In a recent blog, I defined collaboration as mutual responsibility. A key element of this definition is the idea of being responsible for results without the “illusion of control.” I cannot compel others to commit or perform, but I can ask directly for their commitments, reinforce effective performance, and engage and manage any performance that is off-track. This idea may seem self-evident, but you couldn’t tell by observing the everyday conversations in most organizations. From direct observations, data collection I’ve done, and anecdotes I’ve heard, such conversations are avoided more frequently than engaged. And, if people ever do engage, it’s typically when they can no longer avoid it, so the […]
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