How to Improve Team Collaboration (Part 1 of 2)

Whether you lead a team by your position or by your influence, there are strategies to improve collaboration.

I want to give a shout-out to the sources I used for this episode: Harvard Business Review, ir.com, and slack.com.

I should start by saying that some teams come together for a specific purpose, while others are more permanent. These strategies will benefit collaboration in any type of team scenario.

While I’m confident that my brilliant listeners know the benefits of team collaboration, here is a review: 

• increased creativity and innovation

• enhanced problem-solving

• improved communication

• increased productivity

• strengthened relationships

• better decision-making

I want to use the MBTI framework to talk about assembling a team.

-Benefits of a diverse team in how they take in information, make decisions, order their world, and interact with others.

-Diverse teams are more effective, if they figure out how to work together.

Let’s frame this as what contributes to a failed team – and the solution.

1.    Assembling a homogeneous team, i.e. a bunch of “mini me’s”

Why this is a problem: Many managers make the mistake of hiring people who think and act like them, aka “mini me’s.” This leads to blind spots on the team when the members are similar in their backgrounds, education, and cultural perspectives.

The solution: Diversity in all its forms has been proven to provide a better result than a homogenous team. There are a lot of tools out there focused on DEI; you can ask your HR department for assistance in assembling a diverse team.

As the team leader, be sure that you are treating everyone on the team with respect and openness – pay close attention to areas where you may be inadvertently showing prejudice against someone’s ideas, thought processes, or work style.

Your best asset as a leader is to think of diversity in its broadest terms.

2.    Lack of communication / unclear communication / miscommunication

Why this is a problem: Miscommunication or ineffective information sharing can lead to misunderstandings, delays, and even employee conflicts. This can become increasingly common as teams become larger and more geographically dispersed

The solution: There HAS to be a priority on creating transparent and open communication channels. Over communication is important, using various media.

At your first meeting, determine how the team members prefer to be communicated with, and set out the guidelines for communication and teamwork. Make sure that whatever the team decides on is inclusive and accessible for every team member.

3.    Clash of personalities and different working styles

Why this is a problem: Conflicts will arise when a diverse team comes together without some ground rules around respect, understanding, and a willingness to listen.

The solution: Consider team-building exercises, conflict resolutions workshops, and other group activities such as going as a group for a meal.

Appropriate onboarding of the team is especially important – consider getting with your HR or L&D team to facilitate this. What if your team has been together a while? You can “re-onboard,” using the opportunity to establish new ground rules.

4.    Lack of a clear purpose for the team

This one is a close cousin of the point about communication.

Why this is a problem: Collaboration and engagement WILL suffer if the team members don’t have a compelling reason to participate.

The solution: It should be said that the first solution is to make sure the team actually DOES need to exist. Beyond that, make sure you can articulate a compelling vision for the team – and tie that vision into the larger organization’s goals and mission.

This can’t be a one-and-done thing, but rather expect to regularly revisit the purpose of your team – especially when you see engagement and the overall energy of the team waning.

5.    Lack of tools needed for success

Why this is a problem: I learned a long time ago in my graduate work that, if you want to know what an organization values, look at where they put their money. If your team doesn’t have what it needs to be successful, it will be incredibly difficult to keep your team motivated and engaged.

The solution: Before the team meets for the first time, make sure you have secured the proper technology and other tools needed for success. If this isn’t your area of expertise, who can you turn to for support around platforms, software, hardware?

Also – don’t forget things like meeting space and refreshments (if in person)…little things that can go a long way. I know someone whose entire company is remote, and she receives regular “care packages” from the company with items that relate to what they are working on at the time.

6.    Not celebrating success

Why this is a problem: When team members don’t feel valued, they may begin to phone it in and disengage. Further, if there are one-sided celebrations, certain team members may start to feel as though their contributions aren’t as important as others’.

The solution: Recognition, rewards, and shout-outs – depending on the level of achievement – can motivate employees to engage in teamwork and foster collaboration.

These recognitions should include a peer-to-peer system to recognize each other’s contributions.

It's essential not to limit celebrations to major project completions; setting milestones and commemorating even small victories can be equally impactful. These small wins help maintain momentum and motivation

If this is not in your wheelhouse, perhaps a few of your team members would love to get together to come up with a recognition program and process to present to the larger group.

One idea that I’ve found incredibly helpful is to ask each team member how they like to be rewarded.