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This is the second part of a series examining the application of Peter Hawkins 5 Components of Teams. In each of the articles, I will look at each of the following.
• Commission: Why are we here and who cares?
• Clarifying: So what exactly is this team? …
• Co-creation: How are we going to work together to make this happen?
• Connecting: Spreading enthusiasm and message beyond the island of the team.
• Core Learning: How doe we grow and learn collectively?
Part 3: Co-Creation – How Are We Going to Work Together?
In Peter Hawkins’ model of systemic team coaching, Co-creation is about how teams collaborate and engage with one another to achieve their shared goals. It goes beyond merely defining roles and responsibilities (Clarifying) and dives into the deeper, relational aspects of working together. How teams engage with one another, resolve conflict, and leverage each other’s strengths ultimately determines the team’s success.
Understanding Co-Creation
Co-creation is the heart of teamwork. It’s about creating an environment where team members are actively involved in building the processes, culture, and methods that guide their collective effort. This means that everyone participates in shaping how the team operates, shares feedback, and problem-solves. Co-creation fosters buy-in, accountability, and innovation, as it leverages the diversity of thought within the group.
Tools & Reflections for Effective Co-Creation
1. Johari Window
The Johari Window is a powerful tool for encouraging self-awareness and open communication within teams. By helping team members share personal insights about their strengths, weaknesses, and work styles, this tool fosters openness and trust. The more team members share and disclose, the more mutual understanding and empathy can be developed, leading to deeper collaboration.
2. Patrick Lencioni’s 5 Behaviors of a Cohesive Team
In his book *The Five Dysfunctions of a Team*, Patrick Lencioni identifies five essential behaviors that teams must master: trust, conflict resolution, commitment, accountability, and a focus on results. Using this framework allows teams to not only improve collaboration but also address common obstacles like mistrust, unresolved conflicts, and lack of accountability. It’s a valuable roadmap for creating high-functioning, cohesive teams.
3. Psychological Safety Tools
Building psychological safety is critical to fostering co-creation. Psychological safety ensures that team members feel comfortable speaking up, sharing ideas, and making mistakes without fear of judgment or punishment. Tools like Amy Edmondson’s Psychological Safety Survey or feedback circles can help assess and improve psychological safety within teams, ensuring everyone feels heard and valued.
4. Appreciative Inquiry
Appreciative Inquiry (AI) is a strengths-based approach that encourages teams to focus on what’s working well rather than fixating on problems. AI promotes a culture of positive inquiry, where team members reflect on their successes and use them as a foundation for improvement. This mindset shift can be transformative, fostering a sense of shared ownership, optimism, and resilience within the team.
Challenges in Co-Creation
Despite the benefits of co-creation, teams often face significant challenges in making it work. Some of the key barriers include:
1. Psychological Safety
Many teams struggle with creating environments where vulnerability is safe. Without psychological safety, team members may hold back from sharing their true thoughts and ideas, leading to groupthink or disengagement. It’s crucial to create structures where open feedback and dialogue are the norms, and where differences of opinion are welcomed and respected.
Suggested Approach: Use regular feedback loops and anonymous surveys to give all team members a voice, especially those who may feel hesitant to speak up in open settings. Facilitated discussions on trust-building and conflict resolution can also encourage more open, productive communication.
2. Leader Overreach
Leaders who dominate discussions or micromanage can inadvertently stifle the co-creation process. When leaders control the conversation, team members may feel their input is undervalued or irrelevant, leading to disengagement.
Suggested Approach: Leaders should embrace a coaching leadership style, where they act as facilitators rather than directors. Using tools like the GROW Model (Goal, Reality, Options, Will) can help leaders guide discussions without taking over. Encourage shared leadership by rotating meeting facilitators to give all members a chance to lead.
3. Cross-Cultural Communication
In diverse teams, differences in communication styles, cultural norms, and values can make co-creation difficult. Team members from different cultural backgrounds may have varying expectations about hierarchy, conflict resolution, and decision-making processes.
Suggested Approach: Invest time in Cultural Intelligence (CQ) training to help team members become more aware of their own cultural biases and learn to navigate the differences in communication styles. Tools like DISC or Myers-Briggs personality assessments can also help uncover differences in work styles, leading to better understanding and collaboration.
Suggested Approaches to Enhance Co-Creation
Collaborative Frameworks: To foster co-creation, consider using collaborative frameworks like Design Thinking, where team members ideate and iterate solutions together. This approach encourages participation, creativity, and collective problem-solving.
Facilitated Group Sessions: Bringing in a facilitator can help navigate difficult discussions and mediate conflicts. Facilitators can guide teams through constructive debates and help ensure that all voices are heard, particularly during periods of high tension or uncertainty.
Regular Check-ins: Implement regular team retrospectives to review what’s working and what needs improvement. Retrospectives allow teams to reflect on their collaboration practices and adjust their methods as needed, ensuring continuous improvement.
Final Thoughts
Co-creation is an ongoing process that requires active participation, openness, and mutual respect. By leveraging tools like the Johari Window, Lencioni’s 5 Behaviors, and Appreciative Inquiry, teams can create a collaborative environment where everyone feels empowered to contribute. While challenges like psychological safety, leader overreach, and cross-cultural communication may arise, they can be mitigated with the right approaches and mindset.
When teams co-create, they become more than just a sum of their parts. They become dynamic, adaptable, and aligned with shared goals, paving the way for long-term success.
Stay tuned for Part 4 of this series, where we’ll explore Connecting: How to spread enthusiasm and your team’s message beyond the island of the team.
#leadership #teamwork #teamcoaching #peterhawkins #organizationaldevelopment #collaboration #psychologicalsafety #systemicteamcoaching #coaching
