How to Collaborate With Fellow Consultants

I see this happen often. CEOs and EDs seek out the counsel of multiple thought partners and consultants, all working on different things, not talking to each other. One is advising around strategy. One's advising around culture. One's advising around DEI. One's advising around change management. Another is coaching leaders. Another is aware of HR issues. And none of them talk....or even know about each other. You're potentially getting conflicting and mixed message advice, sending you and your organization all over the place. How's that helpful? It's true that your independent thought partners are not used to working as "teams" with each other; however, I've found that in the best interest of what you want to accomplish as an organization, the most effective path is to get your thought partners aligned. Here are some things I recommend, if you are going to hire multiple consultants/advisors/coaches: 1) Make sure you're clear about why you're seeking thought partners. What's the SUM of what you're looking for? What will hiring them help you accomplish? 2) Take stock of the specific expertise they bring to the table. You might not realize that your DEI consultant also advises on strategic planning, and also provides executive coaching. Your legal advisor may also have expertise in HR compliance issues. Your fund development consultant might also have extensive community engagement knowledge. What you were looking for in 5 different people might actually be best served by 1 or 2. 3) You, as the client, hold the continuous thread. Make sure that you are weaving the conversations together and connecting dots as much as possible. Rather than holding 5 separate conversations, how can you thread them together such that they're best serving your intended outcomes? I'd also say, don't hesitate to ask them to meet together with you. Sure, it's not quite standard practice to do so, but why not? We ask our internal teams to collaborate. You're the client -- ask your external thought partners to collaborate, to the extent they can, too (budget for some extra meeting time). 4) Last, though not in this order, make sure that you're clear on your values and approach to the work and that each of your thought partners are aligned. I can't tell you how frustrating (and confusing) it is to be a people-centered strategist giving advice around elevating employee voice, where the client is getting opposite advice from another consultant who says to keep information tight to the chest. Decide the philosophical approach you want for your organization and hire your consultants (just like you do your staff) accordingly. Bonus Tip: Please interview your consultants. I've been surprised how many clients rush to contract without truly interviewing a consultant they way you do your internal team members. They're going to be just as critical a thought partner to you. Make sure you're confident with who you're partnering with. In service of organizations, #peoplefirst

Ensure all voices are heard by leaning into CURIOSITY! Designing inclusive working sessions can start by inviting questions from EVERYONE- for example, the technique below honors introverted voices and fosters diverse perspectives. Try out some of these practical techniques below in your next meeting or collaboration session… Quiet Reflection Time:  ↳ Create an environment where everyone feels comfortable sharing their thoughts. Structured Brainstorming Sessions:  ↳ Ensure each participant has designated speaking time to reduce pressure. Rotating Facilitators:  ↳ Vary leadership styles and ensure diverse voices are heard throughout discussions. One-on-One Discussions or Smaller Group Settings:  ↳ Provide intimate settings where introverts can freely express their ideas. Techniques like this create an environment where everyone feels comfortable sharing their thoughts. This approach isn't just about diversity. It's about harnessing the power of all perspectives. Together, we can foster environments where every voice contributes to success. Let's ensure that every team member feels empowered to bring their best to the table.

Last week I mentioned implementing programs like "Food for Thought" to encourage brainstorming and outside-the-box thinking, as it relates to creating a culture of communication and feedback. Before the pandemic, I used to bring in breakfast, lunch or an afternoon snack and call the meeting Food for Thought where I would get feedback from the team on what is going well and what are the opportunities for improvement. Here are some ideas to incorporate this in a #hybridworkforce: ✅ Virtual Coffee Chats: Schedule virtual coffee sessions where team members can gather online and have casual conversations. This informal setting encourages open discussions and allows for sharing ideas and feedback. ✅ Collaborative Document Sharing/ Online Idea Forums: Utilize collaborative document-sharing tools such as Google Docs or Microsoft Teams to encourage real-time collaboration. Team members can contribute their ideas, provide feedback, and collectively work on projects or problem-solving tasks. ✅ Virtual Brainstorming Sessions: Conduct virtual brainstorming sessions using video conferencing tools. Facilitate interactive discussions where team members can share their ideas and engage in creative problem-solving exercises. ✅ Surveys and Polls: Use online survey tools to gather feedback from team members on specific topics or projects. Surveys can be anonymous to ensure open and honest responses, and the results can be shared and discussed during team meetings. ✅ Virtual Team Building Activities: Organize virtual team-building activities that encourage collaboration, creativity, and problem-solving. These activities can include virtual escape rooms, online trivia games, or team challenges that promote communication and thinking outside the box. Remember, the key is to provide opportunities for active participation and engagement, regardless of the physical location of team members. By embracing technology and fostering a culture of open communication, you can create a collaborative environment conducive to generating new ideas and seeking feedback. Which idea do you like the most? #hybridsales #communication #culture #hybridwork

In an ever-evolving corporate landscape, it's not just technical acumen that leads to success – it's the ability to communicate, collaborate, and connect on a deeply human level. Many of the world's most successful executives understand this nuance, and I want to share with you two game-changing methods to hone these essential soft skills within your team: role playing and strategically-matched group activities. 1. Role Playing: This isn't just child's play. Role-playing pushes individuals out of their comfort zones, allowing them to experiment with various communication styles, responses, and approaches. According to the Association for Talent Development (ATD), role-playing is an experiential learning method that can improve interpersonal competencies by over 42%. When team members walk in another's shoes, they not only grasp new perspectives but also sharpen their empathy and adaptability – two cornerstones of influential leadership. 2. Group Activities with Diverse Pairings: Here’s where the magic happens. Purposefully matching team members with different work styles, communication nuances, and personalities is akin to combining unique ingredients to produce a gourmet dish. A study from MIT’s Human Dynamics Laboratory revealed that teams with diverse communication styles outperformed homogenous groups by nearly 35%. By fostering dialogues and interactions between contrasting team members, we organically cultivate an environment where soft skills like patience, understanding, and conflict resolution thrive. By actively engaging in real-time experiences that challenge and stretch interpersonal dynamics, soft skills become not just theoretical concepts but lived experiences. These exercises empower individuals to transform from mere professionals into true leaders, visionaries who inspire change and motivate growth. Dive into these methods, champion them, and watch as your team evolves, becoming not just more cohesive but monumentally more influential. Let the journey to mastery begin!

How I create a sense of teamwork... Success is a collective effort, not the result of one individual. Here are tips for supportive teams! 🚀 Create a shared vision and goals • What is the team working towards? • What is the motivation to put in 100%? When each person understands how critical their actions and ideas are, they become much more engaged and eager to work towards a shared objective. But don't assume that the team recognizes how critical a role they play. Communicate repeatedly how they contribute, the benefits of their contribution, and the end results. 🚀 Foster a culture of communication • Does the team ask each other questions? • How often does the team seek input? For teams to work together, they need to communicate often and with clarity. Feedback, questions, and advice needs to flow up, down, and around the team hierarchy. Employ tools for communication and promote transparency. For example, meetings and processes exist in a shared wiki. Slack provides asynchronous communication. Standups, team meetings, and opportunities to brainstorm together are a regular part of daily, weekly, and monthly schedules. 🚀 Provide the chance for collaboration • Who owns tasks or projects? • Are resources shared? Siloed information can exist within a team. For example, person A has created spreadsheets that would benefit everyone, but they aren't shared. Or person B is pulling out their hair with new and unfamiliar software, even though person C is an expert. Create opportunities for each person to share resources, assistance, and ideas. 🚀 Address bullying, microaggressions, and conflict • Who never volunteers ideas in meetings? Why? • Does the atmosphere ever shift for the worse? Let's hope that a person misspeaks rather than intentionally belittles a team member. "You didn't know that?!" is a favorite example of an unintentional putdown. It signals that everyone else knows the information, just not the person. In short, it means: "Are you stupid?!" Address any problems as soon as possible, if not immediately. When people don't feel safe volunteering ideas, they will not readily work as a team. PS. What do you do to foster teamwork? 🔔 Follow Chris Cotter for more on #leadership.

Listen and You Shall Receive (5 Powerful Techniques) Most leaders think they communicate well, but a 2019 Gallup study found that only 13% of employees agree. Imagine how much collaboration suffers when teams feel unheard. Effective communication isn’t just about balancing listening and speaking — it’s about prioritizing listening over speaking. Here are five powerful techniques to help you build collaboration: 1.) Speak Last Let your team share their ideas in a meeting before you offer yours. Leading with your perspective can lead the team to simply agree or, worse, disengage from the discussion. 2.) Lead with Questions Great leaders know they don’t have all the answers. Start meetings by asking questions that encourage open dialogue and spark creativity. 3.) Show Appreciation for Input Acknowledge each contribution, even if you don’t end up using every idea. When people feel valued, they’ll be more willing to share, which ultimately benefits the whole team. 4.) Listen to Listen, Not to Speak Engage fully in what each person says, without interrupting or thinking ahead to your response. Active listening shows respect and can lead to deeper insights. 5.) Stay Open to Changing Your Mind You’ll have ideas, but your teammates will likely have better ones. Embrace their contributions, even if the credit doesn’t come back to you. — Which one of these techniques do you agree or disagree with? Share your thoughts.

The truth about workplace collaboration: Guesswork doesn’t build trust. Most professionals: • Avoid asking for help, fearing they’ll seem weak. • Over-explain their struggles instead of framing a solution. • Assume they need to handle everything alone. After years of navigating workplace dynamics (and a few missteps), here’s what actually works: 1. Phrase it as a win for the team. Example: “This project has a lot of moving parts. Can we tag-team this part to wrap it up faster?” This reframes the ask as a shared goal. 2. Shift your wording for clarity. Instead of “I can’t do this alone,” try, “Here’s how we can make this smoother together.” Subtle, but powerful. 3. Focus on collaboration, not obligation. By asking for input or assistance, you create opportunities for mutual growth and trust. Clearer communication builds stronger teamwork. • You gain support without feeling guilty. • Better outcomes for projects and relationships alike. Advocating for your needs isn’t selfish—it’s smart. Your success at work should never rely on struggling in silence. What’s your #1 tip for encouraging collaboration at work? ------------------------- ♻️ Repost to normalize asking for help and building stronger teams. ➕ Follow me, Tyler Mitchell, for strategies on thriving at work.