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NURTURING COLLABORATION: A CLO’S GUIDE TO OPENNESS AND CANDOR

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As a chief learning officer, if you want to foster cross-departmental
collaboration and teamwork, you must build and nurture a safe, transparent
culture in which information can flow freely.


BY ARMIDA MARKAROVA

MARCH 24, 2023

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For collaboration to flourish in a workplace, employees need a judgment-free
environment that welcomes both hard questions and bold solutions. As a chief
learning officer, if you want to foster cross-departmental collaboration and
teamwork, you must build and nurture a safe, transparent culture in which
information can flow freely.

In this article, I will focus on the fear of being honest. CLOs who not only
encourage openness and honesty as part of their organizational culture, but also
model and embody transparency themselves, will find that collaboration comes
more naturally to their workforce. 

Your to-do list

Here are five ways to encourage open, healthy communications throughout your
organization as a CLO. With these in place, collaboration will naturally follow.

Create a sense of psychological safety. This is a belief that there are no
“silly” ideas or questions. Your team needs to be able to bring up ideas,
questions, concerns or mistakes. Keep in mind: This will take time! Modeling
this from the top-down is the best strategy. If an employee sees their manager
or department leader speaking freely, they’ll know they can too.

Build effective systems for constructive feedback. Teach both managers and
employees to frame feedback in a way that’s specific and issue-focused. Using a
peer-to-peer survey will offer your team practice in both giving and receiving
constructive feedback that benefits both parties. 

Offer experiences that cultivate empathy. Allow time for your team to
periodically shadow each other so they can get a sense of their co-worker’s
day-to-day responsibilities and challenges. This will break down invisible
workplace barriers, allowing team members to be more honest and real when and
where it counts.

Guide employees through conflict. If an employee often comes to you for
intervention, use this opportunity to mentor them through the situation, rather
than solving it for them by talking to their managers. Give them conversation
prompts, suggestions on how or when to approach the team member and give them
praise when they handle it on their own.

Reward failure and smart risks. To bolster your organization’s culture of
psychological safety, make it a point to celebrate failures when something was
learned from it. Give kudos to a team member who took a leap and made it work.

Your next executive team discussion points

The next time you get together, talk about your team’s level of psychological
safety:  What are your areas of strength? Your areas of weakness? Which of the
items on the to-do list would have the most immediate impact on team culture?


ARMIDA MARKAROVA

Armida Markarova is the chief learning officer at CareerBloom. She is a
strategic management consultant, employee engagement expert and a certified
conflict analyses and resolution mediator who has partnered with companies, CEOs
and their executives on organizational solutions to promote operational
excellence and employee engagement.
To comment, email:  editor@chieflearningofficer.com.



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