In the library world, conflict is avoided more than it is embraced. I have noticed that when faced with a situation in which you would like to verbally disagree with a colleague over an idea or plan, most people stay silent. This response only leads to stagnant innovation. Collaboration is hard. Overcoming this difficulty happens when a team can establish a trust-filled, safe environment where everyone on the team has a voice, great things happen.
Author Liane Davey, an expert on teams in the workplace, writes:
Collaboration is crumpling under the weight of our expectations. What should be a messy back-and-forth process far too often falls victim to our desire to keep things harmonious and efficient. Collaboration’s promise of greater innovation and better risk mitigation can go unfulfilled because of cultural norms that say everyone should be in agreement, be supportive, and smile all the time. The common version of collaboration is desperately in need of a little more conflict.
Davey goes on to explain ways in which teams can develop ways to make collaboration and conflict. Her methods include:
- Discussing team roles before the team tackles a new idea.
- Use a personality assessment tool to highlight team members differences.
- Set ground rules around dissension.
I encourage you to read more about each of these methods here. Teams that contain members that trust one another, understand the personalities at play and have established the guidelines for engagement will not only realize that collaboration is not that hard but also more innovation than you can manage.