What do you do if your team is resistant to collaborative decision-making in a People Management career?

Trust takes a lifetime to build and an incident to break. Everyone on the team has a go-to skill or muscle that others can learn from. In my career, I have encouraged each one to present those skills through peer learning sessions and joint projects. Once the team learns to respect each other for the unique value each one brings to the table, collaboration will happen naturally.

- Have an open dialogue if need be, do it on individual basis to create more comfort for them to be open in sharing their thoughts about resistance towards collaboration - Basis the outcome from these discussions, lead team norming exercises which will help build trust - Clearly articulate the benefits of a collaborative approach as everyone brings a unique value proposition due to their subject matter expertise - Share examples of projects delivered with strong collaboration across teams and the impact of it in the bigger picture. This will not only encourage them to foster collaboration but also value each other’s skill set even more. Remember- All individuals have ideas but, it takes a team to execute it.

Building trust is a way of life for a leader. It is something that must be consistent and deliberate. Building trust must be genuine. Others are quickly able to tell if you are not being transparent and will result in a lack of participation and enthusiasm. Building trust establishes a road for communication which will lead to the possibility of feedback. Start small and work your way to bigger things.

Building trust within your team is like nurturing a garden - it takes time, care, and a personal touch. Start by actively listening to each team member's concerns and opinions. Make them feel heard and valued, creating a safe space where they can freely express themselves without fear of judgment. Transparency is key; share information openly and honestly, showing that you trust them with important insights. As you cultivate this environment of openness, you'll find that trust blossoms naturally, strengthening relationships and fostering a sense of camaraderie among your team members.

Building trust in the process of collaborative decision-making is the first step when the team is resistant. Clarify the benefits - better outcomes - increased team cohesion - the opportunity for individual growth and recognition At times, their resistance is due to the lack of clarity on who is responsible for what. It's important to give clarity on how decisions are made, who is involved, and how contributions are evaluated and integrated.

Here's my take... I believe by encouraging open communication and creating a safe space for team members to express their opinions and concerns, you can foster a culture of collaboration and mutual respect! Facilitating dialogue allows team members to share their perspectives, understand each other's viewpoints, and work together towards consensus-building. This approach helps address resistance by promoting active engagement and buy-in from all team members, leading to more effective and inclusive decision-making processes. Additionally, facilitating dialogue can help identify any underlying reasons for resistance and allows for constructive problem-solving to overcome barriers to collaboration.

To overcome resistance to collaboration, I fostered a safe environment for open dialogue. Team members were encouraged to share ideas without fear of judgment. Emphasizing active listening promoted respect and understanding. As diverse perspectives were valued, team members became more willing to collaborate, recognizing the importance of inclusive decision-making. This approach led to a culture of trust and cooperation, enhancing overall team effectiveness.

In teams, there will always be a few dominant voices who will overshadow others. This will act as a hindrance in the collaborative decision-making process. In such scenarios, use meeting techniques that ensure everyone has a voice, such as round-robin sharing, brainstorming sessions, anonymous voting systems or appoint a facilitator to manage discussions.

Creating an environment where each one feels belonged and responsible is important. When individuals are empowered to actively participate in decision-making, several new ideas and thoughts arise. Making a conscious effort to give time to each one to express their ideas and also to appreciate the contributions would encourage them to participate more actively in future.

Recognizing collaborative efforts highlights the direct impact of teamwork on achieving organizational goals. It provides tangible examples of how collaboration leads to better outcomes, which can be a powerful motivator for individuals who may be skeptical about the value of working together. To effectively celebrate collaborative successes, leaders should publicly acknowledge the efforts and achievements of the team, providing specific examples of how their cooperation led to the success. Rewards and recognition can be formal, like awards or bonuses, or informal, like praise in a team meeting or a celebratory team lunch. The key is to ensure that the celebration is meaningful to the team and aligns with the company's values and culture.

Beyond assigning roles & recognizing contributions, create a structured yet flexible framework for decision-making that includes everyone's input. For example, utilize techniques like round-robin/anonymous voting to ensure all voices are heard equally, minimizing the dominance of louder voices in the room. Implement regular brainstorming sessions where every idea is valued and considered, creating a safe space for innovation & participation. Moreover, facilitate skill-building workshops that enhance your team's capability to work collaboratively. This equips them with the necessary tools for effective teamwork and also signals your investment in their growth, encouraging a more enthusiastic approach to collaborative decision-making.

If faced with resistance to collaborative decision-making, as a people manager, it's crucial to understand the root cause. Engage in open discussions to uncover concerns or misunderstandings. Lead by example, demonstrating the value and benefits of collaboration. Provide training on effective collaboration techniques and create a supportive environment where team members feel empowered to contribute. Address any cultural or structural barriers hindering collaboration. Celebrate successes and acknowledge the positive outcomes of collaborative efforts, gradually building trust and buy-in from the team. Regularly revisit the importance of collaboration and encourage feedback to continuously improve the process.

Facing resistance to collaborative decision-making? Understanding your team's diverse information assimilation methods is key. Not everyone is naturally inclined towards collaboration, and recognizing this can transform your approach. Tailoring your strategy to match individual strengths and decision-making styles can foster a more inclusive and effective environment. Sometimes, it's about finding the right balance between collective input and individual expertise. Respecting and leveraging these differences can lead to breakthroughs in team dynamics and outcomes.

A team which is resistant to collaborate decision making itself indicates poor listening being exercised by the team. For making any decision w.r.t an aspect/condition/situation, it is first imperative to grasp the aspect/condition/situation actually by providing highest levels of listening. Once this is achieved, collaboration further enables team to listen to varied perspectives and so adds value in decision making as a team .....!!!

Building trust, dialogue, employee participation, and training requires putting a system in place that puts the employees first. Act what you say. If you run a closed office system, switch to an open office, come up with programs that encourage team work, promote team bonding. Often times there's a sort of segregation that happens at work. Eliminating this takes intentionality and cooperation. You can use the HODs to promote the sort of organizational culture you are trying to adapt and it would trickle down to their subordinates. There are training programs that would also bring the employees together. These trainings do not have to be internal, there are external trainers that can help impact much value.

Here's some suggestions: - Explain the benefits of collaborative decision-making, such as increased creativity, improved problem-solving & higher levels of employee engagement. - Encourage open communication by sharing their ideas/ concerns and demonstrate that their input is valued. - Offer training on effective communication, conflict resolution and decision-making techniques to help team members develop the skills needed to participate in collaborative processes. - Celebrate successful collaborative decision-making efforts to reinforce the value of teamwork & encourage future participation. - Address resistance by listening to their perspective, provide support as needed and work together to find a solution that works for everyone.