{"id":6912,"date":"2019-12-01T02:15:47","date_gmt":"2019-12-01T02:15:47","guid":{"rendered":"http:\/\/arielsheen.com\/?p=6912"},"modified":"2019-12-01T02:15:47","modified_gmt":"2019-12-01T02:15:47","slug":"notes-from-cracking-the-code-of-sustained-collaboration","status":"publish","type":"post","link":"https:\/\/arielsheen.com\/index.php\/2019\/12\/01\/notes-from-cracking-the-code-of-sustained-collaboration\/","title":{"rendered":"Notes from Cracking the Code of Sustained Collaboration"},"content":{"rendered":"
\"\"
Executive Education at Harvard Business School<\/figcaption><\/figure>\n

Notes from Cracking the Code of Sustained Collaboration<\/a>
\nNovember\u2013December 2019 Issue of Harvard Business Review<\/p>\n

By Francesca Gino<\/a>, a behavioral scientist and the Tandon Family Professor of Business Administration at Harvard Business School and author of the
\nbooks Rebel Talent: Why It Pays to Break the Rules at Work and in Life<\/a> and Sidetracked: Why Our Decisions Get Derailed, and How We Can Stick to the Plan<\/a>.<\/p>\n

Notes<\/strong><\/h3>\n

What\u2019s needed is a psychological approach to collaborative work.
\nLeaders think about collaboration too narrowly: as a value to cultivate but not a skill to teach.<\/p>\n

\u2026widespread respect for colleagues\u2019 contributions, openness to experimenting with others\u2019 ideas, and sensitivity to how one\u2019s actions may affect both colleagues\u2019 work and the mission\u2019s outcome.<\/p>\n

Businesses have tried increasing collaboration through various methods, from open offices to naming it an official corporate goal. While many of these approaches yield progress\u2014mainly by creating opportunities for collaboration or demonstrating institutional support for it\u2014they all try to influence employees through superficial or heavy-handed means, and research has shown that none of them reliably delivers truly robust collaboration.<\/p>\n

the company\u2019s best collaborators\u2014those known for adding value to interactions and solving problems in ways that left everyone better off\u2014 are adept at both leading and following, moving smoothly between the two as appropriate. That is, they\u2019re good at flexing. Because flexing requires ceding control to others, many of us find it difficult.
\nWhile listening and empathizing allow others more space in a collaboration, you also need the courage to have tough conversations and offer your views frankly.
\nBy balancing talking (to express your own concerns and needs) with asking questions and letting others know what your understanding of their needs is, you can devise solutions that create more value. With a win-win mindset, collaborators are able to find opportunities in differences.
\nrespect, my research shows, fuels enthusiasm, fosters openness to sharing information and learning from one another, and motivates people to embrace new opportunities for working together.
\nBut this dynamic must be set in motion by those in charge. Many leaders\u2014even ones steeped in enlightened management theory\u2014fail to consistently treat others with respect or to do what it takes to earn it from others.<\/p>\n

6 Keys Tools<\/p>\n

1. Teach People to Listen, Not Talk
\na) Ask expansive questions.
\nb) Focus on the listener, not on yourself.
\nc) Engage in \u201cself-checks.\u201d
\nd) Become comfortable with silence.
\n2. Train People to Practice Empathy
\na) Expand others\u2019 thinking.
\nb) Look for the unspoken.
\n3. Make People More Comfortable with Feedback
\na) Discuss feedback aversion openly.
\nb) Make feedback about others\u2019 behavior direct, specific, and applicable.
\nc) Give feedback on feedback.
\nd) Add a \u201cplus\u201d to others\u2019 ideas.
\ne) Provide live coaching.
\n4. Teach People to Lead and Follow
\na) Increase self-awareness.
\nb) Learn to delegate.
\n5. Speak with Clarity and Avoid Abstractions
\n6. Train People to Have Win-Win Interactions<\/p>\n","protected":false},"excerpt":{"rendered":"

Notes from Cracking the Code of Sustained Collaboration November\u2013December 2019 Issue of Harvard Business Review By Francesca Gino, a behavioral scientist and the Tandon Family Professor of Business Administration at Harvard Business School and author of the books Rebel Talent: Why It Pays to Break the Rules at Work and in Life and Sidetracked: Why … Continue reading “Notes from Cracking the Code of Sustained Collaboration”<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2}},"categories":[122,102],"tags":[],"class_list":["post-6912","post","type-post","status-publish","format-standard","hentry","category-notes","category-phd"],"jetpack_publicize_connections":[],"acf":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p8e7kf-1Nu","jetpack-related-posts":[],"_links":{"self":[{"href":"https:\/\/arielsheen.com\/index.php\/wp-json\/wp\/v2\/posts\/6912","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/arielsheen.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/arielsheen.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/arielsheen.com\/index.php\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/arielsheen.com\/index.php\/wp-json\/wp\/v2\/comments?post=6912"}],"version-history":[{"count":1,"href":"https:\/\/arielsheen.com\/index.php\/wp-json\/wp\/v2\/posts\/6912\/revisions"}],"predecessor-version":[{"id":6914,"href":"https:\/\/arielsheen.com\/index.php\/wp-json\/wp\/v2\/posts\/6912\/revisions\/6914"}],"wp:attachment":[{"href":"https:\/\/arielsheen.com\/index.php\/wp-json\/wp\/v2\/media?parent=6912"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/arielsheen.com\/index.php\/wp-json\/wp\/v2\/categories?post=6912"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/arielsheen.com\/index.php\/wp-json\/wp\/v2\/tags?post=6912"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}