Working in a team environment typically involves collaborating with others to solve problems and develop innovative solutions. Behaving collaboratively includes valuing the contributions of others, brainstorming ideas with team members, and sharing tasks to get work done efficiently. For example, using social media technology, team members can debate alternatives to problems by contributing to wikis, blogs or forums.
http://smallbusiness.chron.com/work-effectively-team-environment-57331.html
- Collaboration necessitates knowing your own limits
- Collaboration builds trust
http://www.personalbrandingblog.com/collaborating-with-others-is-a-key-to-success/
Selections from a full list at http://www.nottingham.ac.uk/hr/guidesandsupport/performanceatwork/pdpr/pdpr-behavioural-competency-guide/working-together/collaborating-with-other.aspx
- Sees self as a member of a team
- Fulfils designated role as a team member
- Accepts that others have a valid point of view and shows respect for others' intelligence
- Values, calls upon and utilises the experience and expertise of colleagues
- Willingly learns from other team members
- Identifies what motivates different individuals and uses this knowledge to improve performance
- Empowers other members of the team, making them feel strong and important
- Acts to promote a friendly climate, good morale and co-operation
- Encourages individuals to address and resolve conflicts within the team
- Prefers to work alone rather than as a member of a team
- Fails to share information with other people that would enable them to do their job more effectively
- Selectively co-operates
- Allows individual differences to adversely affect the team/way team members work together
- Groups don’t function all that effectively much of the time https://www.fastcompany.com/3058728/how-to-survive-working-on-an-underperforming-team
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insisting on 100 percent pairing is mindless dogma, and like all mindless dogma, ultimately counterproductive. https://www.infoq.com/news/2012/03/agile_stifiling_introverts
- Teams don’t self-organize unless you organize them to do so https://minnenratta.wordpress.com/2017/01/25/things-i-have-learnt-as-the-software-engineering-lead-of-a-multinational/
- You need to learn what the good kind of communication looks like https://minnenratta.wordpress.com/2017/01/25/things-i-have-learnt-as-the-software-engineering-lead-of-a-multinational/
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Lack of vision is not agile, it is not data-driven, it is not about ‘taking decisions as late as possible’, it is not something that you should paint out in a positive light at all. It’s just lack of vision, and it’s not good. https://minnenratta.wordpress.com/2017/01/25/things-i-have-learnt-as-the-software-engineering-lead-of-a-multinational/
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The Sith are right, rage propels. But the Jedi are right, you must not let it control yourself. Rage is intrinsically tiring and rage will take control as soon as you get too tired, so stop well before. https://minnenratta.wordpress.com/2017/01/25/things-i-have-learnt-as-the-software-engineering-lead-of-a-multinational/
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Without team-building events, team members may not feel vested in their team’s success or comfortable collaborating with people they don't know. Costs: More friction in communication and teamwork, less effective work, less trust, limited growth opportunities http://sachachua.com/blog/2010/04/large-team-challenges/
Avoid letting people make soft decisions. (Soft decisions are those calculated not to hurt peoples feelings.) Create an environment where it’s safe to voice honest ideas and opinions to make the work better.
http://www.adaptivepath.org/ideas/size-matters-dealing-with-large-teams/
http://sengifted.org/introversion-the-often-forgotten-factor-impacting-the-gifted/
https://www.quietrev.com/an-illustrated-guide-to-introverts-in-a-start-up/
https://www.quietrev.com/an-illustrated-guide-to-introverts-in-a-start-up/
Introverts are territorial with their space, time, energy and stuff. Is that wrong? No. Introverts can be just as generous and giving as extroverts. However, we give and share as we can – as our limited energy stores allow us to. We protect our space because it’s how we protect our energy. We protect our time for the same reason.
As far as stuff goes – it’s not a mine, mine, mine thing. It’s a respect thing. We just expect others to show some respect and ask before grabbing. Even though many extroverts aren’t the same as introverts in this philosophy, we give extroverts the respect that we’d like to receive.
We don’t interrupt. We don’t get physically close unless we sense that it’s OK with the other person, we don’t go through other people’s desk drawers looking for a stapler, and we don’t assume that it’s OK to just show up at someone’s home without calling first.
Not expecting miracles. Even if you get some issues out in the open, your negative feelings aren’t going to disappear overnight and that may be true for the other person as well. The old adage about time healing all wounds should be heeded – give yourself time to get past the experience.
Finding the value. You may believe the only thing you have gotten from the experience is an annoying eye tick, but conflict can help you grow. Take the time to consider what led to the conflict and the role you played. Is this kind of conflict something that has happened more than once? Could you take some steps to avoid it in the future by changing your behavior or strategy?
Keeping your perspective. From the time you were a child, conflict has been a part of your life whether you were fighting over a toy with a sibling or arguing with a parent about curfew. Any conflict at work is just that – another conflict. Don’t let it overwhelm your life so that you carry it with you and start arguing with family or friends.
https://www.quickbase.com/blog/how-to-resolve-a-conflict-with-a-colleague