What do you do if your team is struggling to collaborate effectively?

Understanding the heart of collaboration issues is like peeling an onion—layer by layer, you’ll find the core. ?? It's also very important to recognise the diversity of your team's thought processes and communication styles. But once the root causes are out in the open, try: 1) turning meetings into workshops where every voice is there to build the solution 2) designating time for team members to lead discussions or present their ideas 3) encouraging ownership & diversity in problem-solving 4) embracing conflict > do not shy away from it!! sometimes, friction can spark the most brilliant solutions Collaboration is an evolving art form within your team, because as you grow together, so will your capacity to collaborate as well ??

Leaders can identify the root causes of poor collaboration on a team by actively observing team dynamics and facilitating open communication. Paying attention to patterns of interaction and recognizing signs of conflict or disengagement can help leaders pinpoint issues. Seeking feedback from team members through one-on-one meetings can also provide valuable insights into potential barriers to collaboration. Leaders should assess whether clear goals and expectations are set, and if team members have the tools and resources they need. By fostering an environment of trust and open dialogue, leaders can encourage team members to share concerns and ideas, making it easier to identify and address the root causes of poor collaboration.

I've found it most helpful to give your team a voice. This will help form a foundation of trust and collaboration. Sit with each member one-on-one and ask them questions: How are you doing? What are some obstacles you're encountering and how can I help to overcome them? In a group meeting save time for open discussion. We try to get a round table in every meeting and ask each person for their input or questions.

When things have slowed or stopped, don’t be surprised to discover that a conflict exists between individuals or groups. This friction didn’t begin with your project, it began when your organization didn’t invest in self-awareness among project stakeholders that the needs and challenges of all stakeholders are equal. Failure to see this as a trust-buster is where your headache began. It may be time to “take a knee” and get intensely curious about the challenges and obstacles among stakeholders. This “humanity check” will reveal how people feel about themselves and others. This cannot be supervised or lectured out of a group. This will only invite resistance. Instead, have lunch. Ask how the kids are doing. Reveal humanity, build trust!

If my team is struggling to coordinate effectively with me, I'd first seek to understand the root cause of the issue by soliciting feedback from team members. Then, I'd implement strategies to improve communication and collaboration, such as establishing regular check-ins, clarifying roles and responsibilities, and providing clear guidance on expectations. Additionally, I'd be open to adjusting my own approach and practices based on their feedback to better support the team's coordination efforts.

Clear and realistic goals enhance team collaboration by establishing a common vision and purpose, allowing team members to understand how their efforts contribute to the overall success. When everyone knows the objectives and expectations, communication becomes more effective, reducing misunderstandings and conflicts. Realistic goals help set achievable milestones, which fosters a sense of progress and accomplishment. This boosts team morale and encourages members to work more cohesively. Additionally, when goals are well-defined and attainable, team members can more easily align their efforts and collaborate efficiently, as they understand their roles and how they fit into the bigger picture.

Communication and collaboration are not a secret sauce. They are the result of trust and respect that emerges from see the humanity of others. Rather than hold frequent and endless meetings, take the team to an off site team -building event where participants can see a new perspective on the challenges of others in the team. Something that used to be quite common is now rarely done. Family Day picnics. Can I really be angry with a teammate when I see how caring and human they are with their children or spouse? Someone loves them, how is it I dislike them? Do I really know a person? We all have a “work self” and “home self”. Which one are employees choosing to be in conflict with?

At Arbinger, we advise clients across public and private sectors to share three questions between leaders and followers, and peer-to-peer teammates in one-on-one sessions. 1. What can someone in my role do to help you complete your work? 2.How does someone in my position hinder your ability to get your job done? 3.How often should we meet to ensure we stay aligned on helping one another? You may think you know the answers to these questions- but the answers you get may surprise you - and reveal that your assumptions about why progress has stalled. The three questions reveal our self-deceptions. If we are leading projects with false notions about how things are going, are we really leading something we want our name on?