
One of the biggest challenges for new leaders is shifting a team from working in isolation to truly collaborating. A lack of teamwork can slow progress, create misunderstandings, and ultimately impact the school or organisation’s culture. But when collaboration becomes the norm, it leads to innovation, stronger relationships, and a workplace where people feel valued and engaged.
Why Collaboration Matters
Collaboration is more than just working together—it’s about shared purpose, mutual trust, and harnessing the collective strengths of your team. Strong collaboration leads to:
Better problem-solving: More minds mean more creative solutions.
Increased efficiency: Shared responsibilities reduce individual workload and prevent burnout.
Higher staff engagement: When people feel heard and included, they’re more committed to the team’s success.
How to Foster a Collaborative Culture
Here are three ways to build a workplace where collaboration thrives:
Encourage Open Communication
Create an environment where team members feel safe sharing ideas, concerns, and feedback. Use regular team check-ins and an open-door policy to foster transparency.
Break Down Hierarchies
Leaders who position themselves as part of the team—not just above it—encourage cooperation. Model collaboration by seeking input from staff and working alongside them when possible.
Celebrate Collective Wins
Recognise team efforts rather than just individual achievements. Publicly acknowledging contributions fosters a culture where success is seen as a shared experience.
A Lesson from My Leadership Journey
During one of my leadership roles, I inherited a team where departments functioned in silos. Staff meetings were transactional, and there was little collaboration across roles. I introduced shared planning sessions, peer coaching opportunities, and team-building activities designed to foster trust. Over time, we saw a shift—colleagues began sharing expertise, supporting each other, and even co-planning initiatives. The result? A stronger, more cohesive team with improved morale and outcomes.
One particularly successful initiative was the introduction of cross-department action research sets focused on whole-school oracy, which we tied into staff appraisal targets. Initially, some staff were reluctant or lacked confidence in participating, but regular coaching sessions with an assistant head provided the support they needed. Over time, staff who once hesitated to engage found themselves leading discussions and sharing their insights more openly.
A turning point came when staff presented their action research sets ahead of an Ofsted visit. Many shared in their feedback that the experience had significantly boosted their confidence in talking about their work, both with colleagues and external stakeholders. By fostering collaboration and providing structured support, we not only strengthened teamwork but also empowered staff to articulate their professional growth with greater confidence.
What’s Next?
Next week is the final installment of the Developing Staff Relationships series, where we’ll focus on Nurturing Staff Well-Being—an essential part of creating a positive and productive workplace culture. We’ll explore how leaders can support their teams in managing workload, handling stress, and fostering a culture of well-being that benefits everyone.
Throughout this series, I’ve also provided exclusive subscriber-only resources to help you put these strategies into action. If you haven’t yet signed up, make sure to do so to access tools like the Trust-Building Checklist, Feedback Conversation Starter Kit, Collaboration Strategy Guide, and next week’s Well-Being Toolkit.
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