It can be a bit like the science and art of managing risk!
We were told to “play nice in the sandbox” when we were kids. As adults managing other adults, we see that playing nice in the workplace is not so simple. For some, it can be downright risky! This falls under the category of ‘People Risk’.
Many managers were never taught how to collaborate or how to manage conflict.
Teaching someone to collaborate as an adult, especially in a management role, is tough. To make it easier, we need to start by fixing a few key problems.
WHAT THEY ARE NOT DOING NOW
- Not Asking for Input: Many managers make decisions on their own and don’t ask for feedback from their team.
- Not Encouraging Discussion: They don’t create a space where people feel safe sharing ideas, concerns, or opinions.
- Not Sharing Information: Some managers keep important information to themselves, thinking it gives them control.
- Not Setting Shared Goals: Instead of bringing the team together with common goals, they focus on individual tasks, which can leave team members feeling isolated.
- Avoiding Cross-team Collaboration: Some managers stick with their own departments, ignoring others in the company who could bring new perspectives.
WHAT THEY ARE AFRAID OF
- Losing Control: Collaboration can feel risky for managers who are used to making decisions alone. They worry they might lose power or credibility.
- Being Vulnerable: To collaborate well, they have to admit what they don’t know and ask others for help, which can feel uncomfortable.
- Conflict: Collaboration can lead to disagreements. Some managers avoid it because they don’t want to deal with conflict.
- Looking Incompetent: Asking for help might make them feel like they don’t have all the answers, which clashes with how they see themselves as leaders.
QUESTIONS THEY DON’T KNOW TO ASK
- “How can we use each other’s strengths?”
- “What do you think is missing?”
- “How can we work better together?”
- “What help do you need?”
WHY DOES THIS HAPPEN IN BUSINESS?
- Old Management Styles: Many companies still follow command-and-control models, rewarding managers for individual success, not teamwork.
- Pressure to Get Results: Managers often think working alone is faster than collaborating, so they skip teamwork to save time.
- No Training in Collaboration: Many managers were never taught how to collaborate in school or at work, especially in technical fields.
- Cultural Barriers: In some places, collaboration is still seen as weak, with more value placed on individual success.
HOW TO TEACH THEM TO COLLABORATE
- Emotional Intelligence Training: Managers need to learn how to understand their own feelings and the feelings of others to work better together.
- Better Communication Skills: Listening well and asking good questions helps managers engage their team.
- Create Safe Spaces: Managers must create environments where people feel comfortable sharing ideas without fear of judgment.
- Structured Collaboration: Provide formal ways for teams to collaborate, like cross-functional projects or problem-solving sessions.
- Embrace Conflict: Teach managers that conflict is normal and can lead to better ideas when handled well.
Teaching collaboration is not just about “playing nice.”
It means changing how people think, building their skills, and creating an environment where teamwork can thrive.
Collaboration has an important role in improving performance and raising risk awareness.
Have you assessed collaboration in your organization lately? Now is the time as you plan ahead for a new fiscal year.
Ask me how we can help you to raise the bar on collaboration in your business.
