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<\/figure>\n<\/div>\n\n\nWhy is productive team collaboration crucial for every company?<\/h2>\n\n\n\n
A long time ago, Hellen Keller said: “Alone we can do so little; together we can do so much<\/em>.“<\/em> <\/p>\n\n\n\n Steve Jobs implemented this notion into a business setting and said: “Great things in business are never done by one person; they’re done by a team of people.” <\/em><\/p>\n\n\n\n The importance of team collaboration<\/a> has been undoubtedly acknowledged ever since \u2015 especially in today\u2019s hectic world, where companies face real issues in terms of enhancing team collaboration and productivity. <\/p>\n\n\n\n Burnout epidemic, the challenges of remote and hybrid work models<\/a>, and the struggle to set work-life boundaries<\/a> have led to the increased importance of effective team collaboration. But, achieving good team collaboration is certainly easier said than done. <\/p>\n\n\n\n On the other hand, collaborative overload is not a myth. <\/p>\n\n\n\n According to a Harvard Business Review article<\/a>, collaborative overload is defined as the negative influence of too much teamwork, which leads to less productivity and employees feeling exhausted. <\/p>\n\n\n\n The data has shown that at many companies more than 80% of work time is spent on collaborative activities such as:<\/p>\n\n\n\n This number progressively increased through the pandemic \u2015 as we mentioned, remote and hybrid work models have set up new challenges in terms of collaboration since virtual meetings have become the new normal on daily bases. <\/p>\n\n\n\n However, surveys<\/a> show that 39% of employees believe that people in their organization don\u2019t collaborate sufficiently. <\/p>\n\n\n\n All things considered, we can conclude that productive team collaboration requires maintaining a good balance. Even though team collaboration should be prioritized, it\u2019s necessary to prevent collaborative overload by finding a balance with collaborative activities. <\/p>\n\n\n\n \n Strengthen your business communication and collaboration processes with Pumble by CAKE.com.<\/p>\n\n Before we dive into the best practices for productive team collaboration, let\u2019s take a look at the greatest benefits of a collaborative team.<\/p>\n\n\n\n \u201cTwo heads are better than one<\/em>.\u201d <\/p>\n\u2015 John Heywood <\/cite><\/blockquote>\n\n\n\n Team synergy empowers team collaboration with different perspectives that might bring some new values to the table. This helps team members to get their best work done.<\/p>\n\n\n\n In other words, two or more people are more likely to find relevant solutions and make better decisions than a single person. <\/p>\n\n\n\n Combining the knowledge of team members and sharing ideas and thoughts is one of the greatest powers of team collaboration. <\/p>\n\n\n\n Solve problems and brainstorm over Pumble<\/a><\/p>\n\n\n\n Aside from contributing to problem-solving, a strong collaborative culture<\/a> allows team members to learn from each other. <\/p>\n\n\n\n Skill and knowledge sharing among team members with different backgrounds, levels of experience, and points of view leads to increased productivity.<\/p>\n\n\n\n According to a Forbes article<\/a> about the influence of collaboration on employees’ productivity, a collaborative environment \u201cmakes an engaged workforce where each person feels like a contributing member of a unified team<\/em>\u201d. <\/p>\n\n\n\n Moreover, studies<\/a> show that this experience empowers them with more intrinsic motivation, which leads to more engagement and 50% more effectiveness at completing tasks. <\/p>\n\n\n\n Therefore, the dynamic of effective collaboration doesn\u2019t solely contribute to problem-solving and knowledge sharing, but also improves the mental health of the individuals involved<\/a>. <\/p>\n\n\n\n \n Boost productivity and empower your team with an all-in-one communication app.<\/p>\n\n In his highly influential work How to Make Collaboration Work<\/em><\/a>, author David Straus set out to provide pointers for the creation of a productive collaborative environment that sidesteps the negative side effects of the process and emphasizes the values of collaboration and the joyful aspects of working together. <\/p>\n\n\n\n A lifelong explorer and practitioner of \u201ccollaborative problem-solving\u201d, Straus has relied on decades of his experience as a leader, consultant, and trainer to distill 5 key principles of effective collaboration. <\/p>\n\n\n\n Straus\u2019 5 principles are: <\/p>\n\n\n\n Over the following lines, we will take a closer look at all of them. <\/p>\n\n\n\n \u201cThe power of collaboration comes from inclusion, not exclusion.\u201d <\/em> <\/p>\n\u2013 David Straus<\/cite><\/blockquote>\n\n\n\n At first, it may seem obvious that collaboration should include everyone with an active interest in its outcome and\/or the relevant expertise. <\/p>\n\n\n\n In practice, however, this is often not the case. Individuals and groups that can significantly impact the course of the collaboration are often excluded from the process. <\/p>\n\n\n\n This can happen unintentionally, when an organization fails to properly identify relevant participants, or intentionally, if a person or a group in question is deemed to be confrontational or opposed to the collaboration or the planned activities, despite possessing the relevant expertise or a say in the decision-making process. <\/p>\n\n\n\n To properly identify all relevant parties, Straus has come up with 4 categories of relevant stakeholders: <\/p>\n\n\n\n Keep everyone in the loop with Pumble<\/a><\/p>\n\n\n\n The involvement of formal decision-makers gives weight and relevance to the collaborative process. The more involved they are, the collaboration will be stronger and more impactful. <\/p>\n\n\n\n On the other hand, lack of involvement of decision-makers devalues the collaboration, as any decisions made jointly by the collaborative group can be dismissed on a higher level. <\/p>\n\n\n\n Unlike the first type of stakeholder, this type has no formal decision-making power, yet still has the power to significantly hinder the implementation of any decisions or block it entirely by:<\/p>\n\n\n\n Gaining the support of such individuals or groups can be crucial to the success of a collaboration. <\/p>\n\n\n\n Getting potential decision-blockers involved in collaboration makes the process stronger, while their exclusion will inevitably lead to resistance and threaten the implementation of the joint effort. <\/p>\n\n\n\n While the thought of excluding potentially troublesome collaborators may sound tempting, it would only give the blockers more power, as they could rightfully claim that the process wasn\u2019t fair and inclusive. Conversely, their participation can lead to their full adoption of the process, if the rest of the team truly listens and considers their input.<\/p>\n\n\n\n The broadest group of stakeholders by default, those who are affected by the outcomes of the collaborative process, can involve an entire organization or a community. <\/p>\n\n\n\n In most cases, however, it includes a more narrow subset of individuals directly affected by the outcomes or concerned for them. <\/p>\n\n\n\n Involving this group is essential for several reasons:<\/p>\n\n\n\n 1. If their input is considered in the decision-making process, they are more likely to support the decisions, while the exclusion of their viewpoints can easily turn them into decision-blockers. <\/p>\n\n\n\n 2. As they will be most affected by the decisions, it is not only respectful but also highly practical to consider their input. <\/p>\n\n\n\n If the affected group is too large for practical matters (meetings, consultations, etc.), its voices can be heard through a chosen representative who will provide the group\u2019s perspective.<\/p>\n\n\n\n In most cases, the inclusion of the first three groups will provide the collaborative team with sufficient expertise. <\/p>\n\n\n\n However, this might not always be the case. It is important to properly assess the resources at hand and determine whether any additional expertise is required. <\/p>\n\n\n\n If the required expertise can not be found within the organization, it should consider hiring outside expertise. <\/p>\n\n\n\n \n Make communication simple and effective. Get things done easily. Try Pumble by CAKE.com.<\/p>\n\n Decisions reached through consensus carry great importance for the collaborative process. <\/p>\n\n\n\n If decisions are made collectively, all participants will have a higher degree of investment in their implementation. <\/p>\n\n\n\n Additionally, consensus decisions tend to be better than decisions reached through a majority vote or hierarchical decision-making. <\/p>\n\n\n\n Reaching a consensus is not always a straightforward and easy process. Straus suggests that it is often due to the collaborative team being presented with a proposed solution without any previous involvement in the earlier stages of its formulation. <\/p>\n\n\n\n Instead, he proposes the involvement of all participants in the entire process of defining a problem and formulating potential solutions.<\/p>\n\n\n\n Straus identifies 6 distinct stages of reaching consensus: <\/p>\n\n\n\n Consensus on the ultimate course of action will be reached more easily if a team continually makes \u201csmaller\u201d consensus decisions throughout the earlier stages of the process.<\/p>\n\n\n It is not always possible to reach a consensus. <\/p>\n\n\n\n Alternate viewpoints are sometimes too far apart to find any middle ground. In such situations, insisting on consensus can be time-consuming and ineffective. <\/p>\n\n\n\n Collaborative teams should devise a fallback mechanism for decision-making in situations where consensus is impossible. These mechanisms can be a hierarchical decision or a majority vote, a game of rock-paper-scissors, or any other pre-agreed model. <\/p>\n\n\n\n Having a fallback mechanism not only keeps the decision-making process on course, but it can also motivate the participants to work towards consensus, as consensus will always be perceived as preferable to the alternative. <\/p>\n\n\n\n It is important that the fallback mechanism is fully communicated and that the participants are aware of the consequences of failing to reach a consensus. <\/p>\n\n\n\n \n Strengthen your business communication and collaboration processes with Pumble.<\/p>\n\n Collaboration does not take place spontaneously. It needs to be: <\/p>\n\n\n\n Before collaboration can even begin, there is a multitude of information that must already be in place. <\/p>\n\n\n\n To fully commit, participants need to have a full understanding of how the collaboration will be conducted: <\/p>\n\n\n\n While it is impossible to fully foresee the course and the outcomes of collaboration, we can define the procedural framework and plan the processes of reaching a consensus and implementing the agreed solutions. We define the pathway towards action without knowing what the action will be. <\/p>\n\n\n\n Straus defines this procedural framework as a \u201cprocess map\u201d. It is a collectively defined and agreed set of roles and processes that predicts the steps in the collaborative process. Think of it as a well-structured meeting agenda, only on a higher level. <\/p>\n\n\n\n The process map needs to be sufficiently detailed in terms of the mechanisms of collaboration, yet flexible enough to facilitate the unpredictable trial-and-error nature of collaborative problem-solving. <\/p>\n\n\n\n If we take the meeting agenda as a micro-example of a process map, it does not predict the course of the discussion and any conclusions, but it can define the:<\/p>\n\n\n\n It can be a highly detailed document or a diagram, a combination of both, or even an unwritten verbal agreement between all participants. The important thing is to collectively define and clearly communicate the processes and the mechanisms of collaboration. <\/p>\n\n\n\n Aside from having a structured process, it also enables the participants to fully commit to the shared work with the assurance that it will be conducted in an organized manner. <\/p>\n\n\n\n In most collaborations, the shared problem solving and decision making are done in meetings. As so, meetings are a critical part of the collaborative process and their effectiveness is essential to the success of the joint effort. <\/p>\n\n\n\n Conducting an effective meeting<\/a> includes multiple responsibilities: <\/p>\n\n\n\n It is a big ask to expect someone to assume all these responsibilities AND actively participate in the discussion. <\/p>\n\n\n\n To relieve one individual of such a heavy load of responsibilities, Straus proposes the idea of shared responsibility for the success of the meeting between all participants. This involves differentiating roles and having different people attend to different aspects of the meeting. <\/p>\n\n\n\n Straus defines 4 distinct roles in a meeting: <\/p>\n\n\n\n All participants are responsible for making sure that others don\u2019t step outside of their roles. Namely, the facilitator prevents the leader from dominating the meeting, and the leader and group members ensure that the facilitator and the recorder remain neutral. <\/p>\n\n\n\n While we will pay closer attention to the role of the recorder in the following section of this article, we will now focus on the facilitator.<\/p>\n\n\n\n Ideally, a facilitator is someone outside of the collaborative group not immediately affected by the outcomes of the collaboration \u2013 for instance, an HR staff member. This is important to ensure neutrality and their focus on the process, and not the content of the meeting. <\/p>\n\n\n\n Hold team meetings over Pumble<\/a><\/p>\n\n\n\n The facilitator has 4 main functions: <\/p>\n\n\n\n Record meetings play an important part in the collaborative process. They not only serve as a record of the key talking points for later consideration, but can also play a role in moderating the meeting in real time. <\/p>\n\n\n\n Straus proposes a neutral role of a recorder whose sole responsibility is to capture the key ideas and conclusions presented in a meeting. <\/p>\n\n\n\n Additionally, all participants are responsible for the content of the record, as the recorder captures the key talking points in a transparent manner visible to all (i.e., on a chart pad, a whiteboard, or an interactive document). <\/p>\n\n\n\n The recorder should not paraphrase what\u2019s been said, and the participants should correct the recorder if they disagree with the records. Straus dubs this collaborative approach to record keeping as \u201cgroup memory\u201d.<\/p>\n\n\n\n Keeping transparent meeting records in real time helps keep an efficient discussion and meeting objectives on track by providing clarity and avoiding repetition, confusion, and ambiguity. <\/p>\n\n\n\n In practical terms, Straus proposes that the meeting room seats are arranged in a U-shape facing a chart pad, so that all could follow the creation of records and make any corrections. <\/p>\n\n\n\n Of course, collaborative teams are free to explore and devise their own specific methods of keeping meeting records, provided they ensure transparency and the input of everyone involved. <\/p>\n\n\n\n Jon Gordon, the author of another influential teamwork book The power of a positive team<\/em><\/a>, emphasizes the importance of positive energy in a team, which helps team members to get engaged<\/a> and make a greater impact. <\/p>\n\n\n\n According to his belief, team members of positive teams have several crucial tendencies in common:<\/p>\n\n\n\n So, let\u2019s dig deeper into each of these behaviors and analyze how they make a positive impact.<\/p>\n\n\n\n Team culture defines the team\u2019s beliefs and expectations<\/a>, which influence team members\u2019 behaviors and the future of the team. As Gordon says, positive team culture is beneficial to its members in many ways:<\/p>\n\n\n\n Although leaders have a huge impact on the team dynamic, it\u2019s created by all parties involved \u2015 a team is dynamic, so every team member has an impact with their words, behaviors, and interactions with others. <\/p>\n\n\n\n Gordon believes that the most common mistake that teams make is focusing on the outcome or \u201cfruit\u201d instead of \u201croot\u201d\u2014 the process, relationships among team members, and their culture. <\/p>\n\n\n\n Furthermore, studies from Heart Math Institute indicate that we all broadcast to our team members how we feel. The attitude and energy of each team member are contagious \u2014 they affect the people around us.<\/p>\n\n\n\n \n Boost productivity and empower your team with an all-in-one communication app.<\/p>\n\n According to Gordon, key factors of every productive team collaboration are: <\/p>\n\n\n\n Unlike numerical goals, purpose-driven goals empower team members with greater commitment and energy. Thus, always attempt to identify the purpose of your team\u2019s effort, rather than solely focus on the number you aim to achieve. <\/p>\n\n\n\n Most importantly, keep the vision and purpose alive. Gordon found that most teams let their vision and purpose fade away. Due to this issue, talking about these concepts on a regular basis is a must. <\/p>\n\n\n\n \u201cIt’s powerful to have each team member identify and share what the vision and mission mean to them and how they can contribute to it.<\/em>\u201d <\/p>\n<\/blockquote>\n\n\n\n Every team has ups and downs \u2015 failures are inevitable and natural. But, when a team encounters challenges, team members need to see it as an opportunity to learn and grow. <\/p>\n\n\n\n Instead of feeling frustrated about an obstacle, people need to try to grasp how to overcome it, and what they should learn from it for the future. <\/p>\n\n\n\n Even though it\u2019s human nature to complain, falling into such a negative mental habit is detrimental to maintaining healthy interpersonal relationships, as well as achieving personal goals. <\/p>\n\n\n\n People typically complain in order to communicate their dissatisfactions and feel understood. <\/p>\n\n\n\n However, if complaining is not followed by solutions, it is useless and toxic. Namely, research<\/a> has shown that negative thoughts have a greater impact on our brains than positive thoughts. <\/p>\n\n\n\n Therefore, positive teams implement the \u201cNo complaining rule\u201d \u2015 do not complain unless you have a solution. With this rule, teams can successfully eliminate toxicity and empower team members to think and behave constructively by focusing on solutions. <\/p>\n\n\n\n \ud83c\udf93 Pumble Pro Tip<\/strong><\/p>\n\n\n\n Most people have encountered a situation in which they were asked to take on extra responsibilities. Instead of complaining, learn how to professionally set boundaries. Check out our blog post:<\/p>\n\n\n\n Communicate your needs over Pumble<\/a><\/p>\n\n\n\n Even though some people tend to avoid disagreements in order to keep harmony and positivity in the workplace, constructive and respectful disagreements<\/a> are a healthy part of team collaboration. <\/p>\n\n\n\n Gordon emphasizes the necessity of team conflict<\/a>. If conflicts never happen, it means that no one is asking difficult questions or discussing important issues. <\/p>\n\n\n\n Most importantly, the absence of conflict indicates that no one challenges other team members’ opinions and criticizes others to improve. <\/p>\n\n\n\n So, disagreements can contribute to healthy and productive teams by providing better solutions and chances for growth. <\/p>\n\n\n\n Gordon says: \u201cCommunication is often the last thing you want to do, but it’s the most important thing you must do.<\/em>\u201d<\/p>\n\n\n\n Team communication is essential for building trust<\/a> and commitment. To build a strong team, team members need strong communication, which implies abilities to:<\/p>\n\n\n\n According to the 3C model of cross-functional teams<\/a>, high-performing teamwork consists of three elements that represent related activities:<\/p>\n\n\n\n Therefore, these elements are core activities of every cross-functional team, as well as a functional team. <\/p>\n\n\n\n \ud83c\udf93 Pumble Pro Tip<\/strong><\/p>\n\n\n\n Speaking of team communication skills, it\u2019s very important to be an active listener. To enhance your active listening skills, make sure to check out our article: <\/p>\n\n\n\n A great way to strengthen team connection and collaboration is by having one-to-one conversations.<\/p>\n\n\n\n When it comes to communication between a team leader and team member, one-to-one meetings<\/a> are an especially effective way to keep team members engaged and motivated. <\/p>\n\n\n\n \n Simplify your work with Pumble by CAKE.com, the all-in-one communication app.<\/p>\n\n More importantly, this is a valuable way to overcome challenges and encounter obstacles related to team collaboration. <\/p>\n\n\n\n Frequent and short one-to-ones are one of the most effective collaboration methods that help team members to stay on track and find their higher purpose.<\/p>\n\n\n\n Hold one-on-one meetings over Pumble<\/a><\/p>\n\n\n\n Speaking of the most effective communication practices, knowing which communication method to utilize is equally important as how we communicate with our coworkers. <\/p>\n\n\n\n Thus, choosing the right communication tool that meets the needs of the team is a priority and the only way to ensure effective team communication<\/a>. <\/p>\n\n\n\n Pumble by CAKE.com<\/a> is a team collaboration software<\/a> that helps remote teams blur the line between real and virtual communication and collaborate easily and effectively. With Pumble, you can:<\/p>\n\n\n\n One of the greatest features of Pumble is a free chat history, so users can see the entire message history of all conversations from the beginning for free. <\/p>\n\n\n \n Make communication simple and effective. Get things done easily. Try Pumble.<\/p>\n\n Even though some people neglect the power of team-building<\/a>, these activities are a key tool for improving teamwork collaboration and cohesiveness among team members. <\/p>\n\n\n\n According to a Forbes article<\/a>, effective team-building is the most important investment of every successful organization, because it leads to:<\/p>\n\n\n\n When it comes to team-building exercises, Gordon emphasizes the importance of fulfilling the following criteria: <\/p>\n\n\n\n Team-building exercises that lead to people being vulnerable, transparent, and authentic are effective ways to shutter their ego and enhance the connection among team members<\/a>. As a result, they have meaningful relationships and get more committed to the team. <\/p>\n\n\n\n Components of team-building activities, such as vulnerable storytelling, shared experiences, and common challenges are powerful ways to establish a positive work environment and enhance team collaboration and performance.<\/p>\n\n\n\n \u201cTrust is the foundation of all teams, and without it, they cannot perform well<\/em>.\u201d <\/p>\n\u2015 Eric Coryell<\/cite><\/blockquote>\n\n\n\n In his teamwork book Revolutionize teamwork: How to Create and Lead Accountable Teams<\/em><\/a>, Eric Coryell outlines effective principles for a productive group, which include team behaviors that increase trust and lead to better team performance and collaboration.<\/p>\n\n\n\n Instead of ignoring problems or bad-mouthing colleagues, Coryell is confident about the significance of addressing the real issues together<\/strong>.<\/p>\n\n\n\n Working together through the issues is beneficial for teamwork collaboration in the following ways:<\/p>\n\n\n\n\n
Free collaboration app for remote teams<\/h2>\n
![\"Illustration\"](\"https:\/\/pumble.com\/learn\/wp-content\/themes\/cake-learn\/src\/images\/pumble\/banners\/features@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\nWhat are the key benefits of a collaborative team?<\/h2>\n\n\n\n
Benefit #1: A collaborative team contributes to problem-solving<\/h3>\n\n\n\n
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Benefit #2: Collaborative team encourages skill and knowledge sharing among team members<\/h3>\n\n\n\n
Benefit #3: A collaborative team boosts productivity and engagement<\/h3>\n\n\n\n
Power your team communication and collaboration with Pumble<\/h2>\n
![\"Illustration\"](\"https:\/\/pumble.com\/learn\/wp-content\/themes\/cake-learn\/src\/images\/pumble\/banners\/landing-2@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\n5 Principles of good collaboration<\/h2>\n\n\n\n
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Principle #1: Involve the relevant stakeholders<\/h3>\n\n\n\n
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Category #1: Those with the formal power to make a decision<\/h4>\n\n\n\n
Category #2: Those with the power to block a decision<\/h4>\n\n\n\n
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Category #3: Those affected by a decision<\/h4>\n\n\n\n
Category #4: Those with relevant information or expertise<\/h4>\n\n\n\n
Communication made easy<\/h2>\n
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\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\nPrinciple #2: Build consensus phase by phase<\/h3>\n\n\n\n
6 stages of building consensus<\/h4>\n\n\n\n
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![\"Six](\"https:\/\/pumble.com\/learn\/wp-content\/uploads\/2021\/08\/Six-stages-of-building-consensus.png\")
Fallback mechanisms<\/h4>\n\n\n\n
Free collaboration app for remote teams<\/h2>\n
![\"Illustration\"](\"https:\/\/pumble.com\/learn\/wp-content\/themes\/cake-learn\/src\/images\/pumble\/banners\/landing-1@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\nPrinciple #3: Design a process map<\/h3>\n\n\n\n
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Principle #4: Designate a process facilitator<\/h3>\n\n\n\n
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Facilitator functions<\/h4>\n\n\n\n
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Principle #5: Harness the power of group memory<\/h3>\n\n\n\n
9 Tips on creating a positive, productive team<\/h2>\n\n\n\n
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Tip #1: Invest your time and energy to create a positive team culture<\/h3>\n\n\n\n
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Power your team communication and collaboration with Pumble<\/h2>\n
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\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\nTip #2: Work toward a \u2018shared vision\u2019 with a greater purpose in mind<\/h3>\n\n\n\n
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Tip #3: See challenges as new opportunities<\/h3>\n\n\n\n
Tip #4: Implement the No Complaining Rule<\/h3>\n\n\n\n
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Tip #5: Disagree, but in a positive way<\/h3>\n\n\n\n
Tip #6: Prioritize communication<\/h3>\n\n\n\n
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Improve team communication<\/h2>\n
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\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\nTip #7: Make time for one-to-one communication<\/h3>\n\n\n\n
Tip #8: Communicate effectively with a team collaboration app<\/h3>\n\n\n\n
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![\"An](\"https:\/\/pumble.com\/learn\/wp-content\/uploads\/2021\/08\/An-example-of-team-chat-in-Pumble.png\")
Communication made easy<\/h2>\n
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\n <\/picture>\n <\/div>\n<\/div>\n <\/p>\n\n\n\nTip #9: Don\u2019t underestimate the power of team-building <\/h3>\n\n\n\n
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How to build team trust?<\/h2>\n\n\n\n
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