving behaviours.  Driving behaviours in some industries, particularly where health and safety are necessary can be wholly appropriate, so let’s not throw the baby out with the bath water, however unless you inadvertently hired a team of lazy unmotivated lay abouts, even then a collaborative team will create, form and run a Health and Safety team within its ranks.

Collaboration is Bottom Line driven

Collaboration creates an inclusive environment, where people have a sense of purpose.  This gives life to ownership and results in higher engagement, leading in turn to increased productivity.  A collaborative team often speaks of being in a family, where everyone is important and their input is valued.  They feel a sense of pride in the work they do and that results in better customer experiences, feedback and more business.

The Traits of a Collaborative Leader

A Collaborative Leader is one who is confident to make decisions, while open to the ideas of others.  This installs trust in the people they work with.  In addition, they are able to Empathise with their people while holding them accountable for results.  Being open to feedback, opens the mind, allowing a broader perspective, which results in a level of comfort when taking risks.  The Collaborative Leader doesn’t do everything for their people, but rather works in a mutually beneficial relationship and is easily able to communicate ideas and concepts in a way that gets heard, but allows others to be heard also.

Not everyone naturally has the traits of a Collaborative Leader and the downfall can be experienced by all as controlling, overly helpful, uncommunicative and uncertain.  People love to have a leader who they can trust.  It goes both ways. Going forward where businesses may well have smaller teams for the foreseeable future, consider harnessing the power of collaboration.

War on Talent? – It’s an inside job

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