by pam | Sep 26, 2024 | Collaboration, Feminine Leadership, Healthy Organizations, Leadership, Women in Business
What is a culture of collaboration and why is it important today? I share my thoughts on this in a recent post – https://pamela-thompson.com/is-it-time-to-create-cultures-of-collaboration/
What do I mean by collaboration?
I am particularly drawn to Barbara Gray’s definition: “a process through which parties who see different aspects of a problem constructively explore their differences and search for solutions that go beyond their own limited vision of what is possible”[1] (Gray, 1989, p. 5). Gray likens collaboration to a kaleidoscope in which the multiple stakeholders are the colored pieces of glass within a kaleidoscope that when turned may be likened to the outcome of a successful collaboration in which the whole is greater than the sum of the parts.
How can you as a leader nurture and support intra-organizational collaboration (i.e. collaboration within one organization?) [2]
- Believe in the power of collaboration and that two, three, or more heads are better than one. I recall when I co-chaired a national strategy in the late 1980s/early 1990s for a federal government department, how much I looked forward to and enjoyed our face-to-face meetings. I experienced the synergy that was created when representatives from diverse organizations and cultures got together, created a common vision, strategy and a plan for moving forward. That was when I realized the power of collaboration and “how a number of heads are better than one.”
- Commit to collaboration organizationally (e.g. make it one of your core values). Here’s a value from an organization I facilitated the strategic plan with. Partnership and Collaboration – We believe in the meaningful engagement of a wide range of stakeholders. We see our role as facilitators of multilevel, interdisciplinary and intersectoral cooperation and collaboration.
- Follow a tried-and-true process to develop and implement collaboration; (hiring a skilled, neutral outside consultant to facilitate the process is helpful, particularly if a project is complex and strategic). This includes creating a shared vision for the project, clarifying the purpose, goals, roles, accountabilities, timelines and some indicators for measuring success along the way. It is also important to trust the process.
- Identify the skill sets needed for a particular project and then recruit representatives from various areas/departments/divisions from across the organization to be part of this cross-functional and multi-disciplinary project team. Diversity of expertise, experience, and perspective is a key ingredient for successful collaboration.[3]
- Clarify for all participants how this project fits into the strategic plan for the organization. While working in Afghanistan and assisting the Ministry of Public Health to develop their first strategic plan, I also assisted them to revise their operational planning process and templates so that each department/division identified how their projects and various activities fit into the larger strategic plan (by strategic direction), as part of their quarterly and annual work-planning. This proved helpful for people at all levels within the organization and made them feel that they were part of something greater than themselves.
- Encourage learning and documenting lessons along the way. I’ve found it useful to have regular points within a project (e.g. bi-annually or annually) when the team identifies and documents through a facilitated process what is working well/ what is not/their concerns? And what suggestions can be offered to address the concerns? Make it clear to folks that it is okay to share concerns and to make mistakes and learn from them.
- Encourage and support creativity and “out of the box” thinking. Making it clear that it is okay to make mistakes and learn from them facilitates creativity and innovation.
- Create a high-level team for the collaborative project to report to (e.g. annually), and reward team members for a job well done.
- Encourage the lessons learned from each collaborative project to be shared with others within the organization so each project builds on the other, rather than “reinventing the wheel.”
I welcome your thoughts and questions on this article.
[1] Gray, Barbara. Collaborating: Finding Common Ground for Multiparty Problems. San Francisco: Jossey-Bass, 1989.
[2] Note that these strategies also work for inter-organizational collaboration (i.e. between different organizations)
[3] Savage, David. Breakthrough to Yes – Unlocking the Possible within a Culture of Collaboration. Boise: Elevate Publishing, 2016.
by pam | Aug 27, 2024 | Feminine Leadership, Healthy Organizations, LeadinginUncertainTimes, Preventing Burnout, Women in Business
Now, more than ever, we need to create and nurture cultures of collaboration within our organizations and communities. The complex issues we are facing today such as climate change and systemic racism require multiple “heads” and diverse perspectives “around the table” to generate creative solutions.
In the past few years, more and more influential women are coming out publicly and acknowledging that they have burnt out. An example is Jacinda Ardern, the former Prime Minister of New Zealand who in January 2023, announced “I no longer have enough in the tank to do the job”, and declared that was why she was stepping down.
It is being acknowledged more widely that the traditional ways of doing business and being successful; of driving and striving, valuing competition over collaboration, and leading from our heads and egos rather than from our hearts, are no longer sustainable. Arianna Huffington, co-founder of the Huffington Post and founder and CEO of Thrive Global, has shared her story of collapsing from overwork and why she created Thrive Global. It was as a result of her experience of “working day and night” and the negative impact it had, and her desire to share that there is a healthier way to be “successful”.
In more than three decades of facilitating multi-stakeholder consultation processes and strategic plans, co-creating projects, managing large international projects, and founding and running a national not-for-profit, I have experienced the amazing power of working collaboratively and the rich solutions that result when people from different backgrounds and cultures work together toward a common goal. I have also experienced the negative impacts that can result from focusing on competition.
What is the difference between a culture of competition and one of collaboration?
A Culture of Competition
Looks like:
- Individuals are rewarded, rather than teams, for their performance
- Everything is urgent; priorities are unclear
- Organizational values are not clear or not “followed”
- Unclear vision; people do not see how they “fit in” or contribute to the organization
- Senior management makes decisions with little or no consultation with other levels of the organization
- Planning is “top down”
- Leaders tend to hire folks like themselves
- People criticized for deviating from the organizational norms and for their “failures”
- Unclear expectations about where work ends, and personal/family life begins
- Managers expect people to respond to emails and/or text messages evenings and weekends
- People consistently work more than 50 hours/week
Results in:
- Reduced employee engagement
- Reduced productivity
- Little if any innovation
- Reduced morale
- Extreme stress leading to Increased rates of absenteeism and sick leave … and in extreme cases burnout, chronic illnesses and what the Japanese call “karoshi” or death from overwork
- Increased conflict among employees and managers
- Stress on families and relationships …
- A reduced “bottom line”
Whereas,
A Culture of Collaboration
Looks like:
- Teams are rewarded for their performance
- Priorities are clear to everyone in the organization
- Organizational values are clear and people “walk the talk”
- The vision of the organization is clear, and people see how they “fit into” or contribute to the organization
- Senior management believes in and involves those closest to an issue to be part of the process to generate solutions to address it
- Planning is participatory
- Leaders are aware of their strengths as well as their weaknesses and hire a variety of people to complement their strengths and address their weaknesses
- People feel safe in the environment and are encouraged to voice their concerns and suggestions
- Leaders set clear expectations and model work-life balance (e.g. do not expect their direct reports to respond to emails and/or text messages on evenings and weekends)
- People are not expected to work more than a forty-hour week unless there is a critical issue or proposal, for example, that needs to be addressed/finalized
- Feminine leadership qualities such as: collaboration, inclusiveness, intuition, emotional intelligence and creativity are valued and modelled by those in leadership positions
Results in:
- Enhanced employee engagement
- Increased productivity
- Enhanced creativity and innovation
- Improved morale
- Enhanced health and well-being of employees
- Reduced tension and conflict
- An enhanced “bottom line”
I invite you to “weigh in” on whether you think it is time to value, create and nurture more cultures of collaboration and why.
Stay tuned for future posts on creating cultures of collaboration.
by pam | Nov 6, 2023 | Celebrating, Feminine Leadership, LeadinginUncertainTimes
When was the last time you truly rewarded yourself for a job well done? In my former life of driving and striving, I would complete something on my list, check it off and get on with the next thing. I didn’t take time to celebrate.
Recently I handed over the leadership of a national non-profit I founded about three years ago to two extremely capable women. I feel so blessed that they said yes to taking over the reins. Founding and running a non-profit is similar, to starting up and running a business. You need to generate revenue, identify who you are serving and provide them with products and services that meet their needs. As a leader, it is important to create a team that works well together and inspire them with your vision and mission.
When I founded Female Wave of Change Canada – https://fwoccanada.com on December 7, 2020, it was part of a commitment to the global body Female Wave of Change – https://femalewaveofchange.com to create a legal entity to build the community and grow the movement across Canada. We believe that feminine leadership holds the key to creating a better world; a more conscious, equitable, just, sustainable, and peaceful one. From the outset when Ingun Bol, the founder, invited me to be Ambassador for Canada of Female Wave of Change, I felt the passion and alignment to their philosophy and values. The fact that Ingun did not provide a model of how the community “should” be grown was another thing that attracted me. The opportunity to create something new and inspire others to believe in our mission and vision and truly model the attributes of a feminine leader appealed to me. Such attributes include: authenticity, inclusiveness, collaborative, emotionally intelligent … (explained in more detail here: https://pamela-thompson.com/why-feminine-leadership-holds-the-key-to-creating-a-world-that-works-for-everyone)
In this constantly changing and uncertain world we live in, how many of us take the time to really listen to what our heart and gut are telling us? Perhaps that is one of the benefits of aging. When we are younger, we may set goals and pursue careers based on what others are telling us we’re good at. As we age and hopefully become wiser, we really don’t care much about what others think and gain more clarity about what will truly bring us joy.
I knew more than six months before I mentioned to my Board that I needed to hand over the leadership and that my passion was starting to wane. My heart and gut were telling me that it was important to open up some more space to be creative; to write that next book, to start painting, to be open to other possibilities, whatever they might be. For awhile, I was afraid to announce to the Board my intention. However, when I said in early May of this year that by the end of September, I wanted to hand over the reins, I was extremely clear. I had also considered that if no one came forward that I would have to potentially shut down an organization that I had poured my “heart and soul” into. Having that clarity, I believe assisted me and the Board to decide on a Co-Chair model with two women leaders sharing the responsibility of moving the organization forward with the support of others on the Board. It is also a beautiful way to model collaboration, one of the attributes of a feminine leader.
I’m proud to say that we have a strong committed Board and a core of paid members who attend our monthly virtual gatherings with featured guests on a regular basis. We have also co-created a “Mother Earth Ambassador Program”; an experiential outdoor education program for girls ages 9 to 12 that teaches them about Mother Earth, the Mother Tree, and how to become Mother Earth Ambassadors in their homes, schools and communities. More details here: https://pamela-thompson.com/how-mother-nature-the-mother-tree-and-feminine-leadership-intersect-a-unique-program-empowering-leaders-of-the-future/. The first cohort of the program is happening in Metchosin, BC on Vancouver Island and is scheduled to finish in early December. We are currently seeking partners to implement this program across Canada and beyond. Feel free to reach out if you and your organization is interested in that possibility by emailing me directly at pamela@femalewaveofchange.com.
If interested in learning more about Female Wave of Change Canada I invite you to explore our website: https://fwoccanada.com and register to attend one of our virtual monthly gatherings that typically happen the third Wednesday of every month from 4:30 to 6 pm Pacific/7:30 to 9 pm Eastern.
So, how did I reward myself? I planned a three-week vacation in Portugal and invited a dear friend to join me. We had a blast! How will you reward yourself and celebrate your next achievement?
I welcome your thoughts and comments below.
by pam | Jun 13, 2023 | Benefits of being in nature, Collaboration, Feminine Leadership, Health & Wellbeing
It was about six weeks into the pandemic; a scary and uncertain time. Then came the news of air pollution levels over China drastically decreasing and dolphins returning to swim in the canals of Venice! Two powerful indicators of nature showing us how she can heal herself and ways we can contribute to healing the planet.
I’ve been interested in nature since a child and feel blessed to now live 10 minutes’ walk from the ocean and about 10 minutes from a beautiful park. That said I’ve never studied much about the environment, sustainability, or regenerative agriculture until recently. These powerful examples from nature encouraged me to want to learn more and find out how I could contribute to improving the health of the planet.
I run a national, member-based non-profit Female Wave of Change Canada. We are part of a global social movement, Female Wave of Change , now in over 40 countries around the globe. We believe feminine leadership holds the key to creating a better world; a more conscious, equitable, just, sustainable, and peaceful one. We work in five pillar areas: education, environment, economy, health, and humanity. Inspired by these two powerful examples from nature, I put a call out to members in late June of 2021 to invite them to be part of a team to co-create a project related to the environment. The caveat was they needed to have an interest in and/or be passionate about the environment. They didn’t need to be a subject matter expert and if they were that was a bonus. Five members responded to the “call”, one being a subject matter expert. In less than six months via zoom, we co-created the Mother Earth Ambassador Program[1], an experiential, outdoor education program to teach girls ages 9 to 12 about Mother Earth, the Mother Tree, and how to become Ambassadors for Mother Earth in their homes, schools, and communities.
We reviewed a number of articles and books, as well as videos and programs on nature, the environment, and sustainability and decided to focus on the forest. We were strongly influenced by the work of Suzanne Simard, a forest ecologist at the University of British Columbia and her research on the Mother Tree. She discovered that there are hub trees in the forest and called them Mother Trees as they display many characteristics of nurturing mothers such as when a tree is experiencing unhealthy conditions such as insufficient nutrients, the Mother Tree communicates through the mycorrhizal fungi in the soil to other trees to support young and unhealthy trees even if they are of another species. The Mother Tree exhibits qualities of feminine leadership our organization promotes such as inclusiveness, collaboration, and creativity to name a few.
Girls aged 9 to 12 are the leaders of the future and teaching them about the Mother Tree, Mother Nature and how to become Ambassadors strengthens their confidence to make wise choices during a pivotal time in their lives. During the program, each girl develops a personalized action plan to create positive change for the earth in her home, school and/or community.
We are currently accepting applications for a cohort of eight girls starting in Metchosin on Vancouver Island on September 23 running for eight Saturdays until November 18. The program is being facilitated by Sarah Wade a certified elementary and middle school teacher with much experience teaching outdoor education including living and working with indigenous elders and youth in Nunavut.
We have a big vision for the program. We plan to develop partnerships with organizations who serve girls ages 9 to 12 to deliver the program across Canada and beyond. To support this vision, we need funds to create a train-the-trainer program that will augment the detailed facilitator’s guide and overall program design we developed with the support of a gifted curriculum development consultant Tiana Fech.
If this program “strikes a chord” with you, there are three ways you may support it:
- Share the program details with families you know with girls aged 9 to 12 who live in the Greater Victoria, BC area who you think might be a good fit, and encourage them to consider applying – https://fwoccanada.com/mother-earth-ambassador-program/
- Donate or become a sponsor for the program (Note that we receive no funds from the parent organization and all of our programs and initiatives are supported by memberships, donations, and sponsors) – https://fwoccanada.com/donate/
- Contact info@fwoccanada.com if you are aware of or belong to an organization who would be interested in learning more about delivering this program in your/their community.
[1] I would like to acknowledge Dave Best, CEO, Vanilla Blossom (sponsor), Tiana Fech, those members of FWOCC who donated to the initiative and the 5 members of the team who “birthed” the Mother Earth Ambassador Program with me: Rita Fromholt, Laureen Card, Donna Fairhurst, Charmaine Hammond, and Carolyn Pisani.
by pam | Oct 1, 2022 | Coping with Change, Feminine Leadership, Health & Wellbeing, Self-Care
About four years ago a friend told me about a weekend training which was the “way in” to being part of a new Women’s Circle that was forming locally. Being curious and relatively new to the area, I thought this might be a way to make new women friends. I eagerly signed up and on entering the room felt welcome and in the company of like-minded women. The facilitator began the workshop by creating a safe space for us all; one of confidentiality and respect.
At the end of the weekend, we were asked if we wanted for form a new Circle and I jumped in without hesitation. Little did I know the journey I was about to embark on!
After being part of a Women’s Circle I am a changed person. I now am more in touch with my feelings and have learned to trust my intuition and share my thoughts with others in the Circle and beyond. I have experienced each woman growing, stepping into who she is, and creating the life she desires from the inside-out. We have supported several women through separation and divorce, one has retired, and another is contemplating retirement. Women have tapped into their creativity. One is composing music and has started playing regularly at a spiritual center. Another is drawing beautiful mandalas and has recently been asked what price she would ask for them. We now plan social events from time to time to share playful and fun times together. I look forward to our bi-weekly meetings and being in a circle of women who truly love and respect me; women who I know will always share their truths and perspectives if I ask.
Jean Shinoda Bolen in her book The Millionth Circle – How to Change Ourselves and The World, beautifully articulates the power of a Women’s Circle and how to create and maintain one. Dr. Bolen “provides tools and inspiration for women to create new circles or deepen and transform existing circles into vehicles of societal and psychospiritual change.”
Based on my own experience I decided the context for my new book The Exploits of Minerva would be a Woman’s Circle with six women who have been supporting one another in a Circle for more than two decades through a variety of life transitions. Stay tuned for the launch coming soon!
I encourage you to check out Dr. Bolen’s book and google Women’s Circles if you’re interested in learning more. If you have experienced the power of a Women’s Circle, I invite you to share your thoughts in the comments below.
by pam | Sep 19, 2021 | Conscious Living, Creative Living, Feminine Leadership, Leadership, Women in Business
It’s interesting when I reflect on how I used to act and feel in the workplace. I learned from a young age that it was important to separate my work life from my personal life. In doing so I could protect myself, and in the workplace I would only share the parts of myself that I felt were valued. For example, my ability to write, to facilitate, to work collaboratively with others.
I recall when launching my coaching business in 2009, after 10.5 years of doing management consulting, how I felt like I could only share my new business with certain clients. Others I thought would think I was going “woo woo”. After researching and writing program and policy documents in the health field, designing and facilitating multistakeholder and consultative processes, and doing qualitative studies, I launched the Creative Healing Center, a virtual center, where we coached people through various life transitions and integrated this with creativity, eastern psychology, the health-promoting and healing benefits of the arts, and alternative modalities. At that time, I felt like I was trying to balance on two Swiss balls and was being challenged to do so. I felt that my logical left brain that I had been operating from for so long, (or so I thought), was now being challenged by my creative and empathic right brain.
Recently in chatting with a Diversity and Inclusion consultant, biracial friend and colleague, she spoke about “code-switching”[1] and how women of color typically show up differently at work compared to with friends and at home. They do this because they feel and understand, based on experience, that if they bring their whole selves to work, they will not be valued, respected or promoted.
It made me reflect on which environments I felt most comfortable bringing my whole self to work in. Curiously it was in cross-cultural situations where I was working internationally with teams from countries such as Pakistan, Colombia, Nigeria, and Afghanistan; with people from cultures other than my own, that I brought my whole self to work. Curious isn’t it? Perhaps I had internalized from a young age that it was better to only share parts of myself in the North American work environment; and not to acknowledge my intuition and creativity?
How about you? Do you bring your whole self to work? What environments facilitate that? Which ones prevent you from sharing your whole self and why? I welcome your thoughts and comments below.
[1] https://www.psychologytoday.com/us/blog/achieving-health-equity/202012/what-is-code-switching