협력하는 기술

 

 

PROBLEM (이슈):
너무 많은 조직에서 협력(collaboration)을 장려하고 지속시키려는 노력이 부족하다.

In all too many organizations, efforts to promote and sustain collaboration fall short.

CAUSE (원인):
협력문화를 만들려는 리더들은 올바른 가치를 주입시키거나 올바른 공간을 조성하는 것에 집중하는 경향이 있다. 그들은 협력이 특정 기술이 필요하다는 사실을 간과하고 있다.

Leaders trying to create collborative cultures tend to focus on instilling the right values or designing the right space. They overlook the fact that collaboration requires certain skils.

THE SOLUTION (해결방안):
심리적/정신적 태도 측면(psychological / mental attitude)에서의 개선이 필요한데, 의견이 아닌 공감력으로 다가가고,
- 사람들이 서로에게 진심으로 경청할 수 있도록 가르쳐라;
Teach people to genuinely listen to one another; to approach with empathy, not opinions; to become comfortable with feedback; to speak with clarity and avoid abstractions; and to have win-win interactions.
- widespread respect for collegue’s contributions, openness to experimenting with others’ ideas, and sensitivity to how one’s reactions may affect both colleagues’ work and the mission’s outcome.

6 Training Techniques
#1. Teach people to listen, not to talk
- Given the competitive nature of our workplaces, the tendency to prize good self-presentation reinforces speaking instead of listening, thus, we get into conflicts that could be avoided, miss opportunities to advance the converstion, ailenate the people who haven’t been heard, and diminish our team’s effectiveness

- How to improve listening:
1) Ask expansive questions rather than yes-or-no questions. (Did you try asking others for advice?(X), In what ways have you reached out to others for advice?(O))
2) Focus on the listener, not on yourself. (At least you get to go to Europe.(X), That sounds really stressful - like you’ll feel guilty for leaving work and guilty if you don’t visit your family, (O)
3) Engage in ‘self-checks.’ Critique your own tendencies.
4) Become comfortale with silence. (Communicating attentiveness and respect while you’re silent)

#2. Train people to practice empathy.
1) Expand others’ thinking.
2) Look for the unspoken. Pay attention to what people are not saying.

#3. Make people more comfortable with feedback.
1) Discuss feedback aversion openly.
2) Make feedback about others’ behaviors direct, specific, and applicable.
* Pixar’s 3 rules for feedback:
- Be stratightforward in how you address a person adn what you say about him or her
- Identify the particular behavior that workd (or didn’t)
- Describe the impact of hte behavior on you and others
3) Give feedback on feedback. Imrove previous feedback.
4) Add a ‘plus(improvement)’ to others’ ideas. (Yes, and.. > Yes, but)
5) Provide live coaching.

#4. Teach people to lead and follow.
#5. Speak with clarity and avoid abstractions.
#6. Train people to have win-win interactions.

Francesca Gino, Cracking the Code of Sustained Collaboration: Six new tools for taining people to work together better, Harvard Business Review, Nov-Dec 2019.