Assembling a high-performance work environment that contributes to collaboration and cohesive teamwork is far from a simple undertaking.

On any given day, there’s an often overwhelming number of outcomes for a leader to influence and manage.

An effective, collaborative team demands a number of things, not the least of which is a well-respected leader with specific skills, such as the ability to communicate effectively and manage conflict tactfully. Garnering employee commitment and passion are also dependent on psychological and social satisfaction.

Below we explore some questions you can ask yourself to consider if you’ve really got what it takes to be collaborative leader, and where you may want to upskill.

Do you communicate clearly?

Bad communication can be disastrous. It can lead to time wasted at best and at worst, misunderstandings between people that can last years.

Taking the time to spell out what you mean and clarify back what you’re hearing from your team is Leadership 101, but is often more complex in practice than in theory.

It goes without saying that direct communication is needed for your team is to understand, adopt and work together to achieve the goals you set.

Beyond this however, for your team member praise to have the desired effect and for a team to implement appropriate, self corrective action when needed, you must speak directly and honestly at all times.

This is because, for a leader, communication is not just about clear work instructions but about making a team feel valued and want the same success for the team that you do. This takes trust which must be built over time, and your words are your instruments to creating such a harmony.

Are you diplomatic?

It’s not unusual for a your goals as a leader to conflict with those of your team or other leaders in your company.

But to collaborate effectively leaders must find a way recognise and support the professional interests of their superiors, direct reports and others.

This is where compromise, diplomacy and timing come in. Mastering the art of negotiation while considering someone’s needs and making them feel important (which they are) is the stuff great leaders are made of.

Your continual efforts to balance conflicting priorities in a fair, humble and reasonable way, is necessary to gain the support of those on whom your success may depend on down the track.

Can you work through conflict to achieve a better result?

Conflict can arise from anywhere at any time. It can be explosive or subtle, and both have the potential to damage a team permanently if not resolved carefully.

As a leader your role is to get to the root cause of the conflict and facilitate, rather than dictate a solution a quickly as possible. It’s important to remember that conflict affects everyone in a team, not just the parties that have come to a head.

While there’s bad blood, team members can become uncertain about the future, create alliances and put up walls to protect themselves. During times of turmoil, collaboration is the first team dynamic to go out the window.

Taking the time to show your team their issues are top of mind for you is critical. Work fast to ensure all parties feel heard and are part of finding a solution.

Acting quickly, decisively while keeping an open mind will ensure your employees respect and support you (rather than resent or fear you), and will encourage them to come to you for support again in the future.

Do you encourage teamwork?

This may seem counterintuitive but, as the leader, your interest in developing the individual strengths and talents of your team members can encourage a kind of friendly competition that has the power to accelerate each individual’s contribution to the team.

A company’s culture reflects the preferences of its leaders. So, by leading by example and recognising each team member as an individual with interests, passions and talents, you set the stage for a team that recognises one another’s individuality as well.

Creating a collaborative environment that inspires employee commitment and passion is difficult to accomplish. While this requires a supportive culture and technology, a leader can accomplish a lot by the way he interacts with direct supports, peers and superiors to earn their trust.

Do you manage a team? What have you found to be the most effective way to encourage collaboration? Please share with us in the comments below.