Hooray, 2019 is over! We can all start afresh and full of good spirits for 2020; new round, new opportunities!
What struck us at the end of 2019? The focus on connection, respect for each other, genuine listening, the visible need for really being together, really working together for the benefit of the result. As builders of the foundation for sustainable collaboration, for mutual understanding and trust, we were really happy about this.
However, we can imagine that all those nice, well-intended advice, tips and checklists for a "better get-together", on LinkedIn or in the media, have made you a little recalcitrant and tired. That you think:
“Sustainable collaboration, No way Jose! I just don't feel like it now, I have to get back to work now! I have to go so much! I 'm done listening to all these well-meaning advisers and outsiders. I will do it radically different in 2020! ”
We get where you are. That is why we devised the checklist for undermining good cooperation. Just to meet the needs of the other side ... and start 2020 with a good dose of humour😉. Please note, we take no responsibility for the possible consequences.
For people who have been inspired to work on a successful and healthy collaboration; we warmly welcome that! We are happy to work with you if you want to build more foundation!
However, at this moment, take a look at the list below to see whether you have been (or are) guilty of any behaviours. Or do you recognise certain things in your team or organisation? That is perfectly logical and natural; we are all people at the end of the day, and sustainable collaboration is not always easy!
The Top 15: How do you effectively undermine good cooperation?
1. Be absent, physically and / or mentally.
2. Listen only to respond instead of listening to understand.
3. Ask insufficient questions in the event of ambiguities.
4. Do not respond, only respond late or do not provide sufficient feedback for questions.
5. Be insufficiently open to other insights or opinions.
6. Place your own interest above the interest of the team.
7. Disguise your failure and do not accept failure (of yourself and others) as a natural part of learning and improving.
8. Insufficiently conform yourself to structural or behavioural agreements, for example in meetings.
9. Create a negative spiral in the team by frequently emphasising what is not going well, without contributing to possible improvements.
10. Think and communicate frequently in terms of "win / lose" and "we" versus "them".
11. Spend too little time creating the right framework conditions.
12. Create too high a workload by, for example, a multitude of (conflicting) activities, too tight staffing, too tight deadlines and the like.
13. Say "my door is always open for you" but is so overwhelmed by "the issues of the day" that it is mostly closed.
14. Apply a management style that does not suit the team (micro or hands-off).
15. Take too little time to reflect on your own behaviour, communication style, management style or share.
Whatever you choose, know that every choice has consequences (positive and negative) on sustainable collaboration for your team and organisation.
If, as an "active office rebel 2020", you find the costs of an ineffective cooperation a little too high, then we are more than happy to facilitate you with a different checklist, a webinar, training, and the right conversation to set you on the right track!
It remains for us to wish you a good and fruitful 2020; full of great opportunities, possibilities and choices that suit!
PS: Interested in thinking about a top 15 for a more effective form of collaboration? We are happy to help you with the preparation and can help you with a number of tips.