Collaborative efforts and teamwork can often create better resolutions than if a person was working solo on a project. It is a clear case of two brains (or even more) work better than one, and a collaborative environment can rival even the greatest of your competitors.

“It takes two flints to make a fire.”

- Louisa May Alcott

Collaboration can make work fun. Individuals can learn to work off each other’s energy, and contributions and job satisfaction can increase. However, making the switch to a collaborative environment from a standard office environment can be more challenging than it sounds. It involves a lot of trust, and it means putting aside difference such as competitive behaviour as each member has to learn to get along as a team.

Collaboration can be taught

Thankfully, however, the art of cooperation and collaboration can be taught, and as with any practical skill, practice does indeed make perfect. If your team sees that even the top tier of the organisation operates in a supportive manner, then they will be more open to working this way. It needs to be understood that this is a priority for the company and a standard that everyone needs to work towards. Modelling the collaborative efforts are a surefire way for everyone to understand what the NFP’s expectations are from today and well into the future.

“The best teamwork comes from men who are working independently toward one goal in unison.”

- James Cash Penney

Clear communication is vital

Without communication and a clear understanding of how other team members operate, it can be difficult to put a highly effective collaborative team in place. It is all about the sharing and nurturing of ideas in a safe environment. Perhaps it is necessary to have some ground rules in place so each member understands how they should conduct themselves and understand what is expected of them. Communication across the board from top leadership down to the lower rungs is essential to make it all work.

Be realistic about your expectations

It may take time for your team to understand what is expected of them. If necessary, sit down with individuals in a group or on a one to one basis and go through your expectations in detail. Discuss the situation from an individual, team and organisational perspective. This will ensure they understand the part they will play. Answer any questions and have follow-up discussions if necessary. Trust can be hard to develop overnight so consider it as a work in progress in the early stages.

Remember, teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability.”

- Patrick Lencioni

Establish the need for a common goal

Without a goal, building a team of individuals to work together will not be beneficial. Everyone needs to understand why there are there in the first place. Demonstrate the reason they are there. Motivate them to work as a team. It is important to have a way to measure and evaluate the team’s progress. Praise effort and acknowledge goal posts to maximise the team’s efficiency.

There may be some resistance to change in the initial stages, and this could come down to lack of consistency or even clarity. Personality clashes can also occur. However, if you can cultivate good healthy personal relationships and encourage the team to focus on the big picture through careful planning, a collaborative environment can produce many positive results for the nonprofit as a whole.