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This week we learned about fostering collaboration. Collaboration is a critical competency for
achieving and sustaining high performance(p218). As organizations become increasingly diverse
and globally dispersed, collaborative skills are essential to navigating the conflicting interest
and natural tensions that arise ( p218). In order to engage in collaboration leaders must create
a climate of trust and facilitate relationships.
Collaboration could not work without creating a climate of trust. Letting your organization
know that it is not an “I” philosophy, but it is a “we” philosophy, will help you on the road to
trust with the organization. Without trust a leader cannot lead. Without trust you can’t get
people to believe in you and each other(p219). Without trust you cannot accomplish
extraordinary things(p219). Individuals who are unable to trust others fail to become leaders,
precisely because they can’t bear to be dependent on the words and works of others(p219). As
a leader we must invest in trust. Trust is a strong, significant predictor of employee satisfaction,
the quality of communication, honest sharing of information, acceptance of change, acceptance
of the leader’s influence, and team and organizational performance(p219-220). Trust is also
going to profitability(p220).
Be the first to trust(p222). Building trust is a process that begins when someone either you or
the of the party is willing to risk being the first to open up, to show phone ability, and to let go
of control(p222). And as a leader wanting the high levels of performance that come with trust
and collaboration, the leader must demonstrate their trust in others before asking them to
trust you. Leaders go first(p222). Trust is contagious(p222). When you trust others, they are
much more likely to trust you (p222).
Another way of force during collaboration is showing concern for others. The concern a leader
shows for others is one of the clearest and most ambiguous signals of their trust(p223). When
others know that the leader will put their interest ahead of their own, they won’t hesitate to
trust the leader(p223). Sharing knowledge and information is another way of forstering
