Collaborative Leadership … sharing purpose and values, ideas and experiences … recognising diversity of talent and perspectives … to think smarter, innovate faster, go further, and achieve more

August 29, 2023

Working together sounds obvious. “Of course we do” every organisation will reply, especially the leadership team.

But then you have somebody who thinks they’re an expert and can do better, or that there is no time to debate and build consensus, or that collaboration will lead to compromise, bureaucracy and inaction.

Occasionally individual action can be more effective, and is still cherished by many alpha-male dominated teams. But mostly, collaboration leads to better results.

Businesses today exist in a complex, intricately networked world full of greater uncertainty and higher velocity than at any other time in the business world. This is very different from the old, stable world where little changes, and stability and efficiency are the goal.

Now it’s about making sense of relentless change, to share a bigger sense of purposeful direction, supported by ongoing innovation and transformation. Organisations have responded by shifting from old hierarchical structures that retain control, to flatter, matrix-like structures. More agile, decentralised, faster and resilient.

Collaborative teams are often considered better for several reasons, and these benefits extend to both the individuals within the team and the organization as a whole. Here are some key benefits

Diverse Perspectives: Collaboration brings together individuals with diverse backgrounds, skills, and perspectives. This diversity fosters creativity and innovation, as different viewpoints contribute to more robust problem-solving and decision-making processes.
Increased Productivity: Collaborative teams can often achieve higher levels of productivity. When team members work together seamlessly, tasks are completed more efficiently, and the collective effort can lead to quicker project completion.
Enhanced Problem-Solving: The synergy of collaborative efforts enables teams to tackle complex problems more effectively. Combining the knowledge and skills of multiple team members often results in comprehensive and creative solutions.
Improved Decision-Making: Collaborative decision-making involves input from various team members, leading to well-informed choices. This process not only considers a broader range of perspectives but also increases the likelihood of successful implementation.
Employee Engagement: Collaborative environments promote a sense of belonging and engagement among team members. When individuals feel that their contributions are valued, they are more likely to be motivated and committed to their work.
Knowledge Sharing: Collaboration facilitates the sharing of knowledge and expertise among team members. This continuous learning process enhances the overall skill set of the team and contributes to professional development.
Faster Adaptation to Change: Collaborative teams are often more adaptable to change. The open communication and shared decision-making processes make it easier for teams to adjust strategies and approaches in response to evolving circumstances.
Increased Innovation: Collaboration is a catalyst for innovation. When team members feel free to share ideas without fear of criticism, it creates an environment where creativity flourishes, leading to the development of novel solutions and approaches.
Effective Communication: Collaborative teams prioritize clear and open communication. This not only reduces misunderstandings but also ensures that everyone is on the same page, working towards common goals.
Employee Satisfaction: Working in a collaborative team often enhances job satisfaction. The sense of camaraderie, mutual support, and shared achievements contribute to a positive work environment.
Agility and Flexibility: Collaborative teams are more agile and flexible in responding to changing priorities. The collective intelligence of the team allows for quick adaptation to new challenges and opportunities.
Building a Learning Culture: Collaboration encourages a culture of continuous learning. Team members are more likely to seek and share knowledge, leading to ongoing professional development.

While collaboration offers numerous benefits, it’s important to note that effective collaboration requires strong leadership, clear communication channels, and a supportive organizational culture. When these elements are in place, collaborative teams can significantly outperform their non-collaborative counterparts.

In many pakeha-led (European) organisations people who are whakahihi (proud) are common, largely because it has been the norm to proclaim individuals as leaders on the basis of their position and pay scale, not on their function or capability.

The collective leadership philosophy demands traits, knowledge, and skills that result in mana being attributed to the whole leadership team. If an individual in the team lacks or loses mana, then group mana is affected.

Working with Japanese companies, like the global drinks business Suntory, or insurance giant Sompo, I see collaborative leadership in strong relief. The belief in oneness, the patient pursuit for consensus, the belief that strong teams can achieve more than the lone individual.

Here are just a few more examples of companies which embrace a strong collaborative leadership culture, and succeed through it.

Google: Google is renowned for its collaborative culture and innovative work environment. The company encourages open communication, idea sharing, and cross-functional collaboration. Google’s leadership team is known for fostering a culture that values creativity and teamwork.
Microsoft: Under the leadership of Satya Nadella, Microsoft has undergone a cultural transformation that emphasizes collaboration and inclusivity. The “One Microsoft” philosophy encourages teamwork and cross-departmental collaboration to drive innovation and customer satisfaction.
IBM: IBM has a long history of promoting collaboration within its teams. The company values diversity and inclusion and encourages employees to work together to solve complex problems. IBM’s leadership has been proactive in creating a culture that supports continuous learning and collaboration.
Salesforce: Salesforce places a strong emphasis on collaboration and social responsibility. The company’s leadership, including CEO Marc Benioff, has prioritized creating a culture that values equality and philanthropy. Salesforce’s collaborative approach extends to its commitment to the 1-1-1 model, donating 1% of product, 1% of equity, and 1% of employees’ time to community service.
Toyota: Toyota is often cited as a prime example of collaborative leadership in the manufacturing industry. The Toyota Production System, which emphasizes continuous improvement and employee involvement, is rooted in collaboration. Team members are encouraged to contribute ideas for process improvement, leading to a culture of shared responsibility.
Procter & Gamble: P&G is known for its collaborative approach to product development and innovation. The company’s leadership values cross-functional collaboration, and teams from different departments work together to bring new products to market. P&G’s collaborative culture has contributed to its success in the consumer goods industry.
Unilever: Unilever emphasizes sustainability and social responsibility in its business practices. The company’s leadership team collaborates to implement sustainable business practices, and Unilever is known for its commitment to the United Nations Sustainable Development Goals.

Here, to simplify, are a few of the differences between traditional and collaborative approaches:

	Traditional Leadership Approach	Collaborative Leadership Approach
View of Organisations	Organisations as machines	Organisations as communities
Structure	Hierarchical, pyramid	Connected networks, flattened structure
Who leads?	Individual managers	A team
Who makes decisions?	Top management	Distributed and aligned with areas of responsibility
Basis for authority	Positional power – based on title	Personal power – based on knowledge and strengths
Communications	Top down, holding on to information, exclusive	Multi-directional, more transparent, inclusive
Diversity and Inclusion	Less likely for multiple cultural influences	More likely for multiple cultural influences
Processes	Directive – people need to be told what to do	Collective – people are capable and trustworthy to do the right thing
Accountability	Buck stops at the top	Shared
Beliefs about success	A few individuals have the skill or talent to create success	Success comes from the diverse perspectives and skills of many

A collaborative leadership team possesses several key attributes that contribute to its effectiveness in fostering teamwork, innovation, and positive organizational outcomes. Here are some essential attributes:

Shared Vision and Goals: Alignment around a common vision and goals creates a sense of purpose, guiding the team toward a unified direction.
Open Communication: A culture of transparent and open communication fosters trust among team members. Leaders actively listen and encourage the free exchange of ideas.
Inclusive Decision-Making: Decision-making involves input from all team members, ensuring a diverse range of perspectives are considered. This inclusivity promotes a sense of ownership and commitment.
Mutual Respect: Team members value and respect each other’s contributions, recognizing the unique skills and strengths each individual brings to the team.
Collaborative Problem-Solving: The team engages in joint problem-solving, leveraging collective intelligence to address challenges and find innovative solutions.
Adaptability: A collaborative leadership team is flexible and adaptable in the face of change. Members are open to adjusting strategies and approaches based on evolving circumstances.
Empowerment: Leaders empower team members by providing them with the autonomy to make decisions within their areas of expertise. This empowerment builds confidence and commitment.
Continuous Learning: A commitment to ongoing learning and development ensures that the team stays abreast of industry trends and best practices, fostering a culture of innovation.
Conflict Resolution Skills: Effective conflict resolution is a crucial attribute. The team addresses conflicts constructively, turning challenges into opportunities for growth and improved collaboration.
Celebration of Success: Recognizing and celebrating achievements, both big and small, reinforces a positive team culture and motivates members to continue working collaboratively.
Accountability: Team members hold themselves and others accountable for their commitments. Clear expectations and responsibilities are established to ensure accountability at all levels.
Emotional Intelligence: Leaders and team members possess high emotional intelligence, understanding and managing their own emotions and empathizing with the feelings of others.
Diversity and Inclusion: Valuing diversity and promoting an inclusive environment enhances creativity and problem-solving by incorporating a variety of perspectives.
Feedback Culture: Constructive feedback is given and received regularly, promoting continuous improvement and growth within the team.
Resilience: The team exhibits resilience in the face of challenges, bouncing back from setbacks with a focus on learning and improvement.

These attributes work in harmony to create a collaborative leadership team that not only achieves its goals but also nurtures a positive and engaging work environment.

Collaboration, of course, is just one dimension of leadership. But it is a crucial one in today’s fast-changing world, where organisations need to constantly think, innovate, implement and transform. Again and again. That needs a team that believes in a direction, and alignment to best utilise talent and resources, and a relentless pursuit of better, and achieving more by achieving it together.

Here’s a sneak preview of Leadership Recoded, available live in your organisation, as a regularly-updated and customised keynote and masterclass:

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