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Catalyze Cross-Functional Collaboration

Craft targeted solutions to increase collaboration and drive results.

  • Traditional solutions, such as restructuring and changing the culture, require significant resources and take years to successfully implement; some organizations never get it implemented.
  • The root causes of poor collaboration are difficult to assess.
  • It can be difficult for HR to get enough buy-in from leaders to change siloed behaviors.

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  • Get on-demand project support
  • Get advice, coaching, and insight at key project milestones
  • Go through a Guided Implementation to help you get through your project
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Our Advice

Critical Insight

  • HR can take ownership of fostering cross-functional collaboration by initiating targeted changes within its sphere of control that have a ripple effect across the organization’s culture.

Impact and Result

  • Identify an organizational need that leaders will rally around as a common purpose for collaboration.
  • Take time to understand the root causes of poor collaboration between functions.
  • Select and implement targeted solutions that drive cross-functional collaboration.

Catalyze Cross-Functional Collaboration Research & Tools

1. Outline clear goals

Identify which functions are struggling to collaborate, find a common need for cross-functional collaboration, and examine the existing network of relationships between key functions.

Catalyze Cross-Functional Collaboration Storyboard
Catalyze Cross-Functional Collaboration Executive Briefing
Catalyze Cross-Functional Collaboration Case Studies
Catalyze Cross-Functional Collaboration Worksheet
Personal Network Analysis Tool

2. Identify targeted solutions

Conduct focus groups to identify the root causes of poor collaboration and determine which solutions are best aligned to resolving them.

Training Deck: Activate Networks to Enable Collaboration
Collaboration Ideas Catalog
Collaboration and Networking Self-Assessment
Standard Focus Group Guide
Standard Project Charter
Samples of Collaboration Technology Maps
Network Activation Action Plan

3. Create an action plan

Create a detailed change and communication plan with a process for iteration and updates to solutions.

HR Action and Communication Plan

4. Launch LMS training

Instill learning throughout the organization. Import an interactive eLearning module into your business’ existing learning management system.

LMS Download: Activate Networks to Enable Collaboration

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 5 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Outline clear goals
  • Call 1: Discuss project plan, key success factors, data collection, and stakeholder involvement.
  • Call 2: Review results of stakeholder conversations and data analysis to help create clear goals for collaboration.

Guided Implementation 2: Identify targeted solutions
  • Call 1: Discuss focus group planning to identify the right groups and customize questions.
  • Call 2: Determine which solutions are most appropriate.

Guided Implementation 3: Create an action plan
  • Call 1: Review the HR Action and Communication Plan.

Contributors

  • Melodie Barnett, Managing Partner, Pivot Communication
  • Vickie Brint, Vice President, HR & OD, Nutranext (A Clorox Company)
  • Phil Buckley, Managing Director, Change with Confidence, Former Global HR Director, Cadbury plc.
  • Bill DeMichiel, Senior Vice President, Sales Management, Fairfield County Bank
  • Amy C. Edmondson, Novartis Professor of Leadership & Management, Harvard Business School, Co-Author of Extreme Teaming
  • Chris Ernst, Global Head, People & Organization Potential, Bill & Melinda Gates Foundation
  • Heidi K. Gardner, Distinguished Fellow & Lecturer, Harvard Law School, Author of Smart Collaboration: How Professionals and Their Firms Succeed by Breaking Down Silos
  • Stephanie Goetsch, River Valley Bank, Organizational Development
  • J.D. Lester, Vice President, Human Resources & Administration, Texas Windstorm Insurance Association
  • Robert K. Logan, Professor Emeritus, Department of Physics, University of Toronto, Co-Author of Collaborate to Compete: Driving Profitability in the Knowledge Economy
  • Sunil Meharia, HRIS and Analytics Business Analyst, City of Edmonton
  • Deanne Robblee, Senior Organizational Effectiveness Specialist, Lethbridge College
  • Thea Singer Spitzer, Author of The Power of Collaboration: Powerful Insights from Silicon Valley to Successfully Grow Groups, Strengthen Alliances, and Boost Team Potential, Former Organizational Consultant, Microsoft
  • James Tyer, Director, Customer Success, SWOOP Analytics, Co-Author of Social Learning: How to Implement and Measure Collaborative Behaviors and Practices in the Workplace
  • Vanessa White, Chief Human Resources Officer, Maple Lodge Farms

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