David Barzilay Management Guide on Collaborative Leadership Skills

Collaborative leadership skills are critical for leading in current times. With uncertain and turbulent times and an ever changing corporate landscape, there is a shift in leadership styles to a more collaborative one. Leadership is all about processes shared by all social enterprise members. If the shift is towards a more collaborative leadership approach, the business expands its network and grows under the influence of mentors. Additionally, the investor group adopting this approach sparks a culture of innovation in the portfolio company. This is why David Barzilay management philosophies center around a collaborative style of leadership. Getting established players as part of the portfolio in a gaming sector, the IBID Group focuses on creating a culture where vision, value and purpose drive goals. Here’s how collaborative leadership skills can help your organization to overcome hurdles too.

#1 Creating a Purpose and Vision

Collaborative leaders work in an environment where people can integrate through a common mission, vision and value set. A clear and compelling purpose, along with inspiring vision and solid values is essential. The collaborative leaders following a David Barzilay management approach unite the workforce and provide guidance regarding standards and goals of behavior. Leaders need to set an example others can follow. Collaborative leaders are deeply interested in vision and values that drive workers to initiate, act and join the conversation. Stepping up to a challenge involves taking on risk and responsibility. A collaborative leadership style involves meeting the demands of changing technologies and a competitive corporate ecosystem head on.

#2 Leadership That Does Not Mean Control

Another facet of the David Barzilay management skills and collaborative leadership styles is that leaders are able to command commitment and passion needed for success. Moving towards a collaborative leadership style involves understanding leadership is not about control. Collaborative leadership is not about hierarchy, authority or position. It begins with a certain philosophy as well as behavior and set of beliefs and skills that are democratic in their orientation.

#3 A Flattened Enterprise Structure

Flat organizational structures have fewer levels of management. Most workers report to a single managerial level enabling fast communication, that is reliable and involves increased collaboration. Flat structures are more agile and flexible on account of faster decision making. To be effective, flat structures require competence as higher responsibility levels are placed on leaders. Collaborative leadership characteristic of the David Barzilay management mantra focuses on flattening enterprise structures and permitting individuals to take more responsibility for decision making and be more accountable.

#4 Leading Horizontally

Collaborative leadership concerns breaking silos and building trust based on work relationships that are cross functional. This requires a shift in thinking about the team. Rather than comprising only direct reports, the horizontal reporting structure is in place. Peers working in other functional areas constitute the team. Leading a team that is horizontal requires strong alliances and influence. Leadership on an organization-wide scale is the hallmark of collaborative leadership.

#5 Developing Leaders at Different Levels

Unless the leadership development is invested in massively, one is limited by a controlling leadership style. Enterprises should embrace collaborative leadership for developing skills needed for organizational structures to lead in complicated and uncertain times. This David Barzilay management guide stresses how collaborative leaders need to focus on development of leaders at different enterprise levels. With the IBID Group’s unique perspectives in place, everyone is a leader. Collaborative leaders commit to leadership development at all levels. Letting power and control go gives the opportunity to develop leadership skills.  The best way to develop leaders is through a leadership experience. Viewing mistakes as a chance to learn and grow, and placing faith on leaders as opportunities rather than problems is the sign of collaborative leadership. It helps leaders excel outside their comfort zone and lead strategic projects.

#6 Trust Building

The David Barzilay led IBID Group’s success is based on building trust. Trust is the basis of efficient team work and effective collaboration. When there is a failure in trust, leadership fails too. Lack of accountability, lack of conflict, avoidance of accountability are all stemming from an inability to trust. Trust forms the framework for successful cohesion and collaboration among teams. A collaborative leadership style nurtures and develops trust. For encouraging trust, one needs to have belief in competence, integrity and reliability. This forms the core of collaborative leadership.

#7 Risk Management

Developing leaders at different levels means taking initiatives and risks. When individuals feel trusted and secure, they are open to taking risks. Through risk taking, individuals and teams are primed for learning, growth, innovation and creativity. Procedure, bureaucracy, process, red tapism and status quo can serve as obstacles for effective leadership development.

#8 Leading With Questions

When collaboration is chosen over control, you lead with questions. Information and knowledge is spread through the enterprise in varied silos. To leverage information requires shifting leadership roles from merely providing solutions to asking the right questions. This is because effective questioning opens up the conversation and search for new and creative solutions. Join the conversation and gain insights into the biggest opportunities of an enterprise through collaborative leadership.

#9 Share Information

Information and data are the lifeline of any enterprise. Sharing information democratizes the decision making process. It encourages responsibility and improves agility at all levels. Once, information was equated with power.  Now it is the basis  for stepping into leadership roles and taking responsibility for change initiation. Broadly sharing information builds a trusting environment. Collaborative leaders share information creating a sense of trust and openness.

#10 Transparency in Decision Making

Collaborative leadership styles require sharing power and permitting individuals to contribute and impact decisions. Collaborative leaders are clear about the decision making, how these decisions come about, the accountability for outcomes and how operations are participative in nature. When decision making processes are transparent, this also makes it easy to spend less time in committing energy to implementation. Collaborative leaders create process and systems that support decision making. Transparent decision making develops supportive principles, decision making criteria and values. This provides empowerment for teams and individuals when it comes to decision making. Commitment for decision implementation is also inbuilt within a collaborative leadership style. Transparent decisions built trust.

#11 Encouraging Constructive Conflict

Active perspective sharing provides deeper understanding of better outcomes and decisions. Different ideas, perspectives and understanding leads to gains and insights. Encouraging constructive conflict in an environment  to initiate creative solutions is important. Collaborative leaders celebrate diversity and welcome challenges.