Here is an excerpt from an article written by Joel Garfinkle for Talent Management magazine. To read the complete article, check out all the resources, and sign up for a free subscription to the TM and/or Chief Learning Officer magazines published by MedfiaTec, please click here.

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Collaboration infuses energy and idea creation into companies. It also repels the stodginess, rigidity and traditional thinking that cause a company’s downfall.

In spite of great effort, businesses may see collaboration break down. When talent managers can identify factors that inhibit collaboration, they can fix flaws in organizational culture that hinder performance. Here are [the first two of] six areas to evaluate:

Lack of compromise fosters an inability to see others’ point of view or the merits of divergent ideas. Collaboration involves give and take. It also may require participants to assume multiple roles such as learner, encourager, innovative spark and consensus builder. Team members need to have a sense of shared purpose and not work under preconceived outcomes, as inflexibility contributes to failure.

Rigid organizational structures can create divisions that compete instead of cooperate. Companies with an “us vs. them” culture within groups may not take to cross-group collaboration quickly. Talent managers may have to work to develop core competencies and awareness of how all units — and collaborative teams — bring about goal achievement and organizational success. Evaluate the business to see where cross-pollination and commingling will facilitate collaboration.

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To read the complete article, please click here.

To read my interview of Joel, please click here.

Joel Garfinkle is an executive coach and the author of Getting Ahead: Three Steps to Take Your Career to the Next Level.