Posted on February 25, 2024

Humans are the only species that can cooperate flexibly in large numbers. Collaboration is our X factor, a superpower. However, we don't always have the skill or knowledge to organize effectively to align on a shared mission and purpose and create a collaborative framework. A Harvard Business Review research reveals that the top reasons for collaboration failure include silos (67%), no collaborative vision from leaders (32%), and senior managers not wanting to give up control (32%). Today's workplace has become more collaborative than ever, with functional and divisional boundaries blurred beyond recognition, yet 39% of employees worldwide say people in their organization don't collaborate enough.

Why doesn’t collaboration come easy?

So, before we jump into how to fix it, let's understand the reasons why and then work on developing that skill:

The Research points to a few reasons:

1. Competitiveness and fear of being overshadowed: Many individuals in a collaborative setting may hesitate to fully engage because they fear being overshadowed by their peers or feeling like they're constantly competing for recognition or advancement. This fear can lead to reluctance to share ideas, resources, or credit, hindering the collaborative process.
2. Focusing on results, not relationships: In environments where success is measured solely by outcomes, individuals may prioritize tasks and goals over building and maintaining relationships. However, effective collaboration relies heavily on trust, communication, and rapport among team members. Neglecting relationship-building can lead to misunderstandings, conflicts, and a lack of cohesion within the team.
3. Hard time trusting: Trust is the cornerstone of successful collaboration. Without trust, you may hesitate to share information, delegate tasks, or rely on others' expertise. Past experiences of betrayal or incompetence can make it challenging for individuals to trust their colleagues, leading to a breakdown in collaboration efforts.
4. You don't know how: Collaboration is a skill that requires practice and guidance. Some individuals may struggle with collaboration simply because they haven't been taught how to communicate, delegate, and work in a team setting effectively. Without proper training or experience, individuals may resort to working independently or avoid collaboration altogether.

After you identify why you struggle with collaboration, you can now start taking steps to develop your collaboration skills and build trust with others:

1. Change your assumptions and beliefs about collaboration - I understand this is easier said than done. As Professor Ron Heifetz says: "It is easier to fix the heart than to change it." Changing a mindset is not easy, but it is necessary to change behavior; you won't be able to change your behavior if your mind is set in its way. Find peers and colleagues you trust and can learn from that can help show you the benefits of collaborative work, prove yourself wrong, and stress test these assumptions. Understand that regardless of your identity, success relies on the support of others, just as others depend on you. Recognize this interdependence by strengthening connections with stakeholders. Paradoxically, sharing work and information, delegating, and assisting others to shine will make you stand out rather than the false notion of being overshadowed. You will become more valuable and trusted than before.
2. Put collaborative work as a measurement for success -In many organizations, tangible results, outcomes, and numerical achievements often measure success. While these metrics are undoubtedly important, they may not fully capture the value of collaboration within teams. Teams and managers must recognize that collaborative work itself is a significant indicator of success and should be treated as such. Use surveys or assessments to gather feedback from team members about their perceptions of collaboration within the team. Implement collaboration tools, such as project management platforms, messaging apps, and shared document platforms, offer analytics features that track usage patterns. Metrics such as communication frequency, participation level, and engagement with shared documents can provide insights into collaborative behavior. Use technological platforms such as Principal Me or DISC to learn how individuals in your team make successful pairings. Most importantly, incorporate collaborative performance metrics into individual and team performance evaluations and development plans.
3. Ask for advice: Show your stakeholders you need and value them by asking them for advice. Leaders who do everything themselves send a clear message: I don’t need you. Practice vulnerability and humility by showing your curiosity and willingness to learn. Also, you can hire a professional (like myself) to help you develop collaboration skills and implement methodologies and systems that will enable your team to create a collaborative culture.
4. Framework, Framework, Framework - I can't stress this enough. Collaborative work has roles, agreements, and rituals. It doesn't happen spontaneously, and if all the research has yet to convince you, I don't know what will.

Lack of trust, competitiveness, and result-driving way of work are the killers of teamwork. Therefore, we need to create it.

The way to do it is to develop frameworks that allow people to work collaboratively.

Think of it like a game of soccer or basketball - everyone has a specific role and knows what to do and how their role contributes to the team's purpose.

In a zero-sum game such as soccer, the purpose is to win; all players know they must work together to win. In business, you must define your purpose and ensure everyone understands how their role contributes to their success. Intentional structure creates predictability in an uncertain world.

In conclusion, collaboration isn't just a buzzword or a desirable trait in today's workplace; it's ingrained in our human nature. Yet, despite our innate ability to work together, many of us struggle to harness the full potential of collaboration due to various obstacles.

By challenging our assumptions, reframing our beliefs, and recognizing the intrinsic value of collaborative work, we can shift our mindset towards collaboration as a critical measure of success. After all, collaboration isn't just a choice; it's our superpower waiting to be unleashed.