Why Build A Company Culture of Collaboration
A company culture of collaboration sounds nice, but what can it do for you and your business? Here’s what change management consulting experts have to say:
First, customers today expect to see a single face from companies. Second, organizations are experiencing a greater level of strategic ambiguity and complexity than ever before. Business leaders say this means bigger goals and tighter budgets. Lastly, employees tell us this means higher expectations, an increased pace of change, and the need to do more with less.
To make matters worse, many leadership teams do not truly think or act as a team with interdependent and common goals. Instead, each executive often runs their own fiefdom without much collective commitment to getting aligned around a coherent whole. This silo-based mentality is often caused by an underlying lack of the clarity, trust, desire, or processes required to work effectively cross functionally.
A lack of collaboration typically shows up as highly fragmented and zealously guarded turf, processes, relationships, and information. This creates functions and roles designed around parochial requirements and creates unwarranted duplication, complexity, and politics.
This Creates an Opportunity
We believe that this disconnect creates an opportunity for higher performance. Recent research by Accenture found that de-siloed teams are 28% more likely to achieve high growth targets. If you want to lift performance, fully align your leadership, their teams, and your culture with your strategy to collectively achieve more together.
An Aligned Culture
For many organizations, the key to thriving is to build a company culture of collaboration — a way of doing things where employees work collaboratively across boundaries. This may mean significantly transforming the way you do business. In order to drive cross-functional initiatives forward, you may need to establish a culture of collaboration that will be better aligned with your strategic priorities.
Why Cultural Alignment and Collaboration Matter
Changing Culture is About Changing Minds
The process is not easy. It requires clarity of purpose combined with high levels of alignment, patience and perseverance. And it needs to start at the top.
This is the first step to truly effecting real cultural change across the board by agreeing upon strategic priorities that require cross-functional collaboration to achieve.
— What will it accomplish and how critical is it to the future success of the enterprise
— What major change resistance are you likely to face and from whom?
You will know you are on the right path when all key stakeholders agree with the current situation, the problem you are trying to solve, and the implications of both success and failure.
— How does a more collaborative culture play out day-to-day?
— What specific behaviors will need to change? (e.g., advocacy vs. inquiry, authority vs. influence, vertical vs. lateral thinking, aligned vs. competing interests, independent vs. interdependent thinking)
— What is the game plan for cascading the change throughout the organization?
The Bottom Line
Before undertaking the challenge of culture change, leaders must believe in its necessity, the difficulties involved and the vision of success. You need to believe that a culture of collaboration is critical to strategic success.
To learn more about how to build a company culture of collaboration, download Changing Corporate Culture: 4 Do’s and 3 Don’ts
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