collaboration on collaboration

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1 Collaborat ion on Collaborat ion November 4, 2009 +

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An introduction to collaboration concepts used at University of Chicago Booth School of Business Chicago alumni event at launch of effort to engage with collaboration

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Page 1: Collaboration on Collaboration

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Collaboration on CollaborationNovember 4, 2009 +

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Collaboration is about a common goal

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Our goal

• To open up a conversation about collaboration

• To see if there’s interest in pursuing some topics (or several topics) together

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Discussion groups

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We can think about many topics

Personal skill

The Boss

Group 1 Group 2 Group 3

Operational approach

Corporate strategy/definition

Group 3Group

2

Group 1

Group n

Inter-organizational approach

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Human element critical to collaboration

Usually what the designer has in mind

Often not thought about explicitly

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Collaboration process promises benefits

• Better solutions due to cognitive diversity

• More commitment to the results, because we were part of creating them

Diverse perspectives and expertise

Methods for:

•Integrating diverse views

•Managing the human elements

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Individual skills for collaboration

• Bilateral– Have a shared

goal (prerequisite)

– Right attitudes– Necessary skills

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Individual skills for collaboration

• Teams– Know and

enforce team basics

– Right attitudes

– Right skills

Picture by Allan Edwards, Flickr

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A way of working within organizations

• Cross functional collaboration to achieve a goal (Hansen)– What are the benefits?– What are the costs?

• “Large group processes”, e.g., Open Space

• Collaborative workspaces• Enterprise 2.0 ideas

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Ideas from Hansen

• Need to compare the value derived from collaboration against the cost

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Hansen’s pitfalls

• Wrong culture/wrong setup• Wrong barriers (maybe its not

collaboration that’s needed, but finding info)

• Over-collaborating• Expecting more synergies across

boundaries than are realistic• Underestimating the

costs/difficulties

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Barriers to collaboration (Hansen)

• Not invented here – people don’t want to reach out

• Hoarding – people don’t want to help

• Search – people not able to find what they are looking for (or who – DF)

• Transfer – people not able to work with people they don’t know well

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Solutions (Hansen)

• Unifying goal• Cultivate t-

shaped managers

• Build nimble networks

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Collaborative leadership (Hansen)

• Redefine success – from narrow agendas to bigger goals

• Involve others• Being

accountable – take responsibility (don’t blame others)

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Open Space

Source: Kevin Hayes, Flickr

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How Open Space works

Self-organizing collaboration

• Invited• Group

members generate questions that are basis for meetings

• Group members lead meetings (and may report out)

• New groups organized

Law of two feet (Personal Mobility)

• Identify issues

• Connect, mobilize and energize people

• Prioritize• Set action

steps• Launch of

circle of invitation to bring more people into the process

• If you’re not contributing or getting something, move somewhere else.

Principles• Whoever comes

are the right people

• Whenever it starts is the right time

• Whatever happens is the only thing that could have

• When it’s over, it’s over

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Enterprise 2.0

• Taking blogs, social networks, microblogging, wikis, GoogleDocs inside the organization on an easy platform– Tap information

people have– Tap social

relationships of people– Provide collaborative

workspaces

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Some interesting E 2.0 examples

• A – Space• IBM (Bowling Online)

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Some interesting questions

• Business only vs. social + business

• Focused on specific issues vs. wherever people take it

• Bonding vs. bridging vs. both

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90-10-1

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Examples of collective intelligence

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Malone’s questions collective intelligence

• Who?• What?• Why?• How?

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Who and how?

Create (who)

Decide (who, how)

Crowd Crowd by voting

Crowd Hierarchy

Crowd Crowd/individual about what to watch

Crowd Crowd by consensus

Crowd Hierarchy

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Why?

Money !!

Glory !!

Love !!

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What (and more on how)?

Independent Dependent

Create Collection (like YouTube or contests)

Collaboration (like Linux)

Group (bound) Individually

Decide •Voting•Consensus•Averaging•Prediction markets

•Markets•Social networks

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Collaboration guidelines

Source: Adapted from Trebor Scholz, The participatory challenge

Culture Develop trust and mutual respect

Goals Outline clear and attainable short-term and long-term goalsDefine needs/ self-interests well

Process Pay attention to scale (4-5 people is great)Get everybody involved in the processDevelop a clear process including self-reflexive loops Combine online with face-to-face to speed up the processStick to initially made commitmentsUse facilitators for larger groups

Attitude Take a dose of humilityDevelop a long-term viewLearn when to let go

Communication skills

Give reasons behind your thinkingBe concise, patient and persistentDevelop good listening skillsPut a stop to domineering interruptions and put-downsCommunicate frequently, clearly and openlyAcknowledge upcoming problems

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Next steps – Dinner !!

Source: Avlxyz, Jorge_11, Bev(sugarbloom cupcakes) on Flickr

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Rest of the evening

Dinner• Some structured

discussion• Chatting• Eating!!

After dinner• Structured

discussion• Information

assembly• Decisions on

next steps

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First 10 minutes – one on one

• Two rounds – one listening, one talking

• Different partners for each

• 5 minutes each

• What challenges do you face in your work/ or in your life?

• How could a group of people help you succeed with those challenges?

• What are the barriers to:– Assembling that group

of people?– Getting that group of

people to work with you well?

– Expanding that group of people?

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Next 20 minutes (or as long as you want)

• As you eat –– What aspects of collaboration are

most interesting to you to explore, to work on.

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Next steps… are up to us!!