Your team is struggling to work together. How can you create a culture of collaboration?

Identify collaboration and mutual success as key values for your team. Here are some strategies to promote and reinforce these values: - Intentionally set goals that require partnership among team members. - In team and individual interactions reinforce these values through examples - Model the behavior you seek by consistently collaborating with your peers - Celebrate team successes where collaboration is a key factor

To encourage team participation set team goals. I recently was an individual contributor to my company and had to reframe my thinking and my actions to fully embrace the team goal. This has enabled our team to move forward together.

Creating a culture of collaboration within a struggling team requires a strong sense of leadership and a passionate, focused effort. Here are some ideas that have worked for my teams in the past: - Encourage open dialogue and channels of communication where everyone feels heard and valued. - Set clear goals to ensure everyone understands their role and the team's objectives. - Build trust and create an environment where all team members feel safe to take risks and share their ideas. - Shift the focus from individual success to team achievements and celebrate collaboration. - Equip team members with the tools and resources they need to collaborate effectively. - Recognize and celebrate both individual and team accomplishments, big or small!

Building a "team" is more than having a group of people work together under you. Working with them side bt side and rolling up your sleeves to show that you care goes a long way. Mentoring and teaching versus telling and yelling shows that you care. A good team is the direct reflection of great leader, so lead and mean it.

Junto con establecer metas y alinear expectativas me ha funcionado la idea de que en un equipo somos todos mutuamente responsables por los resultados, independientemente de que cada objetivo o tarea para lograr un objetivo tenga alguien que rinda cuentas por ello (acontable). Esto me ha ayudado a que el equipo pase de hablar en un lenguaje del “yo” a un lenguaje del “nosotros”. También ayuda a eliminar el hábito de buscar culpables y que puedan percibirse como una unidad.

I’ve learned not everyone is open to feedback. The best way to work that muscle in a team environment is to use yourself as an example and volunteer first especially if you are a leader. “I’m open for feedback, anything I can do better to help?” It takes courage, humility, and putting yourself in vulnerable situation to open yourself up to feedback. But it will go a long way and will be appreciated by your peers and team.

Seek active feedback: Don't be afraid to ask for feedback from peers, mentors, or colleagues. Use open-ended questions like "What could I have done differently?" or "What do you think would improve this?". Embrace mistakes: View mistakes as learning opportunities. Reflect on what went wrong and how you can do better next time. Challenge yourself: Step outside your comfort zone and try new things. This will push you to learn and grow. Actively learn: Dedicate time to learning new skills and knowledge through courses, books, podcasts, or workshops. Be open to new ideas: Don't be afraid to experiment and try different approaches. Be receptive to new perspectives and insights.

Algunas prácticas que me permitieron fortalecer la seguridad psicológica y abrir espacios de retroalimentación que favorezcan el crecimiento y la maduración del equipo, son: 1) Trabajar con la sensibilización y auto diagnóstico por parte del equipo sobre cómo están cuidando los 5 sistemas motivacionales primarios para sentirse parte de una comunidad y por lo tanto sentirse seguros. Modelo SCARF de David Rock. 2) Crear sesiones de Feedforward estructurando una silla caliente, donde todos pueden hablar de lo que les resulta efectivo y perjudicial en la interacción conjunta y se construyen compromisos de mejora. 3) Facilitar espacios de AAR (After Action Review) enfocados en un tema concreto para potenciar la mejora.

I found this helpful; Encouraging feedback and learning is vital for team collaboration. It involves creating a supportive environment for freely sharing ideas and questions, improving performance, and celebrating achievements. Promoting regular learning opportunities from peers, experts, and personal experiences enhances skills and adaptability, strengthening the team's ability to work together effectively.

Teach your team how to give and receive feedback. For those who are less comfortable with a culture of feedback, requiring it won't encourage them to lean into it. Our executive leadership team did a book club on creating a safe environment to share feedback and have crucial conversations and it was immensely helpful. We are now doing the same with our mid-level managers.

The key to a truly collaborative environment is to allow for diversity of thought and style. Although not easy, allowing for difficult conversations, opinions and styles of communication will enrich and enhance the team dynamic. As long as there is also a foundation of mutual respect, everyone in the team should be encouraged to work and communicate in their own style.

Promoting diversity and inclusion within a team is crucial for harnessing the full potential of its members and fostering a positive work environment. Here are some key strategies to promote diversity and inclusion: 1. Respect and Value Differences 2. Leverage Strengths and Talents 3. Equal Access and Opportunities 4. Ensure Everyone's Voice is Heard 5. Training and Education By implementing these strategies, you can help create a work environment where diversity is celebrated, and where all team members feel valued, respected, and empowered to contribute to the team's success. This, in turn, can lead to improved collaboration, problem-solving, and overall team performance.

Represent diverse identities and perspectives: Ensure your app's visuals, language, and user stories reflect the diversity of your target audience and the world around you. This includes considering aspects like: Race and ethnicity: Feature characters and imagery that represent a spectrum of ethnicities and cultural backgrounds. Gender: Avoid gender stereotypes and ensure equal representation of both genders in user roles and stories. Disability: Make your app accessible for users with disabilities through features like screen reader compatibility and alt text for images. Religion: Be mindful of religious holidays and beliefs in your app's design and functionality. Age and background

In my experience; Promoting diversity and inclusion enriches collaboration by bringing varied perspectives, experiences, and backgrounds into the team. This approach boosts creativity, innovation, and problem-solving. It involves respecting and valuing team members' differences, leveraging their strengths, and ensuring equal access to information, resources, and opportunities while ensuring every voice is heard and considered.

En mis prácticas de facilitación y acompañamientos de equipo suele ser muy útil, para lograr que se pueda incluir la diversidad, ayudarlos a que tomen conciencia de la misma, comprendiendo sus diferentes talentos, modelos mentales y roles preferidos, para poder complementarse efectivamente. Algunas herramientas efectivas para ello son: 1) Talentos de Gallup con el Mapa de Talentos del Equipo. 2) Roles de Belbin: con sus informes de Relaciones y de Equipo. 3) Eneagrama de integrantes y del equipo. 4) Triángulo de Polaridad de Creencias con la situación actual y deseada.

Building a culture of trust is critical when working with teams. It begins with clear and consistent communication. Words matter as well as how they are delivered. It is important to lead with empathy and encourage authenticity by being willing to share your vulnerability.

To work together a goal is needed. So, first step would be to build small "goals" that are doable and inspires the capabilities and talents of each of the team members. These small goals can then extend to larger goals.

Here are focus points I’ve found to be very helpful on creating a culture with high trust & rapport 1. Communication: Open and honest communication that is very transparent 2. Consistency: Consistency in your words and actions is important for building trust 3. Respect your team colleagues at the highest level 4. Practice Empathy 5. Foster collaboration 6. Authenticity: Be genuine and authentic in your interactions 7. Conflict resolution: Address conflicts and disagreements in a constructive and respectful manner 8. Personal connections: Take the time to build personal connections with your colleagues 9. Accountability: Take responsibility for your actions and decisions 10. Offer & show recognition 11. Be reliable & available

Sometimes a conversation that starts with "I'm sharing this with you because I care about your professional success..." creates trust and rapport.

Para facilitar la construcción de confianza y mejorar la apertura y receptividad en los equipos, me suele ser útil: 1) Realizar prácticas con Test de Empatía, con posterior reflexión conjunta del equipo sobre resultados y conversaciones para facilitar la desarrollo de la empatía entre ellos. 2) Facilitar un auto diagnóstico sobre los 6 (seis) pilares de la Confianza, y a partir de las reflexiones acompañarlos a realizar un plan de acción y compromisos para fortalecerla.

Establishing trust in remote environments can be difficult. Understanding that there’s no “one all fits” methodology and taking time to feel into the pulse of your team. Taking to each individual and taking a broad approach without expectations. Allowing things to flow organically, without pressure and judgement, creates a safe environment for teams to build. I think it’s also important to lead by example, be willing to be as transparent and authentic as possible. When people see someone leading with intentionality and authenticity they feel inspired to follow.

Establishing a truly safe space is crucial. This is a core component of trauma-informed workplaces. It's important to recognize that trauma survivors may be part of the team, whether it's evident or not. Lack of psychological safety impedes all team work; even moreso for people with certain trauma experiences. Prioritize open dialogue, validation, and active listening to nurture trust and psychological safety. Show genuine value for each team member's voice and offer consistent, authentic well-being support. This approach brings the team closer together, greatly enhancing the likelihood of collaboration and trust among team members.

Diagnose the block (communicaiton, trust, unclear roles?) and act! Define teamwork goals & expectations. What's ideal collab? Encourage interaction, knowledge sharing, & team-building activities. Actively listen, give feedback, be transparent. Reward teamwork & its impact. Share ideas, risk-taking, & learning are encouraged. Use tools for communication, knowledge sharing, & project management. Value different perspectives & approaches. Listen, ask open-ended questions, empower your team. **Be patient:** Building a collaborative culture takes time & effort. Celebrate progress & keep evolving! **Collaboration is mindset & shared environment, not just working together.** Follow these tips to build a thriving team!

If you want to create a culture of collaboration, make sure your environment, processes, and system provide opportunities for collaboration. Such as time and space to brainstorm ideas without too much supervision. Reflect often on your leadership, and how much you collaborate with your colleagues (those who don't exactly share your views) and your team members. Modeling is a big thing. you can't expect people to behave in a certain way unless you demonstrate in every single interaction.

If you want to promote and advocate for team work and collaboration, you can also emphasis and share success cases when such happen. This way you give a good feedback and incentive to help others and sometimes a certain solution for a problem can be useful in more cases: show case of good collaboration to encourage more.