HOW IT STARTED

It all started in L.S. Ayres, a department store in Merrillville, Indiana. We met while arranging a rack of clothes in the Ivy room where the luxury, designer, and more expensive clothes were displayed. At that time, we were both working college students connected by our place of employment and our choice of university, Indiana University Northwest, where we both majored in Organizational Communications. 

Our backgrounds were as different as the color of our skin. One of us grew up in a predominantly African American community in Gary, Indiana, whereas the other grew up in Lowell, Indiana, a predominantly Caucasian community. Our cultures and social experiences shaped our perspectives on life and leadership. With such varied backgrounds, our partnership was an unlikely one to some. However, we realized the value of our relationship, and it created a lifelong bond filled with joy, sadness, debate, and discussion about various life topics (and …hard boiled eggs…but we will talk about that later). 

WHERE WE’RE HEADED

We have joined forces to collaborate and write various articles on leadership and workforce development topics. We will merge our perspectives, influences, and professional experiences to bring impactful and thought-provoking leadership insight to assist you in achieving your own personal and professional goals. Some would call our partnership an unexpected collaboration. Thus, we thought we would start our Leadership series with a discussion about Collaborative Leadership.

Collaboration, by definition, means that some parties come together to work toward a common goal or shared vision. Throughout the collaborative process, each participant works towards a common goal or shared vision of the desired outcome. There is an understanding of what values and culture guide the process, and open communication is not only encouraged but also celebrated. In the Professional workspace, collaborative leadership is similar to the concept of the Round Table in King Arthur’s court, where there is a willingness to set aside egos, titles, and personal agendas. Each table member has to be open to new ideas and willing to offer their perspectives on discussed issues while remaining empathetic and respectful of all parties involved. Participants must also be willing to allow others the space to be vulnerable and transparent with their ideas, thoughts, and other contributions without fear of judgment, retribution, or retaliation.

Collaborative Leadership also requires a growth mindset where all parties involved are willing to consider insight, beliefs, and suggestions outside their perspectives. Differences are not only accepted but are also celebrated for the differing viewpoints they bring to the discussion. A willingness to respond from an open and accepting space creates a foundation to build trust, respect, and integrity. This creates a safe place for others to succeed and, yes, fail. In this, we realize that sometimes, when a failure occurs, it brings the learning that we need to grow and succeed collectively as a group. We also recognize that we may not always have the necessary information to move forward. When information is lacking, we need to be comfortable and willing to seek input to reach our goals. 

Perhaps you are thinking, Jeni and DeNeen, that all sounds great in a perfect world with everyone playing their part. What happens when the world isn’t so rosy, and everyone wants to take their toys and go home?

We hear you loud and clear! 

Let’s be honest, it isn’t always easy to engage in collaborative relationships. Sometimes, the waters get murky, tempers fly, and personal agendas take center stage. We don’t always get it right, but we must always be willing to change our behavior and pivot for the team’s greater good. How do we accomplish this goal? It starts with an honest evaluation of what is happening at the moment. It also requires that you understand that perfect isn’t always the goal. Taking action is what’s important. To help ease your concerns, look at the checklist below to ensure that you are laying a good foundation on which to build.

CHECKLIST

• Are we all committed to the same vision? 
• Are we all open to others’ viewpoints, ideas, concepts, and contributions?
• Is there a personality conflict?
• Are egos getting in the way?
• Do we all share the same values?
• Do our culture and our belief systems support our collaborative efforts?
• Do our operational procedures support a collaborative environment?
• Do participants feel safe to be vulnerable and transparent?

If you and your team have found that one of the checklist items is an issue, take a moment and evaluate what needs to happen to allow the work to flow freely and collaboratively.

TAKE ACTION

Now that you understand what collaboration is and how to engage in the process actively, it is time to take action. Where can you implement what you have learned? We invite you to drop a line about your experiences with collaborative leadership in the comments. To learn more about how we can create a learning experience for your organization, email us at ala@deneenattard.com.

Learning on a Dime is a collaboration between DeNeen K. Attard and Jeni McIntosh-Elkins.