In cooperation, work and goals are created. Little comes from working alone. You need each other to learn, to achieve results and for self-reflection. That is why we live and work together in all kinds of forms, including organizations. Especially in changing environments and contexts, mutual cooperation is constantly in the spotlight.
According to Felix Barber and Michael Goold, in their book “Collaboration Strategy”, the greatest concern of organizations is “how to get people to make strategy actually happen”.
The CircleLytics dialogues provides insight into cooperation within organizations: the points for improvement and the aspects that you would like to maintain or further develop within the organization. Cooperation is necessary to realize goals and strategies, in order to propagate ‘purpose’. Science has also shown that teams and cooperation produce more knowledge than soloists.
What do you think is the most important feature of cooperation and why?
What do you think is essential for cooperation, but (very) difficult to measure and why do you see it that way?
CircleLytics facilitates asking these kinds of questions in 2 anonymous rounds. Employees first respond (with a score, if a score is possible) with their opinion. In the unique 2nd round, they react to the opinions of others by giving a score, selecting important words and possibly providing an explanation. This enrichment gives organisations direct insight into how they can base decisions.
How do you currently assess how good we are at working together (between -3 and +3), and how can this be strengthened in the coming period?
How big a role do you think leaders play in strengthening collaboration (between -3 and +3), and what are your improvement tips?
Partners of CircleLytics, such as consultants, trainers and coaches, are engaged in cooperation. For example, WissemaGroup, 100%Cultureproof, AnneGiezen, Sandra Bouckaert, Mark Nijssen of OrganisatieOntwerpers, DanielSeesinkofBewustZoo and ….. are available to further explore the topic of cooperation.
How do you rate transparency in our organization regarding the sharing of important information to employees (between -3 and +3) and can you explain how this can be improved?
How do you rate the communication in your team (between -3 and +3) and what is your improvement tip?
CircleLytics dialogues allow you to better understand the state of cooperation, the potential for improvement and how improvements can be made. You can also use the dialogues as a collaboration tool to present important themes within teams, between teams, or to entire departments or the shop floor, to challenge employees and to get them to collaborate online.
To which degree does the team have common goal(s) and can you explain this with a practical, recent example?
To what extent do we easily ask each other for help and feedback (between -3 and +3) and how can this be improved?
Unlike other tools, CircleLytics dialogues ensure that everyone has an equal opportunity to contribute, and that each contribution has an equal chance of being appreciated by others. Participants do not have to log in, do not have to download anything, spend little time, and learn a lot from each other through the 2nd round. Cooperation and ‘accidental’ encounters (casual collision) are ‘organized’ in the 2nd round, which promotes informal cooperation and chemistry.
Think carefully about the questions beforehand, so that you don’t just meet up with a group or start a group discussion on the intranet, for example. Have targeted questions on a specific theme ready, with clear deadlines. This prevents collaboration overload, which Professor Tammy Erickson warns against: “be deliberate in your approach and ask why the collaboration is needed”. We add the following: who do you want to involve (target group), when do you want the dialogue rounds to be completed, and how do you want to inform your stakeholders about the result and follow-up. Maybe you will start a follow-up dialogue. At the start of a collaboration on a global project, or a project in which you hardly see each other, Erickson even advises to understand what’s on everyone’s mind and to secure “the benefit of having lots of different perspectives”.
How do you rate the mutual trust (between 1 and 10) and can you indicate which aspect could or should be improved?
How good are we at proactively providing information and helping each other?
Teams are the most important form of collaboration for the success of organizations (said 91% of respondents). Some 30% of employees even say that poor team conditions cause them to look for a job in another organization.
According to Greg Giesen (read here), there are four essential questions to ask teams:
- What stage of development is your team in and what do you base this on?
- Does your team have the potential to become a high-performing team? What stands in the way
- What do you need more or less of from your team manager at the moment and why?
- What do you need more or less of from your team members at this time and why?
Cooperation and teams are your daily responsibilities as a leader, manager or HR.
Please contact us or one of our partners for more information.