Throughout my years as a product manager, the topic of collaboration frequently crossed my mind. I constantly questioned who I needed to involve in discussions, who was responsible for specific tasks, and who required information and when. I quickly learned that while all of these were an important part of being a product manager there was more to it than just communicating, collaborating, and getting the product to users. Before I could focus on the external needs of the customers I needed to prioritize the internal needs of my peers.
This involved creating a healthy collaborative culture that everyone felt like they belonged and were a part of something.
Responsibilities
Treating People Like They Belong
Ultimately, effective collaboration comes down to treating everyone as equal and valuable partners so that they feel a sense of belonging. This spans all roles - engineers, designers, stakeholders, customers, data scientists, researchers, ops teams, sales, support, marketing, legal, finance, and more. When each person genuinely feels like an integral member of the team working towards a shared mission, they become more motivated to contribute their unique skills and perspectives to drive that success.
On the other hand, if colleagues feel unimportant or ignored, they'll put their energy into groups that make them feel valued. By building a team culture that includes everyone and treats all members as important partners, product managers can create a strong collaborative spirit that can overcome any obstacle.
Here are some ways to treat people like valued partners in collaboration:
- Actively listen and seek to understand their perspectives rather than just pushing your own ideas
- Involve them in brainstorming sessions and decision making early in the product life cycle rather than only bringing them in to implement
- Express gratitude and recognize their contributions in front of other teammates
- Recognize the contributions of all team members when celebrating success
- Build 1:1 relationships by learning about their unique skills, passions, and career goals
- Validate emotions during high stress periods
- Ask for input evaluating tradeoffs
- Invite them to join the launch and celebratory festivities that follow.
- Always refer to the launch as 'our launch' instead of 'my launch'
If you observe that your 'partners' are often frustrated with your team, it could indicate that they don't feel treated as true partners. In such cases, it's important to pause and assess the reasons behind this sentiment. Consider where improvements can be made to encourage a more inclusive and respectful partnership.
Creating A Safe-To-Fail Culture
One of the most important factors in a high performance team is creating a safe-to-fail culture. In other words, an environment where team members aren't afraid of making mistakes. Allowing to create a culture where teams focus on learning from their actions so that they may become more effective at accomplishing future goals. This rallies behind innovation, growth and being able to push boundaries in a healthy way.
During pre-historic times (kidding😘) organizational cultures were dominated by a fear of failure. Employees worried that taking risks or trying new approaches could potentially cost them their jobs if initiatives fell short of expectations. As a result, people felt afraid to truly innovate in case they were criticized for not following established protocols or standard ways of operating. This climate bred low morale across teams, stalled innovation as few stepped outside the norm to pioneer fresh solutions, and cultivated cutthroat environments with minimal psychological safety.
When failure is not treated as an inherent aspect of growth, it severely inhibits an organization’s agility, innovation velocity, and ability to rally people around a unified purpose. By letting go of perfectionism and criticism companies can build psychologically safe environments where people feel empowered to take smart risks and learn from mistakes. This approach ultimately benefits the company, it's people, and it's customers.
Healthy Balance
Product managers can sometimes diminish the feeling of a safe-to-fail culture in our strive for perfection - we want flawless execution and universal satisfaction. However, this desire for perfection can sometimes lead to inadvertently making others feel inadequate, especially when things fall short of expectations. When tensions run high after a setback, it’s easier to default to what went wrong versus what went right. This can strain relationships and morale if team members feel that their contributions are undervalued compared to the flaws spotted.
To maintain a healthy balance and ensure a positive work environment, I consistently opt for bi-weekly check-ins with my staff and engineers. These sessions are crucial for assessing and nurturing our team culture, ensuring it aligns with our values and objectives. It also provides a platform for team members to voice their ideas and concerns, reinforcing a 'safe to fail' culture. This regular interaction helps to nurture an atmosphere of innovation and collaboration, where everyone feels supported and valued in their efforts to push boundaries and drive progress.
Peaceful Conflict Resolution
Conflict is a natural occurrence; it's unavoidable. The key lies in how you respond and address it to prevent the same issues from recurring and to stop conflicts from festering. Conflicts often arise due to varying goals, preferences, and differing approaches to problem-solving. Addressing these differences effectively is crucial for maintaining a harmonious and productive environment.
The following are a few ways to address conflicts when they arise:
Find Common Ground: Determine the points where you agree and work your way down.
Trust and Respect: Believe that others are capable and have positive motives.
Prompt Resolution: Address issues quickly
Constructive Communication: Focus on the solution instead of assigning blame or fault.
Learn from the Tough Ones
Engage with individuals who are known to be difficult or challenging in the workplace by inviting them to mentor you. This approach can be particularly effective in understanding their perspectives and working styles. By asking for their advice on how to approach various situations, you not only gain insight into their thought processes, but also show respect for their expertise and experience.
This gesture can help in breaking down barriers and building rapport. Over time, these individuals, who were once seen as edgy or hard to work with, can become valuable allies. They can provide unique viewpoints and guidance, contributing positively to your professional growth and the team's dynamic. This strategy not only enhances collaboration but also cultivates a more inclusive and understanding work environment.
Let's Grow
Team Bonding
Building a strong rapport with my teammates is something I deeply value. It not only adds a layer of fun and ease to our work dynamics, but also allows us to learn from and adapt to each other's personalities, especially when navigating cultural differences that might initially be overlooked. This foundation of friendliness, or even friendship, creates a buffer in our relationships, helping us navigate mistakes and misunderstandings with greater understanding and empathy.
In-Office
When colleagues work together in the same office, casual and informal interactions significantly help build relationships. They have the opportunity to grab lunch together, providing a relaxed setting to share personal experiences and interests outside of work. Afternoon coffee breaks also serve as a time for light-hearted conversations and a reprieve from the day's tasks.
These simple moments play a crucial role in building stronger connections among colleagues. They create a space for personal connections, encouraging team camaraderie and mutual understanding. Such interactions not only enhance the office atmosphere but also contribute to a more cohesive and dynamic team environment.
Remote
In remote working environments, there are still plenty of opportunities for team members to bond, despite the physical distance. One effective approach is to use the first few minutes of virtual meetings for personal catch-ups, asking colleagues about their weekends or recent experiences. Creating a dedicated chat channel for sharing memes and funny stories can add a touch of light-heartedness to the workday.
Additionally, hosting virtual happy hours or game nights can be a fun way for the team to socialize and relax together. And, to really strengthen these connections, planning quarterly offsite meetings where everyone meets in person can be a game-changer. These in-person gatherings allow for deeper interactions and help solidify the relationships formed online. Such approaches can help maintain a sense of closeness and team spirit, even when everyone is working from different locations.
Be Mindful of Team needs and lifestyles
When planning team events, it's important to consider the diverse needs and lifestyles of team members. Events scheduled after work hours might pose challenges for those with young children. Similarly, an offsite activity like hiking may not be suitable if some teammates have physical limitations. It's also crucial to think about details like t-shirt sizes for team events, ensuring that everyone feels included. Not paying attention to these aspects can unintentionally lead to feelings of exclusion, turning what's meant to be a morale-boosting activity into a negative experience for some.
Invest in long-term relationships
The colleagues you collaborate with now could become key connections in your future network. It's unpredictable where they might end up; they could be the founders of the next Amazon or Google. They will recall not just how you worked with them, but also your interactions with others and the lasting impact you had on your teammates and the products you lead. So it's important that before engaging in any conflict, consider the potential impact on your reputation and decide if it's truly worth the disagreement.
Personality Assessments
There are many methods for evaluating different personalities, each with its own advantages and drawbacks. It's true that no assessment can perfectly capture an individual's entire personality - that's something yet to be seen. However, personality assessments do hold value. At the very least, they prompt deeper reflection about our own traits and those of our teammates, helping us appreciate the diversity in how people think and behave.
Each test has its own strengths and weaknesses, and the best one for you will depend on your individual needs and goals. The one that I enjoyed and learned from the most was the Enneagram.
The Enneagram
The old adage—treating others as you would like to be treated—may not always be the best approach, as it presumes everyone desires the same treatment, which is not always true. We've all experienced times where our assumptions about others were incorrect. In a workplace setting, such mistaken assumptions can have significant consequences. Therefore, it's important to understand individual working styles. While various personality tests exist and none may provide the definitive answer, each offers some value and insights to learn from.
From my personal experience, the Enneagram has been the most enjoyable and enlightening personality test I've encountered. It offers a rich and nuanced understanding of personality, core motivations, fears, and desires. The Enneagram's detailed framework helps in understanding not just one's own behavioral patterns, but also provides insights into how to interact effectively with others.
Each of the nine types it describes presents a unique perspective on the world, making it a valuable tool for personal growth and for enhancing interpersonal relationships. This test has been particularly helpful in both my personal development and in improving my interactions with others, offering a deeper appreciation of the diverse ways people think and feel.
The following is a brief description of the nine Enneagram personality types and what drives them. Remember, people are complex - we can be more than one type. See these as starting points to spark deeper conversations, not rigid boxes. Most of us identify with parts of different descriptions. Keep learning about each other.
Type 1: The Reformer (AKA The Perfectionist)
- Description: Type 1's are often characterized by their high standards and strong sense of right and wrong. They strive for perfection in everything they do and can sometimes find it difficult to accept that 'done is better than perfect'.
- Example: A Type 1 might spend extra hours perfecting a project, ensuring every detail meets their high quality standards. They value integrity and are often driven by a sense of duty. In team settings, they might come across as overly critical, but it's usually a reflection of their commitment to excellence. It’s important to appreciate their dedication and not take their criticism personally.
Type 2: The Helper
- Description: Type 2's are known for their generosity and desire to be needed. They are typically caring and empathetic, often putting others' needs before their own. They seek appreciation and can sometimes become overly involved in others' lives.
- Example: A Type 2 in the workplace might go out of their way to assist colleagues, even at the expense of their own tasks. They thrive on being acknowledged for their help and can become disheartened if they feel unappreciated. It's important to acknowledge their efforts and ensure they don't overextend themselves.
Type 3: The Achiever
- Description: Type 3's are success-oriented, driven, and often very image-conscious. They are adaptable, excelling, and focused on achieving their goals. They can be highly competitive and may prioritize success over personal relationships.
- Example: A Type 3 employee might be the one leading projects, constantly setting and achieving high goals. They work hard to maintain a successful image and can be very productive. Recognizing their achievements and providing opportunities for growth is key to motivating them.
Type 4: The Individualist
- Description: Type 4's are sensitive, expressive, and can be self-absorbed. They are known for their creativity and uniqueness, often feeling different from others. They can be temperamental and introspective, focusing on their inner emotional experience.
- Example: A Type 4 might bring a unique and creative approach to their work, often thinking outside the box. They can be mood-driven and may require a deeper connection to their work to feel fulfilled. Understanding their need for creative expression and emotional depth is important.
Type 5: The Investigator
- Description: Type 5's are intense, cerebral, and perceptive. They are innovative, secretive, and often detached. They seek understanding and knowledge and can be very insightful.
- Example: A Type 5 in the workplace is often the deep thinker, involved in research and analysis. They prefer working independently and can be very innovative in their approach. Providing them with space and resources to explore their ideas is crucial.
Type 6: The Loyalist
- Description: Type 6's are committed, security-oriented, and reliable. They are often responsible and anxious, showing a keen sense of loyalty and duty. They seek stability and can be suspicious or skeptical of change.
- Example: A Type 6 employee values job security and clear guidelines. They are the ones who often question new initiatives, not out of negativity, but due to their risk-aware nature. They are dependable team members. Providing them with reassurance and stability can help them thrive.
Type 7: The Enthusiast
- Description: Type 7's are busy, fun-loving, and spontaneous. They are versatile, distractible, and tend to avoid pain and discomfort by focusing on positive and exciting opportunities.
- Example: In the workplace, a Type 7 brings energy and enthusiasm, often sparking new ideas and keeping the mood light. They might struggle with long-term commitments or repetitive tasks. Encouraging their creativity while helping them stay grounded can harness their potential.
Type 8: The Challenger
- Description: Type 8's are powerful, self-confident, and decisive. They are willful, confrontational, and seek control over their environment. They are not afraid of conflict and advocate strongly for what they believe in.
- Example: A Type 8 in the office is often seen taking charge, leading projects, and making tough decisions. They can be intimidating to some, but they are also protective of their team. Understanding their need for independence and acknowledging their leadership can be beneficial.
Type 9: The Peacemaker
- Description: Type 9's are easygoing, self-effacing, and agreeable. They seek peace and harmony, often going to great lengths to avoid conflict. They can be complacent and tend to merge with others to keep the peace.
- Example: A Type 9 colleague is the one who ensures team harmony, often mediating conflicts and working to understand all sides. They might struggle to voice their own opinions or make decisions. Encouraging their participation and valuing their perspective is key.
Understanding the diverse Enneagram personality types offers valuable insights into how people operate, both individually and within a team. Recognizing these differences can enhance communication, create better relationships, and improve teamwork by catering to individual strengths and needs.
Whether dealing with a perfectionist Type 1 or the harmonious Type 9, acknowledging and respecting each unique personality type creates a more cohesive and productive work environment, where everyone feels valued and understood. This awareness not only benefits professional interactions but also contributes to personal growth and empathy in everyday life.
Here are a few popular personality tests, along with some information about each:
- Myers-Briggs Type Indicator (MBTI): The MBTI is one of the most well-known personality tests. It categorizes people into 16 different personality types based on four preferences: extraversion or introversion, sensing or intuition, thinking or feeling, and judging or perceiving.
- Big Five: The Big Five is a five-factor model of personality that identifies five basic personality traits: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism.
- DISC: The DISC assessment measures personality based on four behavioral styles: dominance, influence, steadiness, and conscientiousness.
- StrengthsFinder: The StrengthsFinder assessment helps you identify your top five strengths and provides guidance on how to use them to achieve your goals.
Final Words 📖
Throughout your career you will work with many of the same people repeatedly. These connections might even continue through to future jobs. In fact, one of these individuals might be the very person who helps you land your next position. Therefore, it's crucial to carefully consider your interactions, conflict resolution strategies, and whether a disagreement warrants potentially damaging a long-term relationship that could prove invaluable in the future. Each person you work with, directly or indirectly, should be viewed as a vital lifeline for your success.
Strong collaboration involves knowing when to take a step back, find common ground, and refocus on shared goals. By taking a 50,000-foot view of the situation, you can gain a broader perspective and understand where the issues started. While you and your colleagues may have different viewpoints and motivations, it's crucial to always remember that you're all ultimately striving for the same outcome.