Ten Tips for Collaborative Leaders
by Seth Kahan


I once worked with the Director of a federal agency with a 7,000+
person workforce spread thinly over 70 countries. Together with
the senior team we designed a change initiative that would only
work if it was led by volunteers.Mandating behavior change was not
an option. Actually, this is no different than any other initiative.

Nobody changes, unless they want to.

Leaders today are faced with a paradigm shift:moving from hierarchical
command to a collaborative approach.Until recently executives were
solely responsible for crafting their organization's mission, strategy,
and objectives. Their directives rolled down from on high and the
workers were expected to execute.Today things are different.

A different type of leadership is called for. It requires a skill set that
activates participation, releasing the knowledge, experience, and
contribution of every person. It relies on getting people to think
together, learn from each other, pool know-how and experience, and
honor alternative points-of-view. It is the move from command-andcontrol
to connect-and-collaborate.

I have worked with executives in world-class institutions, building
their skills to ignite the engagement of staff and other key stakeholders.
The goal is to activate the collective intelligence of the
organization on behalf of mission and strategy. Here are ten tips on
how to do it:

1. Leverage Social Networks
On and off the org-chart networks are dynamic.They coalesce and
dissipate based on interest, resources and need. Seek them out,
engage them and listen to optimize their capacity to contribute.

2. Express appreciation to each stakeholder.
Each person involved in bringing your mission to life is a stakeholder.
Let them know you appreciate their contribution. Appreciation
breeds good will and support.

3. Consistently and repeatedly communicate context.
Context is about explaining the why behind change. Give people
the information they need to make informed decisions and take
action on your behalf.

4. Bring key players inside.
Create opportunities for the people who matter the most to meet
you and your team. Take time to understand the world from their
perspective.You will cultivate loyalty and understanding, commitment
and support.

5. Make it easy for people to speak up.
Leaders often forget that it can take great courage for another person
to speak their mind.Without honest concerns being voiced, leaders
lack the feedback they need to be successful. Cheer people on
when they offer their two cents.

6.Turn your staff members into leaders.
Provide them with the best opportunities to learn.When all people
in the system are engaged, each staff member must be as skilled
as possible.

7. Leverage your managers.
Middle managers are caught between worlds, trying to appease
supervisors and align subordinates. They are the unsung heroes
in today’s organization. Invest in them.

8. Give staff members the chance to reflect together.
Reflection is a critical part of the learning process. Many want to
pack in as much information as possible. But, a short reflective
experience provides the necessary leverage to turn information
into applications.

9. Use social activities effectively.
Some of the most important transactions take place over meals,
coffee, and in the presence of entertainment. This setting adds a
critical dimension of interaction.Make the best use for extraordinary
alliances and results.

10. Make business-casual your modus operandi
Combine serious intentions (business) with informal rapport (casual).
It is the magic combination for building rapport and getting
things done.

Change agents of all stripes recognize the power of collaboration.
Use these ten techniques to create a signature style of leadership
that will grow your influence.

Copyright 2007 Seth Kahan. Reprint with attribution allowed.
I hope you enjoyed this article in the Visionary Leadership series.Send me an email to receive future issues as they are released: Seth@SethKahan.com