collaborative problem solving in the workplace

How to ace collaborative problem solving

April 30, 2023 They say two heads are better than one, but is that true when it comes to solving problems in the workplace? To solve any problem—whether personal (eg, deciding where to live), business-related (eg, raising product prices), or societal (eg, reversing the obesity epidemic)—it’s crucial to first define the problem. In a team setting, that translates to establishing a collective understanding of the problem, awareness of context, and alignment of stakeholders. “Both good strategy and good problem solving involve getting clarity about the problem at hand, being able to disaggregate it in some way, and setting priorities,” Rob McLean, McKinsey director emeritus, told McKinsey senior partner Chris Bradley  in an Inside the Strategy Room podcast episode . Check out these insights to uncover how your team can come up with the best solutions for the most complex challenges by adopting a methodical and collaborative approach. 

Want better strategies? Become a bulletproof problem solver

How to master the seven-step problem-solving process

Countering otherness: Fostering integration within teams

Psychological safety and the critical role of leadership development

If we’re all so busy, why isn’t anything getting done?

To weather a crisis, build a network of teams

Unleash your team’s full potential

Modern marketing: Six capabilities for multidisciplinary teams

Beyond collaboration overload

MORE FROM MCKINSEY

Take a step Forward

9 Collaboration techniques to solve problems: A guide for leaders and people managers

Knowing when to ask for help is a strength. Learn why collaboration to solve problems is essential to your business and how to promote a culture of teamwork.

Table of Contents

Imagine you’re in Rome for the summer. You don’t speak the language and the transportation system is completely different from your home country. 

You’re using Google Maps and a translation app to read signs and get around on your own. But after wandering around the Roma Termini for 15 minutes with no idea where to find your train platform, it’s time to get some help.

In this case, no one would think less of you for asking for directions. So why are we often too worried about being judged to do the same at work?

It’s a strength to know when to seek help and use collaboration to solve problems. Acknowledging that there are things you don’t know or can’t solve on your own isn’t only smart, but is actually more productive. As soon as you and your team start playing to each other’s strengths, you’ll find those KPIs far more achievable.

Instead of spinning their wheels when they’re stuck on a problem, your team needs to know when to bring in an outside perspective to find possible solutions. By the end of this article, you’ll have a clear understanding of the benefits of collaborative problem-solving and learn how to get your team working together to overcome challenges.

Work together to find the best solutions to your business problems. Add a whiteboard to your Switchboard room and collect your team’s ideas live or async. Learn more

Benefits of collaborative problem solving

Solving complex problems in groups helps you find solutions faster. With more perspectives in the room, you’ll get ideas you’d never have thought of alone. In fact, collaboration can cause teams to spend 24% less time on idea generation. Together, you’ll spark more ideas and reach innovative solutions more quickly.

Not only that, but looking at problems in groups allows your team to learn from others, which can make them more resilient to issues in future. 

Peer-to-peer learning is also an opportunity to upskill your team while strengthening their relationships. That’s because collaborative problem-solving encourages people to trust each other as they work together towards common goals. It’s team collaboration best practice to encourage your team to share ideas without risk of humiliation.

How to get your team to solve problems collaboratively

Promoting collaborative problem-solving skills within your team allows you to create a culture where people are comfortable seeking feedback on their work. That means you won’t have to host a dedicated brainstorming session to get your team to collaborate—they’ll just start doing it naturally.

To get there, you need to foster a psychologically safe environment, provide them with the right tools, and reinforce the power of teamwork whenever possible. Here are ways to enable a collaborative problem-solving culture: 

1. Create the right environment 

Simply inviting your team to work together isn’t enough for them to actually do it. You need to foster psychological safety so they feel comfortable sharing ideas and aren’t afraid of getting called out if they are wrong. 

It all starts with your team culture 

Your culture should be supportive, inclusive, safe, trusting, respectful, and empathetic. It should make people certain that asking for help is a sign of strength, not weakness. 

Remind your team that brainstorming spaces are safe and all ideas are welcomed. They shouldn’t wait until they have a perfect solution to intervene. Be open-minded and treat all ideas as important even if you think they aren’t viable. This can be as simple as writing down all solutions on a shared document and asking questions for further clarification. 

Give them what they need to do their job  

Set your team up with the necessary resources and information to solve problems effectively. This includes written guidelines or even training on communication, leading a brainstorming session, or problem solving skills.

Also, technology improves collaboration in the workplace , so equip your team with the right tools for effective communication, information sharing, and project management. Make sure your team finds it easy to work with the tools they have. If they struggle to reach team mates due to technicalities, they’ll likely end up working on their own. 

Switchboard can support your existing tech stack since all browser-based apps work in their persistent rooms. In this visual digital workspace , team members always know where to find project-related information and can work together on those apps directly from Switchboard—without switching tabs.

2. Promote open, transparent communication and feedback  

A huge part of creating a psychologically safe environment for collaboration is encouraging open communication and establishing a culture that embraces feedback. Using active listening techniques, such as paraphrasing their words to check your understanding, can help you truly understand individual points of view focusing only on your answer.

For example, if your team member is struggling to find the words to express themselves, don’t jump in straight away with your own assumptions. Listen openly and let them fill the silence with their thoughts. Then, try and summarize what they’ve said so far and let them correct you.

It’s also important to be transparent when setting goals and addressing potential setbacks. 

“The clearer you can be about what you need as a leader, what you need from your team, and what your clients need, you’ll be able to take action that's in alignment with creating that outcome,” says Tarah Keech , Founder of Tarah Keech Coaching . 

Finally, follow-up on discussions when you have results so each contributor can see the impact of their input.

3. Set clear common goals 

What makes collaboration different from compromising, for example, is that you get to work toward a common objective . When team members have a shared purpose, they become allies and are more likely to work together to find the best solution possible, instead of trying to be in the right. 

For instance, when you offer profit sharing, people earn more money if the company makes higher revenue. That means if two people work together on finding a solution, they’ll likely decide on the one that’s better for the business—because, in the end, it’ll be beneficial for both.

Also, when you set clear goals for the collaboration, you get more focused answers and help improve team productivity. For example, start a brainstorming session by clearly stating the problem “Sign-ups are down by 1%, we need to come up with ideas to get back to the regular signup rate.” 

Making it clear that you’ve identified a gap and know exactly what you need from others helps them understand why the session is relevant and what they need to do. 

4. Present collaboration as a win-win 

If you don’t set up a collaborative culture, team members will spin their wheels rather than get help to solve a problem. It’s crucial that you explain the benefits of collaboration clearly to your team so you can: 

• Reach profitable business solutions
• Make people feel heard and valued 
• Bring your team together
• Increase trust in the company’s decisions
• Make people feel part of something bigger
• Promote knowledge sharing

It’s your job to help team members understand that collaboration is beneficial for both individual and collective success—and find win-win scenarios.

5. Eliminate silos and solicit diverse opinions

Working in silos can affect productivity and morale as people spend more time coming up with solutions. A way to eliminate silos is by encouraging cross-functional projects and hosting team-building activities for colleagues to get to know each other. 

“The only path that creates positive change is the one you haven't taken yet,” says Tarah. Encouraging teamwork allows you to come up with more diverse alternatives to problems. “And, the fastest way to identify the path that works is by using each other as resources and co-creators,” she adds. 

Gather multiple perspectives on a problem by ensuring everyone shares their thoughts even if they’re introverted. For example, create a Switchboard room and invite everyone to add one or two ideas to the whiteboard either during or before the meeting. Then, go over each one of those ideas and vote on the best ones. This can happen anonymously so people feel more comfortable sharing their thoughts.

This is an easy way to bring diverse people together and see problems from multiple perspectives. “We all have stories from our lives where we pull lessons from. Imagine if we had access to other people's lessons. How much time would that save us?” says Tarah. 

6. Train your team on how to resolve conflicts 

Conflict resolution is a skill all managers should have, so make sure to give training on this topic. Equip your team with problem-resolution skills—for them to find mutually beneficial solutions. This will allow them to address disagreements and conflicts before they escalate to something bigger. Do this by:

Leaving your ego at the door 

Many times conflicts occur when people take things personally or when you enter team meetings with your ego by your side. 

The best advice for learning how to solve conflicts is to leave your ego at the door and assume you all want what’s best for the business. The idea of working together toward a common goal instead of discussing who’s right or which proposal is best helps reach consensus and a better alternative to all ideas.

7. “Yes, and…” every idea

This concept comes from improv and means acknowledging others’ proposals and adding to them. Improv actors use this technique to come up with stories in a group.

For example, someone enters the scene and goes “Help, mother, help!” The next person should say “ Yes , dear, I’m here. And , what do you need?” If they enter the room and say “I’ve told you a thousand times, I’m not your mother,” it’ll neglect the first actor’s proposal and can make the story stagnant. 

You can apply this practice to business teamwork. If during collaborative problem-solving, you suggest an idea and someone neglects that thought, the conversation goes nowhere. 

Instead, try establishing a “yes, and…” mentality to move the conversation forward. This is an example of how this would look in practice:

• Do: “I think the problem is that users are struggling to find the sign-up button.” “ Yes , that’s a potential issue, and it might also be because the color of the button doesn’t stand out. Let’s look at our web page analytics.” 
• Don’t: “I think the problem is that users are struggling to find the sign-up button.” “Hmm, not really , we’ve conducted usability testing and that was never an issue.”

This mindset gives space for ideas to grow, even if they seem off the mark initially. Let people explain their thoughts and you'll be surprised how solutions can result. Avoid premature judgment and create a safe space for creativity and exploration.

8. Play to everyone’s strengths 

You can’t expect the same type of insights from all team members. The beauty of having diverse people on your team is that they can all add to the conversation from their unique perspectives. 

Assign roles and responsibilities based on team members' strengths and expertise. Encourage collaboration and reach potential solutions to problems by assigning tasks that require different skill sets. 

For example, let’s say the customer support team’s workload increased in the last month. They don’t know why, but people keep complaining about their orders being wrong. The team is so busy trying to find quick solutions for the customers that they can’t take the time to get to the root cause of the problem. 

You can’t afford to close the online store and decide to host a brainstorming session with one or two key players from each department. Inviting them to this session helps bring their own experiences to the table and will help you find the problem faster. Not necessarily the ones affected by an issue are the most suited to solve it. 

9. Recognize and reward teamwork 

Acknowledge and appreciate collaborative efforts within the team. Recognize individuals who actively contribute to problem-solving and emphasize the importance of teamwork. This will help you keep your team engaged and motivated as well as remind everyone that if they collaborate, they might get rewarded. 

Give negative feedback in private with useful examples, and celebrate successes in public as a team. However, not everyone likes public recognition, so take time to understand what motivates different people from your team and implement it.

Encourage risk taking and turn failure into learning opportunities. Part of collaborating toward solutions is understanding that making mistakes is part of the process, and the faster you get to fail, the better.

The fastest way to succeed is by solving problems in groups

You can make mistakes as a tourist in Rome because the worst thing that could happen is getting lost for a couple of hours (and you can always call an Uber).

It’s different at work. Many people think that making mistakes could cause them to build up a bad reputation or, in extreme cases, lose their  job. However, that mindset is what causes you to get stuck on a problem. And, if you don’t ask others to support you, you might struggle to come up with solutions in a timely manner. 

But asking for help isn’t a mistake. It’s a sign of strength and your company should encourage people to seek different perspectives. To encourage your team to use collaboration to solve problems, build a psychologically safe environment for people to speak openly about their ideas. 

Set common goals, eliminate siloed work, and promote a “yes, and…” mentality. And, along with leaving your ego at the door, you should get equipped with the right team collaboration tools . 

Using a tool like Switchboard makes it easy for your team to work together to solve problems in a shared room. There, everyone can add files, edit content directly from browser-based applications, or include their ideas on a whiteboard to simplify team communication and reach solutions faster.

Work in groups to find the best solution to your business problems. Add a whiteboard to your Switchboard room and collect your worker’s ideas live or async. Learn more

Frequently asked questions about collaboration to solve problems

What is the purpose of collaboration.

The purpose of collaboration is to bring diverse people together to share ideas to work together towards solving a common goal. Teamwork can help organizations:

• Shorten decision-making loops
• Solve problems faster
• Drive innovation
• Improve knowledge sharing
• Tighten team relationships
• Get better at managing conflict
• Create a sense of belonging

What is the difference between collaboration and compromise?

The difference between collaboration and compromise is that the first one aims to reach a common goal; while compromising, means finding a middle ground. Collaboration presents the opportunity to reach win-win solutions while compromising means someone needs to cede.

What is the difference between brainstorming and collaborative problem-solving?

The difference between brainstorming and collaborative problem-solving is that brainstorming is meant for doing group work to come up with ideas that may or may not solve a problem. Collaborative problem-solving, on the other hand, is much more structured and aims to find practical solutions to a specific problem (brainstorming can be one of the techniques used to reach that solution).

Keep reading

Musings on remote work and the future of collaboration

6 tips for how to give creative feedback

5 best design feedback tools for highly collaborative teams

Stop, collaborate, and listen.

Get product updates and Switchboard tips and tricks delivered right to your inbox.

You can unsubscribe at any time using the links at the bottom of the newsletter emails. More information is in our privacy policy.

Work together to find the best solutions to your business problems.

Add a whiteboard to your Switchboard room and collect your team’s ideas live or async.

More From Forbes

How to adopt a collaborative problem-solving approach through 'yes, and' thinking.

• Share to Facebook
• Share to Twitter
• Share to Linkedin

After more than 24 years of coaching, I've noticed that teams and organizations still use traditional problem-solving techniques despite these being either obsolete or ineffective. For example, individuals still attempt to focus and dissect problems on their own with the hope of coming up with a solution by themselves.

I also notice a pattern of clients operating in silos. They have a tendency to equate the ability to solve problems by themselves as a form of independence and initiative. This works only to a certain degree. As the problem becomes more complex, this solo-solving technique becomes ineffective. Instead, teams should tap into the increasingly diverse and multidisciplinary pool that makes up the workforce. Not only is this useful for performance and productivity but also for problem solving.

I have found the collaborative problem-solving approach, by Alexander Hancock , to be an effective approach to achieving clients’ objectives. Collaborative problem solving occurs as you collaborate with other people to exchange information, ideas or perspectives. The essence of this type of collaboration is based on “yes, and” thinking – building on and valuing each other’s ideas.

Any individual, team or company can take advantage of this approach. I have found this approach to be most effective for companies facing problems that involve team members from different departments, backgrounds and personalities. This is also an approach that is usually unique to the coaching profession.

In any situation, when someone comes to you as a leader with a problem to discuss, your role is to help him or her look for the causes and discover solutions. Your role is not to resolve the problem alone but to guide them through collaborative problem-solving approach.

Attitudes For Collaborative Problem Solving

Hancock provides the list below of attitudes that are best paired with the approach:

• Win-win abundance thinking:  Collaboration allows you to work with others to develop solutions that will benefit you both. The key concept is to believe that it is possible to create a synergistic solution before you create them. It is not "you vs. me" — we can both succeed. Develop an "abundance mentality" — there is enough for everyone. “If you win, we all win.”

• Patience:  Collaboration takes time. You need to recognize that you are both helping one another to reach a resolution, and it may take more than one meeting to discuss. You will often need to work together over time to reach a satisfying solution that you will both agree on.

• “Yes, and” thinking:  Move away from polarized (either/or) thinking, and develop a “yes, and” way of thinking. This thinking is supporting a suggested idea and building on the idea to make it better.

Benefits Of Collaborative Problem Solving

Collaborative problem solving opens communication and builds trust in the relationship as you and your co-collaborator discover that you are both working together toward a shared outcome. This increases a joint commitment to the relationship and to the organization. It also indicates a commitment to helping others reach their goals and objectives, and to improve everyone’s performance for the company or the organization. Collaborative communication also encourages finding creative solutions. This increases the likelihood that others will take ownership of an issue and its solution.

Collaborative Problem-Solving Techniques

There are techniques that can help you engage in collaborative communication. Here are a few examples:

• Build on and connect ideas, rather than discarding one idea and looking for another one.

• Explore the strengths and drawbacks of each idea, compare and balance the pluses and drawbacks of each idea.

• Convert drawbacks to new possibilities. Try to find ways to integrate and combine new possibilities into an existing idea.

• When sharing your own opinion, make sure you offer it as a suggestion and not as a directive. The intention of collaborative problem solving is to provide a catalyst for exploration and consideration, instead of having the other person accept your advice or direction.

The collaborative problem-solving approach paves ways to open communication, trust, better planning and smooth implementation of a plan or strategy.

• Editorial Standards
• Reprints & Permissions

How it works

Transform your enterprise with the scalable mindsets, skills, & behavior change that drive performance.

Explore how BetterUp connects to your core business systems.

We pair AI with the latest in human-centered coaching to drive powerful, lasting learning and behavior change.

Build leaders that accelerate team performance and engagement.

Unlock performance potential at scale with AI-powered curated growth journeys.

Build resilience, well-being and agility to drive performance across your entire enterprise.

Transform your business, starting with your sales leaders.

Unlock business impact from the top with executive coaching.

Foster a culture of inclusion and belonging.

Accelerate the performance and potential of your agencies and employees.

See how innovative organizations use BetterUp to build a thriving workforce.

Discover how BetterUp measurably impacts key business outcomes for organizations like yours.

A demo is the first step to transforming your business. Meet with us to develop a plan for attaining your goals.

• What is coaching?

Learn how 1:1 coaching works, who its for, and if it's right for you.

Accelerate your personal and professional growth with the expert guidance of a BetterUp Coach.

Types of Coaching

Navigate career transitions, accelerate your professional growth, and achieve your career goals with expert coaching.

Enhance your communication skills for better personal and professional relationships, with tailored coaching that focuses on your needs.

Find balance, resilience, and well-being in all areas of your life with holistic coaching designed to empower you.

Discover your perfect match : Take our 5-minute assessment and let us pair you with one of our top Coaches tailored just for you.

Research, expert insights, and resources to develop courageous leaders within your organization.

Best practices, research, and tools to fuel individual and business growth.

View on-demand BetterUp events and learn about upcoming live discussions.

The latest insights and ideas for building a high-performing workplace.

• BetterUp Briefing

The online magazine that helps you understand tomorrow's workforce trends, today.

Innovative research featured in peer-reviewed journals, press, and more.

Founded in 2022 to deepen the understanding of the intersection of well-being, purpose, and performance

We're on a mission to help everyone live with clarity, purpose, and passion.

Join us and create impactful change.

Read the buzz about BetterUp.

Meet the leadership that's passionate about empowering your workforce.

For Business

For Individuals

8 strategies to collaborate effectively in the workplace

In order to do anything well, team members need to work together. 

Teamwork and collaboration are must-haves for any work environment. Yet still, many teams and employees struggle to collaborate effectively. 

After all, there are plenty of factors that go into collaboration. Communication and strategy impact collaboration. Conflict resolution and the ability to solve problems matter in collaboration . Even the types of collaboration tools can have an impact on how well your teams work together. 

Team collaboration requires certain skills and capabilities, whether your teams are remote or in-person. According to a Gensler survey, a majority of employees say their jobs rely on collaboration .

Businesses everywhere are struggling with how to optimize their workforce. With some organizations downsizing in response to economic uncertainty , teamwork is more important than ever. Organizations are also working to maintain and sustain positive company cultures while keeping collaboration a key attribute of their teams. 

In this post, we’ll talk about how your teams can collaborate effectively. We’ll also talk about the role of leadership in creating a collaborative culture. After all, collaboration can be the factor that drives your organizational performance .  

Creating a collaborative workplace

In order to create a collaborative environment, your leaders need to invest in building trust. So much of building trust stems from leadership. 

First, employees need to feel psychologically safe in their work environment. They need to feel like they can show up as their whole selves to work. After all, personal and work lives have melded together more than ever before. Especially in hybrid and remote work environments , successful collaboration hinges on the example that your leadership team sets. 

Second, employees need to be able to communicate effectively . It’s impossible to work well with co-workers without effective communication.

But communication is more than just sending emails, Slacks, or participating in face-to-face meetings . It’s the ability to communicate when a project hits roadblocks.

It’s the ability to resolve conflicts and overcome disagreements in healthy ways. It’s the ability to communicate the decision-making process. It’s the ability to connect the larger purpose of work to the day-to-day tasks. At the end of the day, communication is what helps employees understand common goals. 

" People are getting new skills and then bringing them to their teams, exponentially helping others. You can feel the energy and you see how people are reaching across the aisle and busting silos to help each other." Larry McAllister, VP, Talent & Development, NetApp   

Third, employees need the right collaboration tools. For example, my team uses Slack and Asana to manage workflows, update each other on projects, and share valuable information.

Project management tools like Asana are what help to keep our deliverables on track. It’s helped to make us an effective team to help meet and exceed our clear goals. 

Of course, communication tools are just part of the foundation that’ll help your team collaborate well. But it’s important your teams invest in building key skill sets to help maximize the potential of your organization’s communication tools.

Collaboration skills can come to life with the right tools. But your team needs those skills and capabilities as the foundation. Then, the tools help to become that vehicle or vessel for delivery. 

The importance of effective collaboration

There are plenty of organizational benefits to effective collaboration. Your entire team and business can benefit from effective collaboration. Here are four reasons why building effective collaboration skills are important.

• Better problem-solving skills. Companies solve problems. For the most part, the value a company brings to the market is its ability to solve complex problems well. While those problems vary, every company will come across issues that need resolving. One huge advantage of effective collaboration is better problem-solving skills . When team members know how to work well together, teams are better equipped to innovate. Collaborative work lends itself to innovation and problem-solving. 
• Improved, open communication. Collaboration isn’t possible with communication. But good collaboration happens when communication is open, transparent, and effective. Communication can break down silos between teams to help better solve problems. Communication helps to get ahead of conflicts before they arise. But as we know, not all conflict is bad. Good conflict resolution hinges on good communication skills, which all contribute to how well a team works together. Research backs this up. In fact, 86% of executives cite communication issues as a major cause of failure in collaboration. Especially when video conferencing and remote collaboration are more common than ever, it’s important to invest in building soft skills . 

• Increased goal attainment. Effectively working together means teams are better positioned to reach their goals. For businesses, this translates into a boost in productivity and performance. Overall, effective collaboration directly impacts an organization’s bottom line. 
• Thriving company culture. Collaborating well is about connecting. It’s how employees are able to connect with one another to work together toward a common goal. It’s how employees build trust and psychological safety in their work environment. It’s how employees find friends at work and feel safe enough to show up as their whole selves . At BetterUp, we’ve studied the impact of connections on the workforce. First, we know that when employees feel connected to one another, they’re more likely to thrive. Employees high in social connection experience better well-being , better professional growth, and a boost in goal attainment. But we also know that 43% of employees don’t feel connected at work . Connections and collaboration go hand-in-hand. Together, they have a huge impact on your company’s culture . 

8 ways to collaborate effectively

If you’re looking for ways to maximize collaboration in the workplace, here are eight steps to help you get started. 

8 ways to collaborate effectively 

• Build psychological safety and trust 
• Get good at delegating 
• Implement a decision-making framework 
• Empower open and transparent communication  
• Create professional development opportunities 
• Build conflict resolution skills  
• Set key milestones and goals  
• Gather feedback  

1. Build psychological safety and trust 

Your leaders need to invest in laying a foundation for psychological safety. Managers have an incredible influence over the employee experience . As our diverse workforce expands to all corners of the globe, it’s important to measure your organization’s psychological safety. 

For example, BetterUp Labs recently studied the impact of belonging and psychological safety on the LGBTQIA+ community. The results? LGBTQIA+ folks still don’t feel comfortable showing up as their whole selves to work. In fact, 73% of the LGBTQIA+ participants reported showing their authentic selves to people in their personal lives. But only 35% said the same about their work lives.

But what do belonging and safety have to do with collaboration? A lot more than you may think. If employees don’t feel safe to be themselves, it’s likely they aren’t engaged at work. It can impact everything from voicing a new, bold idea in a meeting to suggesting ways to improve an old process. 

Your organization can use employee engagement surveys to help measure your psychological safety. At the core of it, your leadership team should be leading by example. Manager training on how to build inclusive leadership skills is imperative to building trust within teams. 

2. Get good at delegating  

Leaders who know how to delegate are an important step to effective collaboration. No one likes a micromanager. A micromanaging boss not only increases their own workload. But they also undermine trust, stifle leadership skills, and increase anxiety in the workplace. 

Good leaders need to delegate effectively to help teams spread the work across themselves. Team collaboration simply wouldn’t work without effective delegation. 

3. Implement a decision-making framework 

You’ve probably heard of plenty of decision-making acronyms in the workplace. There’s a reason why so many exist — decisions are hard to get right. 

Especially as organizations and teams grow, decisions can get more complicated. Ultimately, it can lead to missed opportunities and stunted productivity. 

At BetterUp, we use the ACID framework: approver, contributor, informed, and driver. At the start of any cross-functional or collaborative project, we outline the ACID. Doing so helps every teammate understand their roles and what’s expected of them. It helps to manage clear expectations, set clear goals , and effectively collaborate. 

4. Empower open and transparent communication 

Especially with remote teams, communication can slip through the cracks. I’ve worked for companies where I was afraid to admit or share a mistake that I made. Instead, I held onto that mistake, knowing all too well that my hiccup could impact the final outcome of a project. Why? Open, transparent communication — and psychological safety — wasn’t encouraged. 

At BetterUp, my manager often encourages open communication. I’m not afraid to make a mistake anymore because I’m not afraid to ask for help or to own that mistake. I know that I can learn from my failures instead of hiding them. 

In order to effectively communicate, your employees need to feel empowered to communicate openly and transparently. This can be the good things, like hitting key milestones or goals. But it should, more importantly, be the challenging things. Like when something doesn’t go as planned or the strategy or problem has evolved. 

5. Create professional development opportunities 

Like many skills, collaboration isn’t a skill that people are born with. It takes awareness, intention, and work. 

But in order to learn and grow, employees need opportunities to do so. They need professional development avenues to help build the skills and capabilities they need to succeed. How are you offering employee development opportunities? In what ways can you make sure your employees know you support their learning pathways? 

6. Build conflict resolution skills 

Conflict in the workplace is inevitable. We’re all human with perspectives, opinions, and experiences that are bound to clash. Especially if there are misaligned priorities, teams will come across conflict — especially when trying to collaborate. 

In order to collaborate effectively, teams need to understand how to resolve conflict in healthy ways. Again, this goes back to building trust. 

For example, leaders can host team building or virtual team building events to help employees get to know each other. Or your leaders can offer workshops or courses focused on how to handle conflict in the office. 

7. Set key milestones and goals 

Collaboration may not be an intuitive aspect of a goal. But at BetterUp, it’s something that we think about often. 

As a company, we operate on OKRs: objectives and key results. They’re company-wide goals that help keep us focused on what’s most important and what will have the most impact. And there’s not a single OKR that doesn’t require cross-collaboration. 

When you’re setting your business goals, take a minute to notice the threads. What goals can help empower collaboration across teams? What goals will have the most impact? How are you adjusting or setting goals to encourage collaboration to maximize your employees’ potential? 

8. Gather feedback 

Collaboration isn’t a one-and-done skill. If we boil it down to its joints, it’s a relationship. Collaboration is constantly going to evolve because people and relationships evolve. And one of the most important things in any sort of relationship is feedback. 

How are you gathering feedback on how you’re collaborating? How are you encouraging your team members to do the same? Do you follow up with your employees to ask how things are going with collaborative projects? 

When I work with a new team or establish a process with a teammate, I tend to always ask for feedback. It’s a good practice to get into the habit of. It helps to establish trust, safety, and opens the door for open communication. But it also helps to keep bettering things — processes, relationships, and projects. 

Start collaborating effectively 

Collaborating well is about connecting with others, gathering feedback, and bettering the relationship. The outcomes can result in increased productivity, performance, and trust. But at its core, effective collaboration is about bettering people and relationships. 

No matter where your business is in its collaboration journey, BetterUp can help. Access to coaching can help your employees build key competencies to be able to work together well. 

Thrive in your workplace

Connect with our Coaches to build stronger workplace relationships and cultivate a culture that drives success.

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

Team collaboration 101: learning the art of working together

13 benefits of collaboration your organization needs to know, 10 best collaboration tools to level up remote teamwork, 5 tips for breaking down silos and fostering collaboration at work, 12 benefits of teamwork that showcase the power of collaboration, self-disclosure at work: strengthening team bonds and communication, what the abilene paradox is and ways to minimize it, what will make or break your next role find out why teamwork matters, collaboration at work: the secret to getting better results, similar articles, build the dream team you need. 9 steps show you how, showing respect at workplace: for managers, peers, and ourselves, what makes a good team, and how can you build one, 6 winning strategies to improve team dynamics, 5 team alignment tactics to boost organizational performance, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

3100 E 5th Street, Suite 350 Austin, TX 78702

• Platform Overview
• Integrations
• Powered by AI
• BetterUp Lead™
• BetterUp Manage™
• BetterUp Care®
• Sales Performance
• Diversity & Inclusion
• Case Studies
• Why BetterUp?
• About Coaching
• Find your Coach
• Career Coaching
• Communication Coaching
• Life Coaching
• News and Press
• Leadership Team
• Become a BetterUp Coach
• BetterUp Labs
• Center for Purpose & Performance
• Leadership Training
• Business Coaching
• Contact Support
• Contact Sales
• Privacy Policy
• Acceptable Use Policy
• Trust & Security
• Cookie Preferences

Collaborative Problem Solving: What It Is and How to Do It

What is collaborative problem solving, how to solve problems as a team, celebrating success as a team.

Problems arise. That's a well-known fact of life and business. When they do, it may seem more straightforward to take individual ownership of the problem and immediately run with trying to solve it. However, the most effective problem-solving solutions often come through collaborative problem solving.

As defined by Webster's Dictionary , the word collaborate is to work jointly with others or together, especially in an intellectual endeavor. Therefore, collaborative problem solving (CPS) is essentially solving problems by working together as a team. While problems can and are solved individually, CPS often brings about the best resolution to a problem while also developing a team atmosphere and encouraging creative thinking.

Because collaborative problem solving involves multiple people and ideas, there are some techniques that can help you stay on track, engage efficiently, and communicate effectively during collaboration.

• Set Expectations. From the very beginning, expectations for openness and respect must be established for CPS to be effective. Everyone participating should feel that their ideas will be heard and valued.
• Provide Variety. Another way of providing variety can be by eliciting individuals outside the organization but affected by the problem. This may mean involving various levels of leadership from the ground floor to the top of the organization. It may be that you involve someone from bookkeeping in a marketing problem-solving session. A perspective from someone not involved in the day-to-day of the problem can often provide valuable insight.
• Communicate Clearly.  If the problem is not well-defined, the solution can't be. By clearly defining the problem, the framework for collaborative problem solving is narrowed and more effective.
• Expand the Possibilities.  Think beyond what is offered. Take a discarded idea and expand upon it. Turn it upside down and inside out. What is good about it? What needs improvement? Sometimes the best ideas are those that have been discarded rather than reworked.
• Encourage Creativity.  Out-of-the-box thinking is one of the great benefits of collaborative problem-solving. This may mean that solutions are proposed that have no way of working, but a small nugget makes its way from that creative thought to evolution into the perfect solution.
• Provide Positive Feedback. There are many reasons participants may hold back in a collaborative problem-solving meeting. Fear of performance evaluation, lack of confidence, lack of clarity, and hierarchy concerns are just a few of the reasons people may not initially participate in a meeting. Positive public feedback early on in the meeting will eliminate some of these concerns and create more participation and more possible solutions.
• Consider Solutions. Once several possible ideas have been identified, discuss the advantages and drawbacks of each one until a consensus is made.
• Assign Tasks.  A problem identified and a solution selected is not a problem solved. Once a solution is determined, assign tasks to work towards a resolution. A team that has been invested in the creation of the solution will be invested in its resolution. The best time to act is now.
• Evaluate the Solution. Reconnect as a team once the solution is implemented and the problem is solved. What went well? What didn't? Why? Collaboration doesn't necessarily end when the problem is solved. The solution to the problem is often the next step towards a new collaboration.

The burden that is lifted when a problem is solved is enough victory for some. However, a team that plays together should celebrate together. It's not only collaboration that brings unity to a team. It's also the combined celebration of a unified victory—the moment you look around and realize the collectiveness of your success.

We can help

Check out MindManager to learn more about how you can ignite teamwork and innovation by providing a clearer perspective on the big picture with a suite of sharing options and collaborative tools.

Need to Download MindManager?

Try the full version of mindmanager free for 30 days.

• Product overview
• All features
• App integrations

CAPABILITIES

• project icon Project management
• Project views
• Custom fields
• Status updates
• goal icon Goals and reporting
• Reporting dashboards
• workflow icon Workflows and automation
• portfolio icon Resource management
• Time tracking
• my-task icon Admin and security
• Admin console
• asana-intelligence icon Asana Intelligence
• list icon Personal
• premium icon Starter
• briefcase icon Advanced
• Goal management
• Organizational planning
• Campaign management
• Creative production
• Content calendars
• Marketing strategic planning
• Resource planning
• Project intake
• Product launches
• Employee onboarding
• View all uses arrow-right icon
• Project plans
• Team goals & objectives
• Team continuity
• Meeting agenda
• View all templates arrow-right icon
• Work management resources Discover best practices, watch webinars, get insights
• What's new Learn about the latest and greatest from Asana
• Customer stories See how the world's best organizations drive work innovation with Asana
• Help Center Get lots of tips, tricks, and advice to get the most from Asana
• Asana Academy Sign up for interactive courses and webinars to learn Asana
• Developers Learn more about building apps on the Asana platform
• Community programs Connect with and learn from Asana customers around the world
• Events Find out about upcoming events near you
• Partners Learn more about our partner programs
• Support Need help? Contact the Asana support team
• Asana for nonprofits Get more information on our nonprofit discount program, and apply.

Featured Reads

• Collaboration |
• Collaboration in the workplace: 11 ways ...

Collaboration in the workplace: 11 ways to boost your team’s performance

Collaboration in the workplace can spur innovation, increase productivity, and boost team satisfaction. Read more about the benefits, challenges, and values of building collaborative teams below.

When done right, workplace collaboration can have a positive impact on your team and organization. Collaboration can improve efficiency , innovation, and team relationships. In this article we cover the benefits and challenges of a collaborative workspace, what skills you need to look for in your collaborative team, and how you can support them to create an innovative and positive work environment.

What is team collaboration in the workplace?

Team collaboration is the cornerstone of building team synergy , because collaborative teams work together to brainstorm new ideas, share knowledge, and complete ambitious projects. Simply put, a collaborative team is one that accomplishes more together than the individual team members could on their own. 

Depending on your role, team collaboration in the workplace can look different:

For team leads , team collaboration can help you allocate work in a way that makes your direct reports shine, expands their skill sets, and helps them advance their careers.

As an individual contributor , collaboration helps you communicate more effectively with your team and work together to accomplish team goals .

For cross-functional collaborators , team collaboration is critical to ensure work moves along smoothly. Without a clear way to work together and communicate, your team can end up siloed, and work can end up falling through the cracks.

What does effective collaboration look like?

Here are a few examples of what collaboration in the workplace can look like.

Group brainstorming: The perfect example of effective collaboration is a good old fashioned brainstorming session. This exercise allows everyone on the team to contribute their ideas and benefit the project by creating innovative solutions to complex problems.

Diverse teams: Everyone on your team is different, and every teammate brings something unique to the table. Building inclusive teams with a range of talents, skill levels, and backgrounds (personal and professional) strengthens your team’s collaboration.

Honest communication and open discussions: In order for teams to be able to work together effectively, you have to be willing to ask questions, dig into specific points, and even disagree in order to move work forward. Though open and honest communication isn’t always the easiest—or most comfortable—being a collaborative team means co-creating to build better solutions, listening to input from other team members, and working together towards your goals. 

In complex organizations, you need some way to keep everybody on the same page. When you let silos develop because there’s no organization-wide view into what’s going on—that’s the worst possible way of working. Asana gives us a single platform across every team to share work, to communicate, and to follow up with each other.”

Key values of collaborative teams

Successful collaborative teams rely on the following values:

Clarity: Clear communication is key. While your team may not agree on everything, it’s vital that you communicate opinions, ideas, and priorities clearly to avoid unnecessary conflicts or misunderstandings.

Efficiency: How collaborative your team is does not necessarily correlate with how much time they spend together. It’s all about how time is utilized. Keep meetings or reports short and to the point to help your teammates get their work done on time.

Positivity: Not all team projects will go smoothly. Teams who can shake off failure and start a new project with a positive attitude make collaboration a long-term success.

Trust: Your team members need to feel safe if you want them to contribute their ideas and unique skills. Make sure your team knows that you have their best interest at heart and believe in their abilities. 

Accountability: Check in with your team and make sure everyone is holding themselves accountable for their work—if someone’s missing deadlines or not delivering the quality of work that’s expected of them, try to locate the issue and support them so they can reach their goals in the future.

Keep in mind that a diverse team can strengthen the performance of a project. Different skill levels and personalities are great, but successful collaboration is only possible when every team member embraces these values.

11 ways to boost team collaboration

So you want to build a collaborative team: now what? Boosting team collaboration isn’t as simple as turning a switch “on” or “off”—it takes dedication and focus to develop this project management skill . But if you’re ready to reap the benefits of team collaboration, here are 11 tips to help you build a collaborative company culture:

1. Foster collaboration as a value

This one might seem obvious, but it’s critical to actually establish that collaboration is important to you and your team. Not every team values collaboration—some teams are driven by competition or individual prowess. Take time to clarify that team collaboration is important and lay out how your team will get there.

With Asana, our whole organization is so collaborative. It’s broken down silos between teams and projects, helping people realize where they fit into the larger scope.”

2. Establish communication conventions

Part of the way you can build and boost team collaboration is to create guidelines for your team to communicate and work together. Remember: at first, collaboration won’t be effortless. It’ll take time working together for team members to become fully comfortable with one another—and that’s ok. But by sitting down and co-creating your team communication plan , you can make the process easier.

Take some time to decide:

What should be communicated through email?

What messages should be sent through your direct messaging system?

What information should be shared via your project management tools?

Is there a preferred meeting day or time?

What kind of communication and discussion guidelines or rules should we establish as a team to create an inclusive environment?

Knowing when not to communicate can be equally helpful. Make sure you create time for deep focus work, and encourage employees to set themselves to “Do Not Disturb” if need be, or to block off their calendars to avoid piecemeal meeting days. At Asana, we practice No Meeting Wednesdays, which makes time for everyone—from the newest team member to our executive leaders—to dig into work.

As an organization grows, communication starts to bottleneck. At Hope for Haiti, we’ve seen those inefficiencies hurt us: when we can’t run like a well-oiled machine, we’re not serving as many people as we could be—and it’s our responsibility to improve upon that.”

3. Invite co-creation

The core tenet of team collaboration is that teams can do things better together than they can alone. So one of the best ways to promote team collaboration is to invite co-creation. Don’t just tell team members to work together on a project—instead, hold brainstorming sessions, invite discussion, and open the door to disagreement. Co-creation means building an idea together, not chipping away towards a goal separately.

Co-creation doesn’t have to be face-to-face, either. Asynchronous brainstorming sessions can be incredibly beneficial. One simple way to co-create with a virtual team is to all collaborate in a Google Doc—simply open and build on each others’ ideas.

Using Asana is all about knowledge sharing . The more features we discovered and introduced to different teams, the more everyone saw the value of using the tool and began using it.”

4. Encourage open communication…

…and mean it. Collaboration happens when team members feel like they can bring their whole selves to work. Team members should be encouraged to participate, innovate, and communicate. Instead of holding back their thoughts or reigning in their feelings, they can be themselves and bring all of the great ideas that come with it.

But open communication also means that, sometimes, people are going to disagree. Disagreements are not counter to team collaboration. In fact, healthy disagreements and open conversations are critical to unlocking successful team collaboration.

5. Lead by example

It’s hard to build a collaborative team if you aren't leading by example . Collaboration starts at the top, so make sure you’re always inviting co-creation, encouraging open communication, and making time for your team to innovate and collaborate. Encourage team members to reach out to you if they have questions, or schedule a 1:1 for some extra meeting time.

Asana provides an opportunity for me to work with people across the business, from the CEO to people on my team in a more streamlined way. It makes me a better leader.”

6. Build time for team bonding

When was the last time your team got together to just chat? Team building activities aren’t just a great way to release steam, they’re also an opportunity to get to know each other outside of a work setting. What is your colleague's life goal? Where is your boss from, and how did that affect their experience? What did your new teammate do before their current job? 

Teams that get to know each other inside and out of work know each other better—so when you’re busy with your next project, they can more easily communicate and collaborate more effectively.

I don’t want people to burn out. I want them to be good to each other and enjoy their time at work. Asana helps us do that.”

7. Highlight successful teamwork

Everyone loves to be recognized for a job well done—and congratulating team members on successful teamwork is no different. If two team members work together to bring a new idea to fruition or lead a particularly difficult initiative, take time to give them kudos. 

Ask team members to share their impressions about their experience—what worked well? How did they collaborate and work together to achieve their goal? This not only gives them a well-deserved moment in the spotlight, but it can also serve as a blueprint for other team members to collaborate in the future.

Before Asana, we never had a way to track all of the cross-functional work happening across multiple projects. Now we can see everything on a granular level and our sprint commitments crystal clear.”

8. Offer mentorship opportunities

Building team collaboration is a soft skill: in fact, it's a combination of interpersonal and communication skills. Every individual team member can work to improve those skills—but sometimes, an external perspective can be incredibly helpful. 

There are some intangibles that come with work experience, time spent at a company, and familiarity with the market or job function—and new employees may be itching to learn more. Encouraging mentorship opportunities within your company can help the entire team improve.

Asana allowed us to see the overall amount of work that we were actually doing, and then it allowed us to be able to reprioritize and re-strategize the types of work that we were doing.”

9. Set goals collaboratively

How does your team set goals? Goal-setting is an incredibly important part of any team; it can help you align on what’s important and execute towards those goals. Oftentimes, goals are set from the “ top-down ,” which means leadership sets goals and the metrics of how to get there. This can help your team or company reach a common goal—but it doesn't give your team a chance to collaborate and innovate on how they can reach the goal.

Consider setting hybrid goals—where team or company leadership set the main objective, but individual team members are encouraged to set their key results or KPIs on how they’ll achieve the objective. You can workshop and brainstorm these metrics, but opening the door for team members to be involved in goals can make them more interested in achieving the goals.

Asana has made us better project managers because it encourages an accountability mindset for every employee.”

10. Be flexible

As a collaborative team leader you have to continuously adapt to the different needs and practices of your teammates. Don’t expect people with different backgrounds to follow the same process—instead, recognize and support their unique styles. The more flexible your strategy to implement collaborative work is, the easier it will be on your team.

11. Use shared tools

The best and easiest way for your team to work together is for you to collaborate in a single, shared tool. When you have a central source of truth, all of your teams' work is happening in the same place. Any new updates, shared files, or additional context are all easy to find. By reducing the barrier to working together and collaborating, you're empowering your team to do more together effortlessly.

A team’s collaboration and communications tech stack are crucial, even more so now because of COVID-19. Because of the setup we had from day one with Asana and our other tools, we hit the ground running when we started working from home. There was no disruption in our workflow or output.”

The benefits of collaboration

When done right, workplace collaboration can have a positive impact on your team and organization. It can improve efficiency, innovation, and relationships across teams. 

Increased innovation

Bringing your teammates together can spark innovative ideas and create solutions to complex problems they may not have come up with on their own. 

Think back to a truly great brainstorming session you had. The team was probably overflowing with new ideas—building off of each others’ suggestions to come up with an absolute gem of a plan. That’s the magic of team collaboration—on their own, your team couldn’t have come up with the solution you landed on. It took all of you, engaging and creatively feeding one another, to get to where you did.

Happier teams 

Teams that collaborate well will report higher levels of team satisfaction and employee engagement . Collaborating on projects will help your team members bond, highlight their individual strengths and talents, and make them feel valued as part of the big picture. Happier teams can also directly influence their quality of work, which ultimately impacts your organization's success.

Alignment across distributed teams

Collaboration is more difficult but nonetheless important when your teammates aren’t sharing an office space. The right collaboration tools can help your team members feel less isolated and more part of the organization. 

Lean into collaboration software to allow team members to routinely update each other and actively participate in decisions, brainstorming sessions, and work distribution. Even though team members aren’t in the same room, these collaborative experiences can make them feel more connected.

Shared knowledge among team members 

When team members are working together, they’re constantly involved in each others’ work. Because they’re contributing to joint initiatives or problem-solving together, team members need to share ideas and talk about their work—which leads to increased, team-wide visibility.

Optimized workflows

While assembly lines may have a bit of a bad rap, they’ve also proven highly efficient. When your team collaborates successfully, it can improve company-wide processes and individual workflows. 

Collaboration can make your team more productive and free up time in their schedule for other tasks. This can impact your customer experience as your team is quicker to act when your clients need them.

The challenges of collaboration

We've covered the benefits of team collaboration and how to get your team to the point where collaboration feels effortless. And while there's no downside to collaboration done right, there are some pitfalls you can run into while implementing these strategies. 

Team leaders who are aware of the difficulties will find it easier to support their teammates when struggles arise—here are some of the challenges teams encounter:

Slow adoption

The problem: Your team is dragging their feet on implementing some new policies and using some of your new collaboration tools.

The solution: Make sure you start off small. We recommend implementing one new workstream or project to get the feel for your new processes and tools. It's also helpful to have internal champions who can guide others on the adoption journey. At Asana, we've developed the Asana Way of Change to help teams successfully implement new practices.

Creating space for everyone

The problem: Team members who are shy or less confident may struggle in a collaborative workplace environment. While their input is valued, they may feel less inclined to share or contribute their unique ideas because they’re afraid to fail or be rejected by the group. 

The solution: Leaders can combat this by establishing inclusive meeting and conversation guidelines that create space for those who tend to be more quiet. Your team should also know that failure is nothing to be afraid of but rather an opportunity to grow—this will take some of the pressure off of teammates who are less confident in their ideas, abilities, and talents.

Too much information

The problem: For your team to work together effectively, they need to know where to find things. Seamless workplace collaboration only works when all information is readily available and organized rather than spread out across multiple platforms, or worse, personal accounts. 

The solution: Use a work management tool like Asana that keeps all of your files and other apps in one place and allows you to know exactly who’s doing what by when. A work management tool will not only reduce app switching but also make it easier for your team to find, comment, and collaborate on information or tasks.  

Too many notifications

The problem: Now that everyone is connected, your inbox keeps “dinging” with new information, and you can hardly get any work done. 

The solution: Make sure your collaboration software offers easy access to any relevant notification controls. Choose solutions that offer Do Not Disturb and “unsubscribe to notifications” features, so your team can more easily focus on the work that matters to them.

Complex decision-making

The problem: The more teammates you involve in a project, the more input you’ll receive which can slow down decision-making processes. 

The solution: A strong leader can use their communication and influencing skills to navigate through these processes and lead their team to a solution everyone can agree on. 

Friction between strong personalities

The problem: Having teammates with strong personalities can be great for your organization but when they’re all on the same team, it can lead to friction and resistance. 

The solution: Focus on creating diverse teams with members who complement each other and work well together. As their leader, make sure that everyone feels treated equally and supported by their teammates. Check in regularly to inquire about your teammates' collaborative skills and guide them as they grow into better teamworkers.

Slow results

The problem: Team performance hasn't improved, and the group dynamic doesn't feel like it’s changed, either. Or you’re just not sure if workplace collaboration is improving your organization’s way of working.

The solution: When it comes to boosting team collaboration, you might not see results overnight. But helping your team gain clarity and visibility is only a good thing. Try establishing clear, measurable goals of “where you are” when you start, so you can look back and gauge how things are progressing over time.

Not all teams will experience the same challenges when working together but the better prepared you are as their leader, the easier it will be to overcome them.

Essential team collaboration tools

Team collaboration software can help your team more easily communicate, share files, and coordinate work. Try these collaboration apps to help your team promote effective collaboration:

A file sharing tool like Google Workspace, Microsoft Office, or Dropbox

One of the biggest barriers to team collaboration is having to endlessly search for documents, or wait for an email reply before you can access a file. With a centralized file sharing tool, your team has a shared knowledge base and file depository they can access.

A communication tool like Slack or Microsoft Teams

How does your team currently communicate? Rapid communication for simple tasks or fun moments of team bonding can boost team collaboration. A good team is in constant contact—even if they're not constantly talking. This is especially important if your team is remote. While team meetings or huddles are great ways to communicate, a communication tool provides easy access to all members of the team.

A video communication tool like Zoom or Google Meet

For remote teams, video conferencing is critical for team collaboration. Increasing face time with your team can help create a collaborative environment—even while you're working remotely. Make sure everyone on your team has access to create and share video calls and knows how to use your tool.

A work management platform like Asana

Work management is the linchpin of your team collaboration strategy. With a work management tool, you can easily align on team needs, visualize work in real time, and clarify goals. Work management software is a great tool to help your team do just that. It helps your team organize and streamline work, stay in sync, and hit your goals.

To limit toggle fatigue, it’s important to integrate all of your collaboration tools. The average employee switches between 10 tools per day —but with Asana’s integrations , all of your favorite tools are accessible in one place.

Collaboration makes teamwork work

When your team collaborates, you can do great things. While teamwork isn’t always easy, the gains in innovation, efficiency, and team dynamics will be well worth the investment. So from our collaborative team to yours: you got this.

Remote collaboration and hybrid work is a whole other ball park—but with the right mindset and online tools, you can successfully connect teammates across the globe.

Related resources

How to find alignment on AI

How to scale your creative and content production with Asana

Smooth product launches are simpler than you think

Apps & Integrations

• Microsoft Teams
• See all integrations

Explore Wrike

• Book a Demo
• Take a Product Tour
• Start With Templates
• Customer Stories
• ROI Calculator
• Find a Reseller
• Mobile & Desktop Apps
• Cross-Tagging
• Kanban Boards
• Project Resource Planning
• Gantt Charts
• Custom Item Types
• Dynamic Request Forms
• Integrations
• See all features

Learn and connect

• Resource Hub
• Educational Guides

Become Wrike Pro

• Submit A Ticket
• Help Center
• Premium Support
• Community Topics
• Training Courses
• Facilitated Services
• Collaboration

5 Tips to Make Collaborative Problem Solving Work for Your Team

January 25, 2021 - 5 min read

For project managers, the art of problem solving lies in getting people together who all have their own areas of expertise and then finding the most effective and efficient way to move forward. This can be a complicated, painstaking process, and it's often easy to lose sight of the big picture along the way. Still, by taking on collaborative problem solving with clear goals, leaders are more likely to discover smart, creative solutions to help the team progress in its mission.

Here are five tips that can make the difference in coming up with powerful, collaborative problem solving techniques that work for your unique projects:

1. Bring the Right Attitude to the Table

A collaborative problem solving approach starts with setting everyone's expectations appropriately and coming in to a meeting ready to hear and discuss many different viewpoints . Working together means presenting a variety of ideas and finding useful ways to draw connections instead of treating the project as a competition. That doesn't mean every suggestion is going to be a good one or practical with the available time and budget, but sometimes even noting the drawbacks to a particular proposal can come to inspire a productive new line of thinking. If you say you're collaborating, make sure everyone's attitude is to reflect what you say in your actions. Check out this video for some examples.

2. Individual Problem Solving is Essential to Collaborative Problem Solving

Though fresh perspectives are helpful, connecting with the group is often not the best starting point for working through complex issues. Before following a collaborative problem solving model to pull team members together, it's important to let individuals have some time to develop ideas on their own . Too much discussion during this phase can end up stifling creativity, discouraging team members from following lines of independent thinking that often lead to the very best solutions.

3. Split up into Smaller Groups

When the time does come to bring people together for collaborative problem solving, keeping the sizes of groups under control will help everyone get more done. Staying connected and getting assistance from across the team can help a great deal during the information-gathering phase, but breaking off into smaller groups will generate more effective problem solving activities. These focused clusters will come up with a wider range of theories and potential answers that can then be evaluated and implemented among the larger team.

4. Allow Space for Innovation and Conflict

Group discussions yield the best results when leaders allow some room for flexibility and let the conversation go down some unexpected paths. Keep these guidelines in mind as you lead team meetings:

• Leaders should strive to create a space where talented people are free to voice their ideas.
• For collaborative problem solving to work, team members need to feel like even thoughts that may be a little unusual or difficult to understand at first are welcomed in the room.
• At the same time, the group should be comfortable expressing disagreement and pointing out problems.

With supportive leadership, this kind of open exchange reveals what concepts have the best chance of success. An idea grows into a plan of action when the members of the team bring their best suggestions and then ask tough questions and challenge one another.

5. Make Communication and Progress Transparent

As a project goes forward, leaders must keep the lines of communication among the team members open. Every individual taking part should understand how each assigned task is related and how they ultimately contribute to the overall goals. That's where a solution like Wrike comes in handy, offering the tools for managing workloads , monitoring timelines and sharing drafts.

Solving tricky business problems takes teamwork. Good leaders learn how to use the right strategies and tools to draw out great ideas from each worker and collaborate with the whole group to put them into action.

Occasionally we write blog posts where multiple people contribute. Since our idea of having a gladiator arena where contributors would fight to the death to win total authorship wasn’t approved by HR, this was the compromise.

Sorry, this content is unavailable due to your privacy settings. To view this content, click the “Cookie Preferences” button and accept Advertising Cookies there.

Culture Development

Workplace problem-solving examples: real scenarios, practical solutions.

• March 11, 2024

In today’s fast-paced and ever-changing work environment, problems are inevitable. From conflicts among employees to high levels of stress, workplace problems can significantly impact productivity and overall well-being. However, by developing the art of problem-solving and implementing practical solutions, organizations can effectively tackle these challenges and foster a positive work culture. In this article, we will delve into various workplace problem scenarios and explore strategies for resolution. By understanding common workplace problems and acquiring essential problem-solving skills, individuals and organizations can navigate these challenges with confidence and success.

Understanding Workplace Problems

Before we can effectively solve workplace problems , it is essential to gain a clear understanding of the issues at hand. Identifying common workplace problems is the first step toward finding practical solutions. By recognizing these challenges, organizations can develop targeted strategies and initiatives to address them.

Identifying Common Workplace Problems

One of the most common workplace problems is conflict. Whether it stems from differences in opinions, miscommunication, or personality clashes, conflict can disrupt collaboration and hinder productivity. It is important to note that conflict is a natural part of any workplace, as individuals with different backgrounds and perspectives come together to work towards a common goal. However, when conflict is not managed effectively, it can escalate and create a toxic work environment.

In addition to conflict, workplace stress and burnout pose significant challenges. High workloads, tight deadlines, and a lack of work-life balance can all contribute to employee stress and dissatisfaction. When employees are overwhelmed and exhausted, their performance and overall well-being are compromised. This not only affects the individuals directly, but it also has a ripple effect on the entire organization.

Another common workplace problem is poor communication. Ineffective communication can lead to misunderstandings, delays, and errors. It can also create a sense of confusion and frustration among employees. Clear and open communication is vital for successful collaboration and the smooth functioning of any organization.

The Impact of Workplace Problems on Productivity

Workplace problems can have a detrimental effect on productivity levels. When conflicts are left unresolved, they can create a tense work environment, leading to decreased employee motivation and engagement. The negative energy generated by unresolved conflicts can spread throughout the organization, affecting team dynamics and overall performance.

Similarly, high levels of stress and burnout can result in decreased productivity, as individuals may struggle to focus and perform optimally. When employees are constantly under pressure and overwhelmed, their ability to think creatively and problem-solve diminishes. This can lead to a decline in the quality of work produced and an increase in errors and inefficiencies.

Poor communication also hampers productivity. When information is not effectively shared or understood, it can lead to misunderstandings, delays, and rework. This not only wastes time and resources but also creates frustration and demotivation among employees.

Furthermore, workplace problems can negatively impact employee morale and job satisfaction. When individuals are constantly dealing with conflicts, stress, and poor communication, their overall job satisfaction and engagement suffer. This can result in higher turnover rates, as employees seek a healthier and more supportive work environment.

In conclusion, workplace problems such as conflict, stress, burnout, and poor communication can significantly hinder productivity and employee well-being. Organizations must address these issues promptly and proactively to create a positive and productive work atmosphere. By fostering open communication, providing support for stress management, and promoting conflict resolution strategies, organizations can create a work environment that encourages collaboration, innovation, and employee satisfaction.

The Art of Problem Solving in the Workplace

Now that we have a clear understanding of workplace problems, let’s explore the essential skills necessary for effective problem-solving in the workplace. By developing these skills and adopting a proactive approach, individuals can tackle problems head-on and find practical solutions.

Problem-solving in the workplace is a complex and multifaceted skill that requires a combination of analytical thinking, creativity, and effective communication. It goes beyond simply identifying problems and extends to finding innovative solutions that address the root causes.

Essential Problem-Solving Skills for the Workplace

To effectively solve workplace problems, individuals should possess a range of skills. These include strong analytical and critical thinking abilities, excellent communication and interpersonal skills, the ability to collaborate and work well in a team, and the capacity to adapt to change. By honing these skills, individuals can approach workplace problems with confidence and creativity.

Analytical and critical thinking skills are essential for problem-solving in the workplace. They involve the ability to gather and analyze relevant information, identify patterns and trends, and make logical connections. These skills enable individuals to break down complex problems into manageable components and develop effective strategies to solve them.

Effective communication and interpersonal skills are also crucial for problem-solving in the workplace. These skills enable individuals to clearly articulate their thoughts and ideas, actively listen to others, and collaborate effectively with colleagues. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions.

Collaboration and teamwork are essential for problem-solving in the workplace. By working together, individuals can leverage their diverse skills, knowledge, and perspectives to generate innovative solutions. Collaboration fosters a supportive and inclusive environment where everyone’s ideas are valued, leading to more effective problem-solving outcomes.

The ability to adapt to change is another important skill for problem-solving in the workplace. In today’s fast-paced and dynamic work environment, problems often arise due to changes in technology, processes, or market conditions. Individuals who can embrace change and adapt quickly are better equipped to find solutions that address the evolving needs of the organization.

The Role of Communication in Problem Solving

Communication is a key component of effective problem-solving in the workplace. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions. Active listening, clear and concise articulation of thoughts and ideas, and the ability to empathize are all valuable communication skills that facilitate problem-solving.

Active listening involves fully engaging with the speaker, paying attention to both verbal and non-verbal cues, and seeking clarification when necessary. By actively listening, individuals can gain a deeper understanding of the problem at hand and the perspectives of others involved. This understanding is crucial for developing comprehensive and effective solutions.

Clear and concise articulation of thoughts and ideas is essential for effective problem-solving communication. By expressing oneself clearly, individuals can ensure that their ideas are understood by others. This clarity helps to avoid misunderstandings and promotes effective collaboration.

Empathy is a valuable communication skill that plays a significant role in problem-solving. By putting oneself in the shoes of others and understanding their emotions and perspectives, individuals can build trust and rapport. This empathetic connection fosters a supportive and collaborative environment where everyone feels valued and motivated to contribute to finding solutions.

In conclusion, problem-solving in the workplace requires a combination of essential skills such as analytical thinking, effective communication, collaboration, and adaptability. By honing these skills and fostering open communication channels, individuals can approach workplace problems with confidence and creativity, leading to practical and innovative solutions.

Real Scenarios of Workplace Problems

Now, let’s explore some real scenarios of workplace problems and delve into strategies for resolution. By examining these practical examples, individuals can develop a deeper understanding of how to approach and solve workplace problems.

Conflict Resolution in the Workplace

Imagine a scenario where two team members have conflicting ideas on how to approach a project. The disagreement becomes heated, leading to a tense work environment. To resolve this conflict, it is crucial to encourage open dialogue between the team members. Facilitating a calm and respectful conversation can help uncover underlying concerns and find common ground. Collaboration and compromise are key in reaching a resolution that satisfies all parties involved.

In this particular scenario, let’s dive deeper into the dynamics between the team members. One team member, let’s call her Sarah, strongly believes that a more conservative and traditional approach is necessary for the project’s success. On the other hand, her colleague, John, advocates for a more innovative and out-of-the-box strategy. The clash between their perspectives arises from their different backgrounds and experiences.

As the conflict escalates, it is essential for a neutral party, such as a team leader or a mediator, to step in and facilitate the conversation. This person should create a safe space for both Sarah and John to express their ideas and concerns without fear of judgment or retribution. By actively listening to each other, they can gain a better understanding of the underlying motivations behind their respective approaches.

During the conversation, it may become apparent that Sarah’s conservative approach stems from a fear of taking risks and a desire for stability. On the other hand, John’s innovative mindset is driven by a passion for pushing boundaries and finding creative solutions. Recognizing these underlying motivations can help foster empathy and create a foundation for collaboration.

As the dialogue progresses, Sarah and John can begin to identify areas of overlap and potential compromise. They may realize that while Sarah’s conservative approach provides stability, John’s innovative ideas can inject fresh perspectives into the project. By combining their strengths and finding a middle ground, they can develop a hybrid strategy that incorporates both stability and innovation.

Ultimately, conflict resolution in the workplace requires effective communication, active listening, empathy, and a willingness to find common ground. By addressing conflicts head-on and fostering a collaborative environment, teams can overcome challenges and achieve their goals.

Dealing with Workplace Stress and Burnout

Workplace stress and burnout can be debilitating for individuals and organizations alike. In this scenario, an employee is consistently overwhelmed by their workload and experiencing signs of burnout. To address this issue, organizations should promote a healthy work-life balance and provide resources to manage stress effectively. Encouraging employees to take breaks, providing access to mental health support, and fostering a supportive work culture are all practical solutions to alleviate workplace stress.

In this particular scenario, let’s imagine that the employee facing stress and burnout is named Alex. Alex has been working long hours, often sacrificing personal time and rest to meet tight deadlines and demanding expectations. As a result, Alex is experiencing physical and mental exhaustion, reduced productivity, and a sense of detachment from work.

Recognizing the signs of burnout, Alex’s organization takes proactive measures to address the issue. They understand that employee well-being is crucial for maintaining a healthy and productive workforce. To promote a healthy work-life balance, the organization encourages employees to take regular breaks and prioritize self-care. They emphasize the importance of disconnecting from work during non-working hours and encourage employees to engage in activities that promote relaxation and rejuvenation.

Additionally, the organization provides access to mental health support services, such as counseling or therapy sessions. They recognize that stress and burnout can have a significant impact on an individual’s mental well-being and offer resources to help employees manage their stress effectively. By destigmatizing mental health and providing confidential support, the organization creates an environment where employees feel comfortable seeking help when needed.

Furthermore, the organization fosters a supportive work culture by promoting open communication and empathy. They encourage managers and colleagues to check in with each other regularly, offering support and understanding. Team members are encouraged to collaborate and share the workload, ensuring that no one person is overwhelmed with excessive responsibilities.

By implementing these strategies, Alex’s organization aims to alleviate workplace stress and prevent burnout. They understand that a healthy and balanced workforce is more likely to be engaged, productive, and satisfied. Through a combination of promoting work-life balance, providing mental health support, and fostering a supportive work culture, organizations can effectively address workplace stress and create an environment conducive to employee well-being.

Practical Solutions to Workplace Problems

Now that we have explored real scenarios, let’s discuss practical solutions that organizations can implement to address workplace problems. By adopting proactive strategies and establishing effective policies, organizations can create a positive work environment conducive to problem-solving and productivity.

Implementing Effective Policies for Problem Resolution

Organizations should have clear and well-defined policies in place to address workplace problems. These policies should outline procedures for conflict resolution, channels for reporting problems, and accountability measures. By ensuring that employees are aware of these policies and have easy access to them, organizations can facilitate problem-solving and prevent issues from escalating.

Promoting a Positive Workplace Culture

A positive workplace culture is vital for problem-solving. By fostering an environment of respect, collaboration, and open communication, organizations can create a space where individuals feel empowered to address and solve problems. Encouraging teamwork, recognizing and appreciating employees’ contributions, and promoting a healthy work-life balance are all ways to cultivate a positive workplace culture.

The Role of Leadership in Problem Solving

Leadership plays a crucial role in facilitating effective problem-solving within organizations. Different leadership styles can impact how problems are approached and resolved.

Leadership Styles and Their Impact on Problem-Solving

Leaders who adopt an autocratic leadership style may make decisions independently, potentially leaving their team members feeling excluded and undervalued. On the other hand, leaders who adopt a democratic leadership style involve their team members in the problem-solving process, fostering a sense of ownership and empowerment. By encouraging employee participation, organizations can leverage the diverse perspectives and expertise of their workforce to find innovative solutions to workplace problems.

Encouraging Employee Participation in Problem Solving

To harness the collective problem-solving abilities of an organization, it is crucial to encourage employee participation. Leaders can create opportunities for employees to contribute their ideas and perspectives through brainstorming sessions, team meetings, and collaborative projects. By valuing employee input and involving them in decision-making processes, organizations can foster a culture of inclusivity and drive innovative problem-solving efforts.

In today’s dynamic work environment, workplace problems are unavoidable. However, by understanding common workplace problems, developing essential problem-solving skills, and implementing practical solutions, individuals and organizations can navigate these challenges effectively. By fostering a positive work culture, implementing effective policies, and encouraging employee participation, organizations can create an environment conducive to problem-solving and productivity. With proactive problem-solving strategies in place, organizations can thrive and overcome obstacles, ensuring long-term success and growth.

Related Stories

• May 23, 2024

Software for Company Culture

Edgar schein models on organizational culture, best culture consulting firms, what can we help you find.

• Business & Money
• Business Culture

Enjoy fast, free delivery, exclusive deals, and award-winning movies & TV shows with Prime Try Prime and start saving today with fast, free delivery

Amazon Prime includes:

Fast, FREE Delivery is available to Prime members. To join, select "Try Amazon Prime and start saving today with Fast, FREE Delivery" below the Add to Cart button.

• Cardmembers earn 5% Back at Amazon.com with a Prime Credit Card.
• Unlimited Free Two-Day Delivery
• Streaming of thousands of movies and TV shows with limited ads on Prime Video.
• A Kindle book to borrow for free each month - with no due dates
• Listen to over 2 million songs and hundreds of playlists
• Unlimited photo storage with anywhere access

Important:  Your credit card will NOT be charged when you start your free trial or if you cancel during the trial period. If you're happy with Amazon Prime, do nothing. At the end of the free trial, your membership will automatically upgrade to a monthly membership.

Return this item for free

Free returns are available for the shipping address you chose. You can return the item for any reason in new and unused condition: no shipping charges

• Go to your orders and start the return
• Select your preferred free shipping option
• Drop off and leave!

Download the free Kindle app and start reading Kindle books instantly on your smartphone, tablet, or computer - no Kindle device required .

Read instantly on your browser with Kindle for Web.

Using your mobile phone camera - scan the code below and download the Kindle app.

Image Unavailable

• To view this video download Flash Player

Follow the author

Collaborative Problem Solving 1st Edition

Purchase options and add-ons.

Drawing on knowledge from process improvement, organisation theory, human resource management, change management, occupational health and safety, and other fields, the book is a practical, easy-to-read guide to problem solving.

Illustrated with a series of short case studies, this book provides an integrated approach to problem solving in the workplace. Collaborative Problem Solving walks through the steps in the problem solving process, introducing dozens of tools, techniques, and concepts to use throughout. Chris J. Shannon describes the behaviours to practice which are most conducive to creating a positive problem solving culture based on curiosity, collaboration, and evidence-based thinking. This book explains why successful problem solving is a collaborative process and provides tools and techniques for responding to other people’s behaviour when designing and implementing solutions.

Offering practical advice on problem solving in an easy-to-understand way, this book is aimed at people working in office environments, service industries, and knowledge organisations, enabling them to feel confident in applying the knowledge from the book in their own workplace.

• ISBN-10 0367557584
• ISBN-13 978-0367557584
• Edition 1st
• Publication date June 23, 2021
• Language English
• Dimensions 5.43 x 0.39 x 8.5 inches
• Print length 170 pages
• See all details

Editorial Reviews

About the author.

Chris J. Shannon has worked in a variety of financial management and general management roles for the past 25 years, and is currently a manager at The University of Queensland. He has a Bachelor of Business in human resource management, and a Master of Business in leadership. Shannon believes the role of a leader is to create the conditions in which people can thrive, and that organisational success is achieved through developing people. He has previously published a chapter in Global Lean for Higher Education: A Themed Anthology of Case Studies, Approaches and Tools (ed. Stephen Yorkstone). This is his first book.

Product details

• Publisher ‏ : ‎ Routledge; 1st edition (June 23, 2021)
• Language ‏ : ‎ English
• Paperback ‏ : ‎ 170 pages
• ISBN-10 ‏ : ‎ 0367557584
• ISBN-13 ‏ : ‎ 978-0367557584
• Item Weight ‏ : ‎ 9.2 ounces
• Dimensions ‏ : ‎ 5.43 x 0.39 x 8.5 inches
• #908 in Business Conflict Resolution & Mediation (Books)
• #1,760 in Popular Psychology Creativity & Genius
• #2,145 in Business Management (Books)

About the author

Chris j. shannon.

Discover more of the author’s books, see similar authors, read author blogs and more

Customer reviews

Customer Reviews, including Product Star Ratings help customers to learn more about the product and decide whether it is the right product for them.

To calculate the overall star rating and percentage breakdown by star, we don’t use a simple average. Instead, our system considers things like how recent a review is and if the reviewer bought the item on Amazon. It also analyzed reviews to verify trustworthiness.

• Sort reviews by Top reviews Most recent Top reviews

Top reviews from the United States

There was a problem filtering reviews right now. please try again later..

• Amazon Newsletter
• About Amazon
• Accessibility
• Sustainability
• Press Center
• Investor Relations
• Amazon Devices
• Amazon Science
• Sell on Amazon
• Sell apps on Amazon
• Supply to Amazon
• Protect & Build Your Brand
• Become an Affiliate
• Become a Delivery Driver
• Start a Package Delivery Business
• Advertise Your Products
• Self-Publish with Us
• Become an Amazon Hub Partner
• › See More Ways to Make Money
• Amazon Visa
• Amazon Store Card
• Amazon Secured Card
• Amazon Business Card
• Shop with Points
• Credit Card Marketplace
• Reload Your Balance
• Amazon Currency Converter
• Your Account
• Your Orders
• Shipping Rates & Policies
• Amazon Prime
• Returns & Replacements
• Manage Your Content and Devices
• Recalls and Product Safety Alerts
• Conditions of Use
• Privacy Notice
• Consumer Health Data Privacy Disclosure
• Your Ads Privacy Choices

Thank you for visiting nature.com. You are using a browser version with limited support for CSS. To obtain the best experience, we recommend you use a more up to date browser (or turn off compatibility mode in Internet Explorer). In the meantime, to ensure continued support, we are displaying the site without styles and JavaScript.

• View all journals
• Explore content
• About the journal
• Publish with us
• Sign up for alerts
• Published: 04 June 2018

Collaborative problem-solving education for the twenty-first-century workforce

• Stephen M. Fiore 1 ,
• Arthur Graesser 2 &
• Samuel Greiff 3  

Nature Human Behaviour volume  2 ,  pages 367–369 ( 2018 ) Cite this article

1649 Accesses

61 Citations

30 Altmetric

Metrics details

The complex research, policy and industrial challenges of the twenty-first century require collaborative problem solving. Assessments suggest that, globally, many graduates lack necessary competencies. There is a pressing need, therefore, to improve and expand teaching of collaborative problem solving in our education systems.

This is a preview of subscription content, access via your institution

Relevant articles

Open Access articles citing this article.

Pre-service teachers becoming researchers: the role of professional learning groups in creating a community of inquiry

• Sandris Zeivots
• , John Douglas Buchanan
•  &  Kimberley Pressick-Kilborn

The Australian Educational Researcher Open Access 20 January 2023

Access options

Access Nature and 54 other Nature Portfolio journals

Get Nature+, our best-value online-access subscription

24,99 € / 30 days

cancel any time

Subscribe to this journal

Receive 12 digital issues and online access to articles

111,21 € per year

only 9,27 € per issue

Buy this article

• Purchase on Springer Link
• Instant access to full article PDF

Prices may be subject to local taxes which are calculated during checkout

Fiore, S. M. et al. Collaborative Problem Solving: Considerations for the National Assessment of Educational Progress (National Center for Educational Statistics, United States Department of Education, Washington DC, 2017).

Graesser, A. C. et al. in Assessment and Teaching of 21st Century Skills. Research and Applications (eds Care, E., Griffin, P. & Wilson, M.) Ch. 5 (Springer International Publishing, Cham, 2018); https://doi.org/10.1007/978-3-319-65368-6_5 .

PISA 2015 Results (Volume V): Collaborative Problem Solving (Organization for Economic Cooperation and Development, 2017); https://doi.org/10.1787/9789264285521-en

National Academies of Sciences, Engineering, and Medicine Education for Life and Work: Transferable Knowledge and Skills in the 21st Century (National Academies Press, Washington DC, 2012); https://doi.org/10.17226/13398

National Research Council Enhancing the Effectiveness of Team Science (National Academies Press, Washington DC, 2015); https://doi.org/10.17226/19007

The Royal Society Assessing Experimental Science in 11–18 Education: New Research Directions (Royal Society Press, 2016); https://royalsociety.org/~/media/events/2016/10/education-conference-report-12-october-2016.pdf

Hart Research Associates Falling Short? College Learning and Career Success (Association of American Colleges and Universities, 2015).

Critical Skills Survey (American Management Association, 2012); https://www.amanet.org/uploaded/2012-Critical-Skills-Survey.pdf

National Academies of Sciences, Engineering, and Medicine Building America’s Skilled Technical Workforce (National Academies Press, Washington DC, 2017); https://doi.org/10.17226/23472

Weinberger, C. J. Rev. Econ. Stat. 96 , 849–861 (2014).

Article   Google Scholar  

Download references

Author information

Authors and affiliations.

University of Central Florida, Orlando, FL, USA

Stephen M. Fiore

University of Memphis, Memphis, TN, USA

Arthur Graesser

University of Luxembourg, Luxembourg City, Luxembourg

Samuel Greiff

You can also search for this author in PubMed   Google Scholar

Corresponding author

Correspondence to Stephen M. Fiore .

Ethics declarations

Competing interests.

The authors declare no competing interests.

Rights and permissions

Reprints and permissions

About this article

Cite this article.

Fiore, S.M., Graesser, A. & Greiff, S. Collaborative problem-solving education for the twenty-first-century workforce. Nat Hum Behav 2 , 367–369 (2018). https://doi.org/10.1038/s41562-018-0363-y

Download citation

Published : 04 June 2018

Issue Date : June 2018

DOI : https://doi.org/10.1038/s41562-018-0363-y

Share this article

Anyone you share the following link with will be able to read this content:

Sorry, a shareable link is not currently available for this article.

Provided by the Springer Nature SharedIt content-sharing initiative

This article is cited by

• John Douglas Buchanan
• Kimberley Pressick-Kilborn

The Australian Educational Researcher (2024)

Improving collaborative problem-solving skills via automated feedback and scaffolding: a quasi-experimental study with CPSCoach 2.0

• Sidney K. D’Mello
• Nicholas Duran
• Angela E. B. Stewart

User Modeling and User-Adapted Interaction (2024)

Exploring the effects of role scripts and goal-orientation scripts in collaborative problem-solving learning

Education and Information Technologies (2023)

Integrating a collaboration script and group awareness to support group regulation and emotions towards collaborative problem solving

• Matias Rojas
• Miguel Nussbaum
• Danilo Alvares

International Journal of Computer-Supported Collaborative Learning (2022)

Multimodal modeling of collaborative problem-solving facets in triads

• Zachary Keirn

User Modeling and User-Adapted Interaction (2021)

Quick links

• Explore articles by subject
• Guide to authors
• Editorial policies

Sign up for the Nature Briefing newsletter — what matters in science, free to your inbox daily.

• Online Master of Accountancy
• Online Master of Business Administration
• Online MBA with a Concentration in Accounting
• Online MBA with a Concentration in Business Analytics
• Online MBA with a Concentration in Finance
• Online MBA with a Concentration in Healthcare Administration
• Online MBA with a Concentration in International Business
• Online MBA with a Concentration in Management
• Additional Online Programs
• Online Experience
• About TAMU-CC
• Student Services

x Welcome to our website! How did you hear about us? Take Survey »

Home » Degrees » Business » MBA » Master of Business Administration » Collaborative Problem-solving in the Workplace

Collaborative Problem-solving in the Workplace

• Published On: May 28, 2024

Solving the complex problems that confront companies operating in today’s fast-paced, global business environment requires a new kind of leadership. CEOs, COOs and other positions high on the corporate ladder carry both great responsibility and authority. However, the most accomplished and nimble of today’s business leaders understand that true accountability and decision-making power is woven into the fabric of their organizations. Being a leader means being a listener , a fact-checker, a motivator and, in some sense, an artist akin to a film director or orchestra conductor.

Advanced business education programs like the online Master of Business Administration (MBA) program from Texas A&M University-Corpus Christi (TAMU-CC) can help professionals gain the complex skill set necessary for successful problem-solving in challenging leadership roles. Professionals can study the nuances of decision analysis , administrative strategy, business analytics, organizational behavior and much more with TAMU-CC’s MBA program.

Underpinning many of these areas of study is the foundational importance of collaboration and its key role in achieving the best possible solutions to complex problems. More and more, business leaders are turning to the principles of what’s known as collaborative problem-solving to address both their immediate and long-term goals. What is collaborative problem-solving? Why does it succeed where other approaches fail? And how are business leaders fostering the practice in their own organizations?

The 9 Stages of Collaborative Problem-solving

The  Collaborative Leaders Network  (CLN) is a nonprofit that began as a small study group consisting of “community members, business leaders, and policymakers.” This group formed with the intent of addressing entrenched economic and social issues facing all Hawaiians. They identified stakeholders from among a diverse array of demographic segments and instituted policies and procedures to collaborate on innovative solutions that can create sustainable, long-lasting change. This study group then assessed their own work and sought “to mine their respective wisdom and capture their collaborative problem-solving practices with the intention of sharing them broadly.”

The CLN since developed a nine-stage process for facilitating collaborative problem-solving .

• Clarify intentions
• Perform a background inquiry
• Develop a process design
• Launch the group
• Analyze the issues
• Generate a range of options and solutions
• Evaluate those options to create the strategy or plan
• Produce documents that define or describe the chosen plan
• Conduct an executive review

The CLN summarizes this process as one in which “group members engage in clarifying the problem, analyzing potential strategies, crafting recommendations, evaluating draft documents, and delivering a report for which there is a high level of consensus and commitment.”

Collaborative problem-solving is therefore cross-functional and reaches across traditional lines of division drawn across organizational charts. As such, collaborative problem-solving draws upon a number of business skills: statistical and decision analysis, managerial accounting, organizational behavior, operations management, administrative strategy and policy, marketing and more.

Managing the Problem-solving Team

Any given solution arrived at by means of collaborative problem-solving techniques is only as good as the group that generates it. And the group is only as strong as the leadership that takes on the task of determining the group’s composition and facilitating its work. Effective group facilitation results from leaders who encourage dialogue, debate and inquiry while advocating for all stakeholders and making sure all voices are heard and valued.

Ensuring strategies and decisions incorporate and synthesize all worthy ideas through the inquiry-based collaborative problem-solving process enables the realization of the “collective wisdom” aspect of the approach. Clearly, this can take a great deal of diplomacy, empathy and emotional intelligence on the part of the facilitator — essential traits for strong leaders.

What Are the Advantages to Adopting a Collaborative Problem-solving Methodology?

• Staff, executive and otherwise, who may not have been included in previous discussions are more likely to express a fresh perspective on the problem at hand.
• Because collaboration entails the sharing of resources, management can focus on issues of resource abundance rather than resource scarcity.
• Attitudes such as “It’s not my job” and “That’s above my paygrade” have no place in a team environment defined by collective ownership of both problems and solutions (including the implementation of those solutions).
• Collaborative problem-solving can help leaders better identify employees with strong potential — as well as employees who may not be suited to the corporation’s culture.
• Success is shared in a collaborative problem-solving environment. This sharing of success promotes a holistic understanding of the business as well as its mission, values and goals at every level of the organization. Employees who feel they possess a personal stake in the company’s overall advancement are more likely to be happy and highly motivated.

Collaborative problem-solving is one of the core components of leadership training TAMU-CC provides via its online MBA. Through studying the benefits of structured collaboration and integrating collaborative processes with other business functions and decision analysis practices, MBA grads can maximize their impact through helping to create solutions to their organizations’ most challenging problems.

Learn more about the  TAMU-CC online MBA program .

Related Articles

Our commitment to content publishing accuracy.

Articles that appear on this website are for information purposes only. The nature of the information in all of the articles is intended to provide accurate and authoritative information in regard to the subject matter covered.

The information contained within this site has been sourced and presented with reasonable care. If there are errors, please contact us by completing the form below.

Timeliness: Note that most articles published on this website remain on the website indefinitely. Only those articles that have been published within the most recent months may be considered timely. We do not remove articles regardless of the date of publication, as many, but not all, of our earlier articles may still have important relevance to some of our visitors. Use appropriate caution in acting on the information of any article.

Report inaccurate article content:

• Email Address *

Request More Information

Submit this form, and a representative will contact you to answer any questions.

• Program of Interest * Program of interest* MBA MBA in Accounting MBA in Business Analytics MBA in Finance MBA in Healthcare Administration MBA in International Business MBA in Management Master of Accountancy
• First Name *
• Last Name *
• How did you hear about us? * How did you hear about us?* Coworker Email Employer Family/Friend Information Session Magazine/Newspaper Online Professional Organization Radio/TV

*All fields required.

• Phone This field is for validation purposes and should be left unchanged.

or call 877-588-3295

By submitting this form, I am providing my digital signature agreeing that Texas A&M University-Corpus Christi (TAMU-CC) and its agent, Academic Partnerships, may email me or contact me regarding educational services by telephone and/or text message utilizing automated technology or a pre-recorded message at the telephone number(s) provided above. I understand this consent is not a condition to attend TAMU-CC or to purchase any other goods or services.

Begin Application Process

Start your application today!

to speak to an Enrollment Specialist.

Academic Partnerships maintains this website on behalf of Texas A&M University-Corpus Christi. TAMUCC maintains responsibility for curriculum, teaching, admissions, tuition, financial aid, accreditation, and all other academic and instruction-related functions and decisions. Learn more about Academic Partnerships .

Call 877-588-3295

877-588-3295

• Social Media
• Direct mail
• Search Engine
• Event/Conference
• This is my first time
• Within the last 30 days
• 1-2 months ago
• 3+ months ago

Request Information

• Program of interest * Program of interest* MBA MBA in Accounting MBA in Business Analytics MBA in Finance MBA in Healthcare Administration MBA in International Business MBA in Management Master of Accountancy

Submit the form below, and a representative will contact you to answer any questions.

• Email This field is for validation purposes and should be left unchanged.

FIND A MEDIATOR QUICK LISTS

• Mediators Listed by State/City
• Mediators Listed by Practice Area
• Mediator Services
• Certification
• Mediate University
• Statewide Banner
• Online Meeting Room
• About Mediation
• Public Policy

Collaborative Problem Solving: An Effective Approach For Managing Conflict In The Workplace

The workplace is a complex interpersonal environment where conflict inevitably occurs. When handled poorly, conflict undermines relationships, team performance, and morale. It keeps managers and staff alike up at night, dreading the start of a new day at work. When handled well, working though conflict can build trust and create a positive work environment where people work effectively together.

Collaborative Problem Solving (CPS) was originated by Dr. Ross Greene and subsequently developed by Dr. Greene and Dr. Stuart Ablon, and their associates at Massachusetts General Hospital and the Harvard Medical School. It is a method of conflict resolution that was originally developed for working with very difficult children. As more people have learned CPS, it has been applied in an increasingly wide range of settings with diverse populations and provocative results. Its effectiveness has been demonstrated everywhere from homes and schools to residential treatment facilities, hospitals and even corrections facilities. We have found this approach to be coherent, accessible, and applicable to the workplace setting.

The CPS Philosophy

It is essential for the managers to establish an expectation among themselves and with their staff that conflict will be handled in a consistent manner. Managers also need to have and to communicate a clear philosophy of conflict management. The original philosophy of CPS is that “kids do well if they can. If they can’t, we adults need to figure out why, so we can help. ” Translated into the workplace, this reads, “staff do well at their jobs if they can. If they can’t, managers need to help them figure out why, so they can.”

The CPS philosophy informs us that the manager’s explanation of a staff’s behavior, attitude, etc. will guide his or her intervention with that staff member. Conventional wisdom tells the manager that staff’s challenging behavior is usually designed to get things or avoid things, such as getting attention or avoiding work. Flowing from a conventional explanation like this, a conventional response to such behavior would be to ignore it or try to motivate more compliant behavior. This approach might work in some situations, but not as effectively as a transparent, systematic, and collaborative method of conflict resolution.

The CPS Approach To Managing Conflict

When presented with conflict or an expectation that a staff member is not meeting, managers generally have three choices: Plan A: impose their will; Plan B: collaborative problem solving; Plan C: drop the issue, at least for now.

Which option managers chose depends on the long term and short term goals managers have with individual staff; how far along they and their staff are in realizing those goals; and the situation/problem at hand. As managers come to know more about each of these Plans and as they improve their understanding of how each of their staff respond to them in different situations, they will gain more confident in which Plan to chose at any given point in time.

In executing Plan A, managers are exercising their prerogative as the person in authority. This is what French and Raven (1959) refer to as “legitimate power.” There is nothing inherently wrong with this approach. Sometimes it represents the shortest distance between two points. Sometimes staff really want their manager to make an executive decision and get on with it rather than take the time needed to arrive at a consensus.

More often, Plan A is experienced by staff in the same way they experienced a parent saying, “because I said so.” Staff may comply because there was no real choice, but they remain angry and consequently find passive ways to resist. Managers, may be able to tell themselves, “my staff did what I told them to do”, but it is highly likely that the situations which required the boss to give these orders will keep popping up. Plan A can be effective; it can also be risky and unproductive. It rarely solves tough problems in durable ways. It certainly does not teach staff the skills that would be needed to resolve such issues in the future without the intervention of their managers. It definitely does not build the kind of collaborative relationships that are key to effective management in organizations that require group problem solving to succeed.

Plan C has obvious advantages. “Pick your battles” is sage and time-tested advice, but that there is a significant downside to this strategy. Managers are likely to feel that when they execute Plan C they will be viewed by staff as dodging the issue or capitulating. They might then be concerned that their staff, in observing their managers avoid a conflict, will be emboldened to continue with this behavior. To execute Plan C properly, the manager must recognize that Plan C is not giving in. It is a well thought out decision. What is giving in? A failed Plan A leading to Plan C! In other words, the manager tries to make staff do something, it does not occur, and then the manager drops the expectation. The key to using Plan C successfully is to only use it tactically. Managers use it when they have reasoned that a particular conflict is not worth the time it will take to effectively work it through; because the timing is not right for dealing with the issue; or simply because they or their organizations have bigger fish to fry for the moment.

Plan B is the middle way. Plan B is the heart and soul of CPS: it is collaborative problem solving. At the end of a successfully executed Plan B the manger can say to him or herself, “we worked it out. We solved the problem…..together.” Obviously CPS did not invent the idea that people at different levels of authority can jointly work out their problems. What CPS does exceptionally well is to describe a series of  research-based  and easily understandable  steps for accomplishing this goal.

Our description of Plan B below differs somewhat from how Plan B is described in working with challenging kids. The modifications to Plan B flow from our experience applying it in the workplace. Plan B consists of two phases. In the first phase, the manager and staff member form a collaborative relationship. They take turns working towards a mutual definition of their problem. This definition serves as the basis for entering into the second phase, which is negotiation and problem solving. The first phase generally takes a lot longer than the second. It’s a lot like painting a room in a house. To paint well, two-thirds of the time needs to be spent prepping. Only one-third of the time will actually be devoted to applying the paint. The same holds true for two people trying to solve a problem. It is the “prep work” that makes the difference between an effort that lasts and one that just buys a little time until the next conflict. Although the first phase of Plan B is broken into three steps, it is often necessary to go back and forth between steps to complete this prep work. Plan B should be thought of as a process, not a technique.

When Plan B is executed after careful thought has been given, it is called Proactive Plan B. However, sometimes situations quickly arise and it is not possible to take the time to thoughtfully develop a Plan B. The situation demands that the manager responds immediately. When managers apply the principles of CPS on the fly, without a clear plan, this is called Emergency Plan B. It is less likely to be effective than Proactive Plan B, but it is much more likely to be effective than trying to respond to a conflict in the moment without a set of guiding principles. Since chronic problems with staff not meeting expectations in the work place are quite common, managers who are skilled in using CPS will rarely need to use Emergency Plan B with staff they have come to know. Rather, they will have planned, proactive conversations with staff to develop an approach together that they can then use when the need arises in the future.

A Step By Step Illustration Of How To Execute Plan B

Follow the link to the full article which provides step by step instructions and multiple illustrations of how to execute Plan B. It also includes a “troubleshooting” section which provides guidance to managers about what to do when they feel stuck or find that a particular Plan B is not working as well as a broader discussion of the theoretical and empirical underpinnings of CPS.

Attachments to this Article

• CPSInTheWorkplace.pdf

Seth Bernstein

Seth Bernstein, Ph.D., is a psychologist who has worked as a clinician and managed care executive for over thirty years. Dr. Bernstein is currently the Executive Director of the Accountable Behavioral Health Alliance. Prior to his work at ABHA, Dr. Bernstein worked as a manager for The Travelers Insurance Company,… MORE >

Stuart Ablon

J. Stuart Ablon, Ph.D., is the Director of Think:Kids in the Department of Psychiatry at Massachusetts General Hospital. He is also Associate Clinical Professor of Psychology in the Department of Psychiatry at Harvard Medical School. Dr. Ablon co-founded the Center for Collaborative Problem Solving where he also served as Co-Director… MORE >

Featured Members

Read these next, beer summits and presidential mediations.

From Colin Rule's blog. I've wanted to post something on Obama's Beer Summit for some time, but I thought it best to let the dust settle before weighing in. The...

Party-Directed Mediation. Another Step Towards Non-Directive Mediation

Originally printed in revistademediacion.com, the Journal from Spain, Revista de MediaciónAlmost twenty-five years ago I had the opportunity to mediate for the first time. Like many mediators of that era,...

If a Crime is Admitted, What Then?

“If a person during a caucus session tells the mediator that he committed a crime which had nothing to do with the case in mediation and someone else is going...

Why is collaboration important in teamwork?

Teamwork makes the dream work, but only when it’s done properly. Learn how to achieve effective team collaboration with our guide.

What is collaborative teamwork.

• Problem-solving: Collaboration brings diverse perspectives and expertise.
• Efficiency: Working together allows tasks to be accomplished faster. Sharing workload and responsibilities ensure that work is done more efficiently.
• Learning: Team members learn from each other's experiences and knowledge.
• Engagement: When employees feel their contributions are valued and they are part of a supportive team, job satisfaction increases.
• Communication: Collaboration fosters open communication and trust among team members.

What stops effective team collaboration?

• A recent Harvard Business Review report indicated that today’s project teams can involve members of 100 or more, yet it’s been reported that the tendency to collaborate naturally decreases as a team increases beyond 20 members.
• A study found that 74% of millennials prefer to collaborate in small groups.
• More than 40% said real-time collaboration has been replaced with asynchronous or disjointed collaboration tools.

The signs of failure to collaborate

• Lack of communication
• Dominance of specific team members
• Misalignment of goals
• Overlooking (or not asking for) certain contributions

How to achieve collaborative teamwork

Mentoring/coaching.

• Teaming new employees up with experienced employees
• Early introductions to projects
• Welcome meetings across all departments
• Training and learning outside of their immediate role

Develop a company-wide approach

• Ensured their senior management team effectively encouraged feedback
• Workshops on organisational vision and values with all employees
• Values based on a ‘can-do/will-do’ approach
• An extensive programme of coaching
• A performance-related appraisal scheme
• A commitment to challenging poor behaviour
• Rewards for appropriate behaviour

Invest in team bonding

Make work-from-anywhere tools a reality.

• A Microsoft study revealed that more than 75% of respondents strongly or somewhat prefer to use a holistic solution for cross-team or cross-app collaboration.
• It’s been revealed that up to 60% of a workday is consumed with coordinating work - such as communicating about work, searching for information, switching between apps, and managing shifting priorities.

Examples of successful teamwork and collaboration

• Chris Froome's triumphant victory in the Tour de France 2016 is a prime example of collaboration. Eight of the world's elite cyclists in the team dedicated themselves entirely to Froome's success. Their strategy? Protect and propel Froome to the forefront (no dual leaders). This unified team goal paid off.
• Chicago Bulls coach Phil Jackson, on the other hand, wanted a collaborative team that didn't rely on a single star but on the combined strengths of all players. Famously creating a new dynamic emphasising each player's strengths, Jackson orchestrated one of the most formidable teams in NBA history.
• Under Steve Borthwick's guidance, the England rugby team focused on collaborative team building, including integrating family into the training process. Borthwick banned the unpredictable schedules seen under former coach Eddie Jones and helped create harmony with a delineation of work and leisure time, which not only improved player well-being but also team performance.

Ready to boost collaboration in your workplace?

The 16 best collaboration tools (and what to use them for)

Collaboration tools: which type is right for your team?

Confluence for enterprise collaboration: the ultimate guide

• Collaborative Problem Solving in the Workplace »
• FOR CLINICIANS
• FOR EDUCATORS
• FOR PARENTS

Recent Articles

• How To Talk to Your Kids About Social Media
• Corporal Punishment Ban in New York Sparks Awareness of Practice
• Kids Lack Skill, Not Will
• The Village Network's Implementation Journey
• To Fix Students’ Bad Behavior, Stop Punishing Them
• Behaviors Charts: Helpful or Harmful?

Collaborative Problem Solving in the Workplace

Dr. J. Stuart Ablon

Everyone has had that person at work whose behavior frustrates you. It might be your colleague, your boss, a report of yours, or even your CEO. Difficult behavior in the workplace strains team dynamics, damages workplace morale and culture, and leads to enormous losses in productivity. If the behavior doesn’t cross the line into something that can be reported to HR, is there anything besides grin and bear it?

Thanks to the latest in neuropsychological research, the answer is yes! But the key is understanding why some colleagues behave in a challenging way in the first place. Contrary to conventional wisdom, they aren’t behaving that way because they are simply not trying hard enough to get along with their team members or because they like the attention their behavior brings them. They aren’t difficult because they want to be. They lack the skill, not the will to behave better. What skills? Skills like flexibility, frustration tolerance, and problem-solving. Some of these employees can be incredibly talented in other ways, contributing unique gifts to their work, but their behavior can also threaten team dynamics so it must be addressed.

Collaborative Problem Solving is an approach that operationalizes these key findings from brain science to address some of the most challenging behavior in some of the most challenging settings. The method has been battle-tested. It works. The lessons learned from helping people in places like correctional facilities and psychiatric facilities apply just about anywhere we struggle to manage someone’s behavior. You can put them to use right away in your workplace.

The approach starts with a simple mindset which helps us maintain some empathy and patience for our colleagues who can be pretty challenging to work alongside at times. Begin by assuming that underneath their difficult behavior your colleague probably has reasonable concerns, but they lack the skills to express and pursue those concerns more reasonably. Next use the following proven problem-solving roadmap that not only reduces challenging behavior and solves problems but will also help your colleague (and maybe even yourself!) build the skills they may struggle with. The roadmap has three simple steps:

• EMPATHIZE: Bring up the issue in as non-threatening and reassuring a way as possible. Then work hard to understand your colleague’s concern or perspective about any specific problem you are trying to solve. You might need to do some detective work. Ask questions and take guesses to try to gather information from them. Remind yourself that while you may not like their behavior, they probably have reasonable concerns leading them to behave that way. And also remember that empathizing does not mean agreeing or disagreeing. It simply means understanding. If they are suspicious, simply explain what you are trying to do. Only once you understand their point of view, do you proceed to the second step.
• SHARE YOUR CONCERN: Next, let your colleague know what your concern or perspective is about the specific issue without using blaming language. You can give those some thought before the conversation so you are already prepared when you get to this point. Then, only once you have clarified both sets of concerns, should you move to the third and final step.
• BRAINSTORM: Invite your colleague to brainstorm possible solutions to the problem, but make sure they are solutions that address both your colleague’s and your concerns. Try giving them the first chance to generate a solution. This will increase investment and buy-in. You can throw your ideas out also. But whoever suggests an idea make sure you collaborate to test out the potential solutions to ensure that they address both parties’ concerns and are actionable. Once you arrive at what seems like a good solution, make a plan to enact it and check back in with each other to see how it panned out. Keep in mind that most plans require a little tweaking before a durable solution is found.

If this process sounds too simple to really work, the data don’t lie. Not only will you arrive at durable solutions to problems with colleagues, but both you and your colleague will have practiced a host of critical skills in the process. Skills like communication, perspective-taking, staying calm in the midst of frustration, empathy, flexibility, creativity, and collaboration.

One of the keys to dealing effectively with challenging behavior is not contributing to it. When someone behaves poorly, it frustrates us and our responses often tend to make matters worse. That’s because dysregulation, as we psychologists call it, is contagious. When we get dysregulated, we don’t have access to the smart part of our brains. We operate from much lower down in the brain, meaning that we often then have two people without access to good, rational problem-solving skills. So how do we stay calm in the midst of challenging behavior? First, remember skill, not will so you don’t take the behavior personally or retaliate. Then, practice the three steps above. The first step will help calm your colleague and ensure that s/he will be more likely to listen to your point of view in the second step. Finally, collaborating to find a mutually satisfactory solution in the third step gives both parties some measure of control which is also calming.

Just be prepared that if you practice this new mindset and three-step process to address issues with a difficult colleague, you may be asked to do it again. After all, the skills to solve problems collaboratively are in high demand in every workplace.

Ablon, JS. Changeable: How Collaborative Problem Solving Changes Lives at Home, at School, and at Work. New York: Penguin Random House; 2018.

C. M. Pearson and C. L. Porath, The Cost of Bad Behavior: How Incivility Is Damaging Your Business and What to Do About It (New York: Portfolio, 2009).

C. Porath and C. Pearson, “The Price of Incivility,” Harvard Business Review, January–February 2013, accessed April 3, 2017,  https://hbr.org/2013/01/the-price-of-incivility .

This article originally appeared in Psychology Today

Related Content

The best way to improve executive functioning skills, an effective approach for managing conflict at work, privacy overview, subscribe to our newsletter.