What you tend to find is one of two problems: A: Teams that ideally could work more closely together that are forced to work more transactionally, B: Situations where the relationship could be more transactional, but teams are forced to collaborate more closely
You totally nailed it with the question, "What type of working model SHOULD we adopt for this work?" Years ago, I developed a model during a consulting engagement around "improving collaboration in the enterprise". We did research and developed the '5 C's' model that identifies Collaboration as the pinnacle state of togetherness: teams/people working together closely, towards the same goals. Beneath that is Cooperation: helping each other with your own/separate goals. Beneath this is Coordination: organizing activities thoughtfully as you work towards separate goals. Beneath that is Communication: exchanging information with others. Bottom of the pile is Cognizance: discovering things others are doing + creating awareness of what you're up to. In the book I'm writing about practices to help us sustain ourselves at work, I'll be expounding further on this model because although we often speak of and glorify "collaboration", it's super difficult and time-consuming to achieve, and most definitely not every inter-relationship in the organization needs to aspire to operate at this level.
Is this growing revenue, growing costs or growing profit? If it's not sustainable across all three their behaviour model can be substantially different :)
Reminiscent of Team Topologies team types and interaction modes, incorporating another perspective showing cognitive coupling. Interesting ideas, highly relatable
Thanks, John. As always, very insightful and thought provoking. I tried to reflect on this and expand on your suggestions: asked myself would these modes change during the lifetime of a project/work, and tried to summarise my thoughts here.
Fantastic timing on this article. Thank you. Almost too specific to be random. Have you been on my zoom calls?
Maybe ...
You totally nailed it with the question, "What type of working model SHOULD we adopt for this work?" Years ago, I developed a model during a consulting engagement around "improving collaboration in the enterprise". We did research and developed the '5 C's' model that identifies Collaboration as the pinnacle state of togetherness: teams/people working together closely, towards the same goals. Beneath that is Cooperation: helping each other with your own/separate goals. Beneath this is Coordination: organizing activities thoughtfully as you work towards separate goals. Beneath that is Communication: exchanging information with others. Bottom of the pile is Cognizance: discovering things others are doing + creating awareness of what you're up to. In the book I'm writing about practices to help us sustain ourselves at work, I'll be expounding further on this model because although we often speak of and glorify "collaboration", it's super difficult and time-consuming to achieve, and most definitely not every inter-relationship in the organization needs to aspire to operate at this level.
Is this growing revenue, growing costs or growing profit? If it's not sustainable across all three their behaviour model can be substantially different :)
Reminiscent of Team Topologies team types and interaction modes, incorporating another perspective showing cognitive coupling. Interesting ideas, highly relatable
Please keep going. I need more help!
Thanks, John. As always, very insightful and thought provoking. I tried to reflect on this and expand on your suggestions: asked myself would these modes change during the lifetime of a project/work, and tried to summarise my thoughts here.
https://hareesh.co/2024/01/06/navigating-the-spectrum-of-collaboration-in-product-development-building-on-john-cutlers-insights/
Would love to know any feedback/suggestions.