In general, when someone comes with a question the typical response is to respond with an answer or what we believe to be a solution. This sets up a supply process for answers, but is this what is really needed?
If we want collaboration, because that increases team work, reduces resources, reduces toil, reduces stress and increases productivity and therefore profit, there are three things to consider.
First, ask questions. This seems counterintuitive, but it is quite possible that by asking questions in a positive and inquisitive way that it may be possible to help the other party come to an answer on his or her own. What is the advantage? You don’t have to be a problem solver. You don’t need to be the hero. Make the questioning party the hero. By the other party answering the question the other party has more confidence on how to approach a similar problem next time. The other party feels empowered to make decisions using a similar framework in the future. Generation Z (born after 2000) is being taught this as a matter of practice in our schools and it is having a direct impact on our culture. Ask questions such as what alternatives have you considered? Going over various alternatives what were the impacts of each? You may want consider economic, social and/or environmental impacts and evaluate them together. You may discover other stakeholders and think of consequences that were initially unforeseen.
Demonstrate Active Listening
Second, when listening demonstrate that you are truly listening by focusing on the other person. This is the key to building a positive working relationship. Give the other party your full attention. Put down your phone. Turn away from computer. Face the person. Listen and demonstrate that you are listening by summarizing, paraphrasing, asking questions and listening with empathy. By actively listening you demonstrate how much you are concerned about their question and also about the other party’s wellbeing.
Third, demonstrate how you value collaboration in your firm and with others over competition. Go out of your way to find ways to say something positive about others that are working with you or other team members. Catch others doing things right and give them accolades. Don’t gossip or provide negative commentary regarding others. Avoid the temptation to be defensive or protecting your territory. Competition tends to make one defensive and collaboration encourages creativity and discovery. Isn’t that what you want to foster.
In short, ask open ended questions, demonstrate active listening and promote collaboration by recognizing this activity by others. By maintaining this positive above the line attitude and fostering this type of thinking it grows on others and enhances the environment with everyone. The effect of collaboration it to enhance relationships, resources and revenues.
Contact Mike Gregory to speak to your group or consult with you, and check out his website, books and helpful content on the right side of his About page. Michael Gregory, NSA, ASA, CVA, MBA and a Qualified Mediator with the Minnesota Supreme Court, is an international speaker. Mike speaks on how to overcome conflict with collaboration by taking advantage of the collaboration effect TM enhancing relationships, resources and revenues. Mike services clients business to IRS, business to business and within businesses. Mike has written 11 books including The Servant Manager and Peaceful Resolutions. Mike may be contacted directly at firstname.lastname@example.org and at (651) 633-5311.
About the author
Mike Gregory is a professional speaker, an author, and a mediator. You may contact Mike directly at email@example.com and at (651) 633-5311. Mike has written 12 books (and co-authored two others) including his latest book, The Collaboration Effect: Overcoming Your Conflicts, and The Servant Manager, Business Valuations and the IRS, and Peaceful Resolutions that you may find helpful. [Michael Gregory, ASA, CVA, NSA, MBA, Qualified Mediator with the Minnesota Supreme Court]