By the end of the project, Infinite Lambda’s teams developed a shared understanding of the collaborative culture they wanted to build. Defining it together made everyone feel personally responsible for co-creating it.
The collaboration workshops gave them a common language and common knowledge, and people started to use them when giving feedback or sharing ideas in meetings. Basic Radical Collaboration concepts like ‘Green Zone’, ‘Red Zone’ and defensiveness got baked into their everyday lives, which improved the quality of their feedback and communication.
The management team benefitted from the project as well. The Collaborative Climate Skills Survey helped them understand the level of collaboration within the organization. Thanks to the pre-workshop interviews, I could share specific examples and stories about what the numbers in the survey meant and how certain issues showed up in their everyday operations.
This helped them look at their organization through the eyes of their people. Their insider knowledge and my external perspective made it possible for them to identify the most important development areas to focus on, and also things they wanted to do differently as leaders.
We gathered all issues and insights that came up during the interviews and the workshops into a document they can always refer back to when making decisions and designing new development programs.
Based on this document, we could start working on specific practices and action steps that will complement the skill building workshops in creating and upholding the culture they envisioned for their company.