What are the benefits and drawbacks of using a collaborative style in organizational development?

1 What is organizational development?

Organizational development (OD) is a field of study and practice that aims to improve the performance and well-being of organizations and their members. OD involves applying behavioral science principles and methods to diagnose, design, and implement interventions that address organizational challenges and opportunities. Some of the common goals of OD are to enhance communication, collaboration, innovation, learning, and change management within and across teams, departments, and units.

2 What is a collaborative style of conflict resolution?

A collaborative style of conflict resolution is one of the five styles identified by the Thomas-Kilmann Conflict Mode Instrument (TKI), a widely used tool to assess and improve conflict management skills. A collaborative style is characterized by a high concern for both one's own and the other's outcomes, and a willingness to invest time and effort to find a win-win solution that meets the needs and interests of all parties. A collaborative style involves sharing information, exploring options, generating alternatives, and negotiating trade-offs in a cooperative and respectful manner.

3 What are the benefits of using a collaborative style in OD?

Using a collaborative style in OD can have many benefits for the organization and its members, such as fostering a culture of trust, openness, and learning, where people feel valued and respected. It can also enhance the quality and creativity of solutions, as people bring diverse ideas and insights to the table. Additionally, it can increase the commitment and satisfaction of the stakeholders, as they feel more involved and empowered in the decision-making and implementation processes. Finally, it can strengthen the relationships and networks among the parties, as they develop a deeper understanding and appreciation of each other's goals, interests, and challenges.

4 What are the drawbacks of using a collaborative style in OD?

Using a collaborative style in OD can also have some drawbacks, such as being time-consuming and resource-intensive due to the need for communication, coordination, and consultation among the parties. It can also be challenging and stressful, as it requires a high level of emotional intelligence, interpersonal skills, and conflict competence. Additionally, it can be ineffective or inappropriate in certain situations, such as when there is an urgent deadline, a clear authority, a low-stakes issue, or a high level of distrust or hostility among the parties.

5 How to use a collaborative style effectively in OD?

Using a collaborative style effectively in OD requires a careful assessment of the context, the goals, and the parties involved, as well as a flexible and adaptive approach to the conflict resolution process. To do so, you should assess the situation and the parties, prepare and plan, engage and explore, and negotiate and agree. Before engaging in a collaborative process, consider the nature and scope of the problem, the urgency and importance of the issue, the availability and willingness of the parties, and the potential benefits and costs of collaboration. If collaboration is the chosen option, prepare yourself and the parties for the process. During the collaborative process, engage the parties in a constructive and respectful dialogue. After exploring the options and alternatives, negotiate and agree on a solution that meets the needs and interests of all parties. Summarize and document the agreement, and specify the action steps, timelines, and responsibilities for the implementation.