Collaborative Overload

Reclaim up to 24% of collaborative time with proven practices successful leaders use to manage collaborative demands and get work done.

Collaborative demands—email, meetings and phone calls—take up 85% or more of most people’s week. That places an enormous—and invisible—cost on organizations and people. How does your workforce stack up?

Reducing Collaborative Overload Assessment

The collaborative intensity of work has exploded over the past decade due to companies transitioning to matrix based structures, increased complexity of products and services, globalization, email proliferation and adoption of collaborative tools and social media.

Our research has shown that by making a few changes–typically doing just 3-4 things differently–can enable you to claw back 18-24% of your collaborative time. This collaborative overload assessment asks you to reflect on a set of beliefs and practices that distinguish more efficient collaborators.

The assessment produces:

  • online comparative results
  • a comprehensive report that includes strengths, opportunities and blind spots
  • features optional 360 feedback
  • a team-based assessment

Collaborative Overload Card Decks

How to initiate, engage, and refine networks for success in new roles

Applied in a group workshop or individual coaching, these highly popular cards—which use QR codes to link to additional resources and insights online—are designed to help your employees identify a small number of specific practices, behaviors, and beliefs they can change to more efficiently manage their time and create space for innovation.

The popular Harvard Business Review cover story revealed and explained the important issue of collaborative overload. The good news is that some people do this well and typically just doing five to six things differently enable them to claw back 18% to 24% of their collaborative time.

These card deck contains 25 personal practices that have been identified during 20 years of quantitative research and describes:

  • Impose structure: Orient to north star objectives and adapt role & interdependencies.
  • Challenge beliefs: Assess identity and reputation influences and manage anxiety and need for control.
  • Alter behaviors: Ensure channel efficiency and create efficient interaction norms.