The Importance of Collaboration in Business

Too often, I’ve been in a meeting where everyone agreed collaboration was essential—yet when it came to execution, things stalled. Silos persisted, friction rose, and progress felt painfully slow. A recent Harvard Business Review article highlights a frustrating truth: even the best-intentioned leaders struggle to work across functions. Why? Because traditional leadership development focuses on vertical leadership (managing teams) rather than lateral leadership (influencing peers across the business). The best cross-functional leaders operate differently. They don’t just lead their teams—they master LATERAL AGILITY: the ability to move side to side, collaborate effectively, and drive results without authority. The article suggests three strategies on how to do this: (1) Think Enterprise-First. Instead of fighting for their department, top leaders prioritize company-wide success. They ask: “What does the business need from our collaboration?” rather than “How does this benefit my team?” (2) Use "Paradoxical Questions" to Avoid Stalemates. Instead of arguing over priorities, they find a way to win together by asking: “How can we achieve my objective AND help you meet yours?” This shifts the conversation from turf battles to solutions. (3) “Make Purple” Instead of Pushing a Plan. One leader in the article put it best: “I bring red, you bring blue, and together we create purple.” The best collaborators don’t show up with a fully baked plan—they co-create with others to build trust and alignment. In my research, I’ve found that curiosity is so helpful in breaking down silos. Leaders who ask more questions—genuinely, not just performatively—build deeper trust, uncover hidden constraints, and unlock creative solutions. - Instead of assuming resistance, ask: “What constraints are you facing?” - Instead of pushing a plan, ask: “How might we build this together?” - Instead of guarding your function’s priorities, ask: “What’s the bigger picture we’re missing?” Great collaboration isn’t about power—it’s about perspective. And the leaders who master it create workplaces where innovation thrives. Which of these strategies resonates with you most? #collaboration #leadership #learning #skills https://lnkd.in/esC4cfjS

𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗗𝗼𝘄𝗻 𝗦𝗶𝗹𝗼𝘀: 𝗧𝗵𝗲 𝗞𝗲𝘆 𝘁𝗼 𝗧𝗵𝗿𝗶𝘃𝗶𝗻𝗴 𝗶𝗻 𝗮 𝗖𝗼𝗺𝗽𝗹𝗲𝘅 𝗪𝗼𝗿𝗹𝗱 𝟭. Complex Interconnected Challenges: Many contemporary challenges are multifaceted and interconnected. Solutions often require expertise from various domains, and a collaborative approach helps in addressing complexity. 𝟮. Rapid Technological Advances: Technological advancements are occurring across sectors, and the integration of technologies often requires collaboration between different departments. Cross-functional teams can better navigate and leverage emerging technologies. 𝟯. Customer-Centric Focus: Organizations are increasingly adopting a customer-centric approach. Departments such as marketing, sales, and customer service need to collaborate seamlessly to understand and meet customer needs and expectations. 𝟰. Innovation and Adaptability: In a fast-paced and dynamic environment, innovation is crucial. Cross-functional collaboration fosters a culture of innovation by bringing together diverse perspectives and skill sets to drive creative problem-solving. 𝟱. Efficiency and Resource Optimization: Silos can lead to redundant efforts and inefficient use of resources. Collaborative approaches help optimize resources, reduce duplication of work, and enhance operational efficiency. 𝟲. Globalization and Market Dynamics: Global markets and interconnected economies require organizations to be agile and responsive. Departments need to collaborate to adapt to market dynamics, regulatory changes, and global trends. 𝟳. Supply Chain Complexity: In industries such as manufacturing and logistics, supply chains are becoming more complex. Effective collaboration between procurement, production, and distribution is essential for streamlined operations. 𝟴. Data Integration and Analytics: With the increasing importance of data-driven decision-making, departments such as IT, analytics, and business operations must collaborate to harness the full potential of data for strategic insights. 𝟵. Regulatory Compliance: Compliance with regulations often involves multiple departments, such as legal, compliance, and operations. Collaborative efforts are necessary to ensure adherence to complex regulatory frameworks. 𝟭𝟬. Employee Engagement and Satisfaction: Employees are more engaged and satisfied when they see the impact of their work on the overall success of the organization. Collaboration fosters a sense of shared purpose and contributes to a positive work culture. Breaking down silos and fostering collaboration is not just about improving internal processes; it's a strategic imperative for staying competitive in a rapidly evolving business environment. Organizations that embrace a collaborative mindset tend to be more innovative, and better positioned to navigate complexities, regardless of the industry. #strategiccollaboration #crossfunctonal #teamwork #energymanagement #sustainability

I recently came across some thought-provoking findings from Gartner: out of nearly 18,000 employees surveyed, only 29% feel satisfied with collaboration in their organizations—and it’s looking like that number might dip even further by 2027. For those of us in HR, we know collaboration is much more than a “nice-to-have”; it’s a crucial driver of performance and organizational health. But here’s the kicker: only 33% of companies actually provide guidance on how to collaborate effectively. So, how do we move the needle on collaboration? Here are some actionable strategies HR leaders can use to identify where collaboration is needed and build supportive norms in our workplaces: 🎯 Pinpoint Key Collaboration Points – Look at roles, teams, or processes where collaboration really counts. Mapping these out can help highlight where things might be falling through the cracks and where stronger team cohesion would make a big difference. 🎯 Set Collaborative Expectations from Day One – From onboarding to team projects, provide guidance on what great collaboration looks like. This could mean outlining response times, feedback loops, and how to share resources effectively. 🎯 Foster Psychological Safety – I will never tire of highlighting this point: when people feel safe to speak up, challenge ideas, and ask for support without fearing negative consequences, collaboration flourishes. Leaders can model this by promoting open dialogue, acknowledging diverse perspectives, and promptly addressing any signs of exclusion. 🎯 Equip Teams with Communication Tools and Training – Beyond the usual team-building, it’s valuable to invest in training specifically around conflict resolution, active listening, and tools for digital collaboration. This helps everyone feel ready and supported to work together seamlessly. 🎯 Measure and Track Collaboration Health – Use metrics that capture not just the frequency, but the quality of cross-team collaboration. Pulse surveys can give insight into how employees feel about collaboration, and their feedback can guide ongoing adjustments. 🎯 Link Collaboration Goals to Business Outcomes – Helping employees see how their teamwork ties into bigger organizational goals can boost motivation and engagement. This ensures everyone is rowing in the same direction and understands the assignment. HR leaders have a unique and impactful role in bridging the collaboration gap and setting our teams up for success. What steps is your organization taking to overcome collaboration challenges? I’d love to hear what works for you! #Collaboration #EmployeeEngagement #PeopleStrategy #OrganizationalEffectiveness

The race to integrate AI is on, and the productivity gains are promising. But an interesting (and critical) learning has emerged: most early AI wins today are individually focused. Take Google Gemini’s "gems" – powerful, customizable instructions – which right now aren't easily shareable between users, an early frustration for our team. Similarly, coding assistants like Copilot or Cursor are often praised for individual developer speed. This isn't a criticism; it's simply an observation of the current AI landscape. These tools will undoubtedly become more collaborative over time. However, this highlights a crucial point: AI doesn't replace the fundamental need for effective team collaboration. Recently, our executive team tackled a strategic challenge together. A product leader leveraged AI to generate an impressive preparatory memo – summarizing the challenge, benchmarking solutions, and offering recommendations. This would have taken a PM hours, if not days, previously. But the AI-generated memo was the starting point, not the end. We still needed to: * Debate nuances specific to Lucid's context. * Prioritize actions and assign ownership. * Document takeaways and define next steps. And Lucid was the critical canvas where every stage of that team effort unfolded – facilitating discussion, clarifying decisions, and ensuring shared understanding, making each step more effective. Recently, I met with a Fortune 500 executive. His company is mandating AI to drive significant efficiency and productivity gains, yet their "visual collaboration" is stuck on Microsoft Visio – a tool never built for teams and, much like early AI, centered on the individual user. I contrasted this with peer companies deploying Lucid to tens of thousands, creating a common ground for brainstorming, decision-making, planning, and collaborative documentation. There's a reason Lucid Software is now the #12 most popular business application in the Fortune 500. As you architect your AI strategy, don't overlook the bedrock of robust team collaboration that bridges individual productivity to collective action and innovation.

Competition... It might sharpen skills, but Collaboration builds empires. Winning at all costs often costs too much. Let me explain. It signals poor judgment, desperation, carelessness, liability and a lack of strategic foresight. It creates unnecessary conflicts, enemies and ego or victim-driven power games. Smart Collaboration fosters respect and drives lasting impact. And for that leaders need “The Winning Mindset” demonstrated through their true Intent reflected in their: 💡 Communication – Respectful, inclusive, transparent & collaborative. 💡 Contracts – Well-structured, strategically proposed, ethically negotiated & effectively executed. 💡 Consistency – Follow-through, accountability & delivering on commitments with integrity. The fact is: True Market Leaders Don't Chase Competitors—They Redefine the Game. How? They focus on: ✅ Collaboration & Strategic Partnerships to drive shared success. ✅ Due diligence and risk assessment to make informed, future-ready decisions. ✅ Prioritize long-term value over short-term gains or wins. ✅ Negotiate with integrity, ensuring contracts reflect fairness and mutual benefit. ✅ Play the long game, fostering ecosystems, partnerships, and sustainable success. ✅ Adapt and evolve, leveraging strategic foresight to navigate uncertainty. A business built on destroying others rarely survives in the long run. The 🌏 is too small and interconnected to think otherwise! Unsurprisingly, many industry giants who paved the way for others faced their share of challenges, self-inflicted setbacks and unnecessary issues. As a result, it is no surprise that today's leaders are seeking strategic collaborations by forging new partnerships for lasting success. Why Collaboration Wins? 💡 Bigger Opportunities It expands markets and creates new value, while Competition limits growth to existing demand. 💡 Lower Costs & Risks Sharing resources and expertise reduces financial burden and accelerates innovation. 💡 Stronger Relationships Trust and loyalty from partners, customers, and employees drive long-term success. 💡 Faster Innovation Open knowledge-sharing sparks creativity and breakthroughs faster than secrecy-driven Competition. 💡 Sustainable Growth Collaboration builds resilient ecosystems, while cutthroat Competition often leads to short-lived wins. In our recent conversation with global leaders, path forward is clear: 🌍 The Future of Business Lies In Collaboration, Not Competition Legacy Leaders Institute analyzed countries and industries consistently struggle with Collaboration and exhibit the most cutthroat Competition. The results may 🤯. DM to find out more! In a globally connected world, success is not about outpacing rivals. It is about outlasting challenges, outthinking limitations, and outgrowing old business ways. ~ Izabela Lundberg, M.S. 💭 Are you redefining the game, or just playing by old rules? 👇🏻 •••••••• Folow Izabela for more leadership insight.

Most workplaces claim they value collaboration. But when you look at how they’re actually designed, it’s clear: They value individual success, not team success. Bonuses, promotions, recognition—all based on what you do. And one thing I've learnt working with 100+ companies, it's this: Individual performance doesn’t drive change. Collaboration does. Take IDEO, for example. They have something called help time—where people spend 5-10% of their week helping someone else, even if it’s not their project. Now, I can already hear the pushback: “I’m too busy. I have enough on my plate.” That’s exactly why teams struggle. The best teams don’t just focus on their own goals. They help each other hit theirs. ✅ Offering feedback when it’s not your job. ✅ Jumping into a conversation when it’s not your idea. ✅ Sharing knowledge, even if it’s not your responsibility. When teams work this way, everything changes: – Shared knowledge removes roadblocks. - More perspectives mean fewer blind spots. – Ideas collide, and breakthroughs happen faster. The best teams don't leave collaboration to chance. They build it into how they operate—every single day. If you want to build high-performing teams, Stop rewarding solo efforts. Start rewarding the ones who help others win.

Your best decisions? They’re waiting in the room with your team. One of the greatest lessons I’ve learned as a leader is this: the best decisions aren’t made in isolation—they’re made together. When you involve your team in decision-making, you’re doing more than solving problems. You’re: → 𝗧𝗮𝗽𝗽𝗶𝗻𝗴 𝗶𝗻𝘁𝗼 𝗱𝗶𝘃𝗲𝗿𝘀𝗲 𝗽𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲𝘀: Everyone brings a unique lens, which leads to more creative and well-rounded solutions. → 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽: When people have a say, they’re more invested in the outcome. → 𝗙𝗼𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗴𝗿𝗼𝘄𝘁𝗵: Collaborative decision-making is a learning process that helps everyone improve. But collaboration isn’t about taking a poll and going with the majority vote—it’s a skill that takes intentionality. Here are some practices that have worked for me: 𝗦𝗲𝘁 𝗰𝗹𝗲𝗮𝗿 𝗴𝗼𝗮𝗹𝘀 Before the discussion, align everyone on the problem you’re trying to solve. This keeps conversations focused. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗱𝗶𝘃𝗲𝗿𝘀𝗲 𝗶𝗻𝗽𝘂𝘁 Actively invite opinions from quieter voices or team members with different perspectives. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗵𝗲 𝘄𝗵𝘆 Encourage the team to back up their ideas with reasoning—it helps uncover insights and ensures decisions are thoughtful. 𝗕𝗲 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 Not every decision can be a group decision. Be clear about how input will be used and who has the final call. 𝗗𝗲𝗯𝗿𝗶𝗲𝗳 𝗮𝗻𝗱 𝗿𝗲𝗳𝗹𝗲𝗰𝘁 Once a decision is made, revisit it as a team. What worked? What could be improved next time? Of course, it’s not always easy. Collaboration takes time, effort, and a willingness to listen (even when opinions clash). But the payoff? A stronger team, better results, and a culture that values every voice. The next time you’re at a crossroads, consider gathering your team around the table, whether it’s a real one or a virtual one. The best ideas often come from the spaces where different voices meet. --- Follow Jeff Gapinski for more content like this. ♻️ Share this to help someone else out with teamwork today #leadership #marketing #teamwork

😮 5% of people are responsible for 35% of the valuable collaboration in your organization.   One of the highlights of my time at the Tulsa Remote Plugged In Conference was meeting Rebecca Hinds, PhD, Head of Asana's Work Innovation Lab. Onstage she gave a presentation jam-packed with great insights about what it takes for effective team collaboration. Offstage we got to share stories about how what her research shows is what I see on a daily basis as we work with cross-functional distributed and hybrid teams. And how teaching teams to create their team charters / team working agreements to codify goals, roles, and ways of working leads to more effective collaboration and more teammate connection. Key takeaways from her presentation, "5 Research-Backed Strategies to Drive Better Collaboration": 1. Collaboration equity 52% of employees say their teams rely on a few high performers to get work done. When Asana provided a dashboard to show how collaboration was distributed across the team, 93% made meaningful changes when it was visible who needed to step back and others needed to step up 2. Cross-functional collaboration The most innovative firms have 30-50% of their ties established cross-functionally. Example: for tech companies the top predictor of innovation is strength of collaboration between marketing and engineering 3. Collaboration across physical space Asana research shows that the current behavior is for people to do more cross functional collaboration on in-office workdays than on remote workdays. [My 2 cents → this is why building what I call "Omni-modal" leadership skills is so critical, so that people are equally skilled at collaborating in a remote or hybrid setting as they are in an in-person setting. Especially since many people need to switch between these modes even within the same day. ] 4. Collaboration across work The connection between tasks and goals is a massive driver of employee engagement. Only 55% of workers in remote and hybrid orgs are clear on how their work helps their company reach its goal. For every 10 pieces of work related to goals there is + 7% increase in engagement. For every 100 pieces there is a +101% increase in engagement. 5. Collaboration with AI Treat it like a teammate, not just a tool. When used daily, 89% of people say they get productivity gains. But AI needs cross-functional context to enable the best collaboration. P.S. a big thanks to Justin Harlan and Betsy Slagle for pulling together a well-crafted event with a great line-up of speakers! #tulsaremote #virtualleadership #hybridteams

Underrated marketing skill: Collaboration Collaboration is "the action of working with someone to produce or create something." Marketers are expected to understand the big picture and get everyone aligned on the action plan to create customers. On paper that seems simple enough. In reality, that's easier said than done. When you work with opinionated (and busy) leaders, it can be impossible to make any progress. It may seem easier to give up or sit back and let someone else take the lead. Whether you are... - implementing new tech - identifying new customer insights - setting up new marketing campaigns You can't do it alone. Here are a few tips to make collaborating with your peers more effective. 1) Be a leader First, understand that every project needs a leader. For marketing initiatives, that's you. :) Identify the stakeholders who are critical to helping you achieve your goal, then invite them to collaborate with you. 2) Set Expectations Create a plan with clear goals, timelines, tasks and roles. Ensure that all of your stakeholders understand that this is a TEAM effort - their participation and input are critical to the project's success. If they can't give it their full attention, ask them to appoint someone else who can. 3) Proactively seek feedback Effective collaboration is about understanding different perspectives. You may think you have alignment, only to discover later that one department isn't bought in. Make sure you proactively seek out different opinions/ ideas/ thoughts so that you can address all concerns (before it's too late). 4) Share progress Communicate. Communicate. Communicate. Keep everyone informed so they don't go rogue and spin up unnecessary work. 5) Realize the difference between collaboration and consensus Your project may stall if you seek 100% agreement on everything. Compromises must be made, which means identifying and leaning on your project sponsor to help. This is typically a senior executive (or ultimate decision-maker) who is willing to accept the risks and keep the project moving ahead. TLDR; Collaboration isn't optional in marketing. Here are 5 tips to improve. #b2bmarketing #marketingskills #strategy

My good friend, Thomas Douglas, puts out a wonderful newsletter each Sunday. He always shares amazing ideas. This post is especially important. I hope you find it valuable. Hi John,   Good morning!     Problem-solving has become a lost art. Especially as our world becomes more divided by politics, ideologies, faith, etc. Too often, we see people with different opinions as enemies or people to avoid.    But that’s a bit silly, don’t you think?    We all believe our opinions are based on our own experiences. But most of us aren’t arrogant enough to believe we’re always right. So here’s one of my favorite questions:   What if the opposite were true?   When it comes to solving problems in business, I’ve found that the best way forward is to create an environment where people feel safe sharing their thoughts and ideas. Without fear of backlash, ridicule, or retribution.   Here are some ways we can accomplish it:  Foster open dialogue   Encourage people to share their opinions. But make sure they’re able to do so without a negative outcome afterward. One of the most important parts of creating a collaborative culture is psychological safety.    At JMARK, we created an ‘Ideas Committee,’ where everyone can submit ideas for review. Not only has it been a great resource for improving our company as a whole, but it’s also served as a reminder that we value our employees’ feedback. Because a good idea is a good idea—no matter where it comes from. Build a diverse team   Surround yourself with people who have different backgrounds, experiences, and perspectives. This is the key to solving issues and a large part of our organization's success. Sometimes I have too much patience. Sometimes not enough. Sometimes, I zig when I should zag. Having a team who can bring me back to center (and isn’t afraid to do so) has made a world of difference in keeping priorities straight and driving business outcomes. Listen before deciding   Hear everyone out before coming to a conclusion. Again, it’s crucial to create a space where everyone can confidently share their opinions.    Support the decision together   Once a decision is made, everyone should back it with a united front—even if it wasn’t your first choice. Because what’s best for the company should always come before what’s best for the individual. It may take a bit more time, but I promise it’s worth it. Working this way leads our organizations to better outcomes. Problem-solving in business is a Team sport. As leaders, it’s our job to assemble strong teams and create environments where people feel:  Heard  Appreciated  Recognized  Celebrated  Respected  That’s what serves as the foundation for building a great business.