Description
Break down silos and create a greater sense of contribution, belonging, selfworth, and enjoyment.Managers and executives will discover when silos are real and worthy of respect and which ones can be broken down to mutual benefit and improved results. The less we isolate ourselves from otherwise competent collaboration partners, the more we tend to benefit. The advantages of two skillful heads are better than one approach include avoiding costly mistakes, better quality (we all have blind spots that others can usually see if we’re open to it), and job satisfaction. Once overlooked opportunities to cooperate and innovate lead to solutions that may have been missed entirely for lack of the perspective of others. On the softer side, breaking down silos also delivers a greater sense of contribution, belonging, selfworth, autonomy, and enjoyment.
Date: 2021-12-10 Start Time: End Time:
Learning Objectives
What Are the Silos That Get in the Way of Collaboration With Others?
Why Collaborate Anyway?
When Not to Collaborate?
• How About When You Dont Trust the Other Party?
• Redefinition of Trust as Being Able to Predict Their Behavior
• Consumer Protection Warning: Do Not Make Agreements When the Other Party Is Not Competent (See the 7 Cs Article 3 Cs Are About You, 4 Are About Successful Agreements)
• But What About Collaborating With Competitors? Is That Ever a Good Idea?
• Thus, Avoid Collaboration: When the Task at Hand Does Not Deserve It, There Is a Need for Confidentiality or Privacy, and in a True Emergency
What Does It Mean to Effectively Collaborate?
• What Are Some Examples of Ineffective or Unproductive Collaboration?
• How Do We Know When Collaboration Is Working?
• What Makes Collaboration Possible and Productive in Your Workplace?
What Can Be Done to Break Down the Silos That Needlessly Restrict Our Collaboration With Others?
Collaborative Leadership and Culture Change – the Removal of Structural Disincentives
Dealing With Undiscussables (Organizational Defensive Loops)
What Will You Do Monday Morning?
HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Daniel N. Robin-Daniel Robin & Associates
