Optimizing cross-functional collaboration

Regardless of our role in the company, we all manage and relate to a diversity of colleagues and stakeholders that we have in our activity. They have different personal needs and expectations when interacting with us, such as courtesy and recognition of their expertise. Moreover, everyone has their own strengths and experiences. When teams and professional relationships succeed in being built on common interests and strengths, as well as leveraging and integrating diversity, excellent deliverables and achievements are achieved.

The main objective of this program is to strengthen the team, Namely increasing trust between colleagues. Therefore, the approach is based on instrument DISC for assessing behavioral styles and motivations. We start from self-awareness, after which we focus on understanding others, then, through group coaching techniques, we identify common interests and strengths, as well as the elements of differentiation between people, in order to finally find means of optimizing diversity and increasing trust.

• The Emotional Intelligence Model
• Motivation – Intention – Behavior
• DISC – The 4 main behavioral profiles: Dominant, Influential, Stable, Conscientious
• For each profile: motivations, strengths and exaggerated strengths, barriers and filters in sharpening, needs and preferences in communication and relating to others, "sensitive" areas in interacting with others and in approaching work
• Cross-functional complementarity (common points and complementary areas)
• Integrating diversity to improve collaboration
• Final exercise Keep-Stop-Start in team dynamics
  • What to do next to support collaboration
  • What not to do, because it blocks the synergy
  • What should we start doing to further increase collaboration?