Edward J. Van Luinen

People love going to your meetings. They want to be on your collaboration team. Would you please come and speak to my leadership team about what you're doing over there in collaboration? So I feel that that was co-creation. We were helping them out, but we were also generous with sharing our time.

People love going to your meetings. They want to be on your collaboration team. Would you please come and speak to my leadership team about what you're doing over there in collaboration? So I feel that that was co-creation. We were helping them out, but we were also generous with sharing our time.

And when people are generous in sharing your time in the organization, that's another example of a collaborative behavior.

And when people are generous in sharing your time in the organization, that's another example of a collaborative behavior.

We have to focus on ourselves. And going back to that Gandhi quote, be the change that you seek. And I feel that we have to focus first on ourselves, and that's important in collaboration. And the external influences, as you say, Trish, are very strong, but it really has to start with the internal. We also have the challenge of company structures and resources and rewards

We have to focus on ourselves. And going back to that Gandhi quote, be the change that you seek. And I feel that we have to focus first on ourselves, and that's important in collaboration. And the external influences, as you say, Trish, are very strong, but it really has to start with the internal. We also have the challenge of company structures and resources and rewards

really being based on a 1900s industrial competitive productive model yes so not only are we needing as trish brilliantly says start with ourselves recognize how difficult it is to be collaborative when we're competing for bonus dollars we're competing for headcount we're competing for promotions It's very counterintuitive.

really being based on a 1900s industrial competitive productive model yes so not only are we needing as trish brilliantly says start with ourselves recognize how difficult it is to be collaborative when we're competing for bonus dollars we're competing for headcount we're competing for promotions It's very counterintuitive.

That's why, again, we call the book Collaborate to Contain, because sometimes those collaboration behaviors are rewarded or recognized or valued. As Trish says, the values are off. But we feel that our noble purpose is really important with collaboration and can make a vast difference as we've talked about in innovation, engagement, efficiency, career development, happiness, and many things.

That's why, again, we call the book Collaborate to Contain, because sometimes those collaboration behaviors are rewarded or recognized or valued. As Trish says, the values are off. But we feel that our noble purpose is really important with collaboration and can make a vast difference as we've talked about in innovation, engagement, efficiency, career development, happiness, and many things.

Being able to say, going back to our metric, I love my job.

Being able to say, going back to our metric, I love my job.

You bet.

You bet.

Thank you. And great question, Vince. I love the application because that's what we're all trying to do as leaders is be better every day. One of the things we recommend is with the five behaviors, generosity, co-creation, action, resourcefulness, and gratitude, we ask leaders to take just a quick informal poll of yourselves. Which one of these collaborative behaviors am I good at?

Thank you. And great question, Vince. I love the application because that's what we're all trying to do as leaders is be better every day. One of the things we recommend is with the five behaviors, generosity, co-creation, action, resourcefulness, and gratitude, we ask leaders to take just a quick informal poll of yourselves. Which one of these collaborative behaviors am I good at?

that I understand and I show consistently at work, on the team, with my peers. So pick the one or two of these five collaborative behaviors and recognize that you're good at this because we as leaders are not starting from scratch. When we launch a new leadership model or trying to be better, we're always building and improving and also leveraging what we've done in the past.

that I understand and I show consistently at work, on the team, with my peers. So pick the one or two of these five collaborative behaviors and recognize that you're good at this because we as leaders are not starting from scratch. When we launch a new leadership model or trying to be better, we're always building and improving and also leveraging what we've done in the past.

So we feel that one, two, or possibly even three of these collaborative behaviors, leaders are already demonstrating now, but spend the time to understand them and keep demonstrating and applying them on the job.

So we feel that one, two, or possibly even three of these collaborative behaviors, leaders are already demonstrating now, but spend the time to understand them and keep demonstrating and applying them on the job.