In the last two blog-posts, I described the first two habits of inclusion, fairness and openness. The principle of inclusion is also related to the capacity of companies to foster cooperation. This habit is primordial for teamwork which is usually part of companies daily life. The levels of cooperation required depends on the employee’s tasks. Eastern culture are more individualistic in the sense that everyone is responsible for his own success or failure which can push some of us to be uncooperative. We usually see win-lose prevail and again it depends on the company culture. In this regard developing more cooperative companies may be a challenge because we face cultural mindset and habits. Habits that originated from the culture we live in can be difficult to change because we usually lack the distance to see our own discrepancies. I found it easier to understand the french culture after living abroad, for example. Awareness is always the first step to start a process of change.
It is a good idea to sit down with your colleagues and define what cooperation is and how it should look like in your company. If you see people work against each other then you really need to sit down and ask yourself what brought them to be hostile with one another. There are many more reasons for a lack of cooperation one of them is the lack of a clear vision or policies that do not foster cooperation. Employees of your company must know why they are working and see that cooperation is rewarded. No more individual prime for success for example. Otherwise, they start to run in different direction and try to get more rewards for themselves. Cooperation cannot arise when people do not have a common sense of what is expected from them.