Here's how you can enhance internal communication with cross-functional collaboration.

Improve communication within your organization through coordinated discussions among various departments at specified intervals, employ collaboration technologies such as Slack or Microsoft Teams and enable a culture that encourages sharing of thoughts and ideas. Advocate for common projects; establish lines of communication that are always clear and provide across-the-board transparency in regular intervals for all groups involved.

In my experience, goal setting only works if there is a shared sense of purpose. It's not only about WHAT you want to achieve (the goal), but WHY you want to achieve it (the purpose). It's about what challenge or risk you are addressing as a group. If there is no general sense of purpose, your goal(s) will ultimately be less meaningful.

Aprimorar a comunicação interna com colaboração multifuncional envolve criar canais de comunicação claros e acessíveis, promover a transparência nas informações, incentivar a participação ativa de todas as áreas, realizar reuniões interdepartamentais regulares e utilizar ferramentas de colaboração online. Esses passos facilitam o fluxo de informações, aumentam o engajamento e melhoram a eficiência das equipes.

Vision, raison d'être , culture d'entreprise ... Ce sont les éléments qui vont guider les démarches, les manières d'interagir, les valeurs transmises aussi. Il est important que ce soit bien visible pour toutes les équipes. Puis il y a le sens donné à tout ça avec la stratégie toujours bien identifiée et communiquée. Une fois que vous avez ces parties définies, on peut commencer à parler d'objectifs de communication.

One important thing I’ve done in the past was to highlight individual members’ strengths in our first few meetings. This helped gel the teams together into a more collaborative and cohesive group and more importantly build trust between them.

I believe this area is most critical and often overlooked or not given enough attention. To foster trust on a shared deliverable is not enough. It is important to focus on building connections cross teams where people get to understand and also value the other team's work. Walk a mile in their shoes if you may. This helps forge deeper trust connections and healthier collaborations when people are in the know of what the other teams require or may face along the process. Create an hour a month rotation with certain teams shadowing others as an example to activate it where possible. As well as sharing wins and conversations about projects done periodically based on your offerings/propositions (i.e. quarterly).

Trust works both ways. Entrusting teams and winning their trust. The forner comes with giving responsibility with the implicit understanding that making mistakes is okay. The latter comes from teams knowing you've got their backs and will stand up for them or take the fall for them. In my experience both have worked wonders in building a strong team, whether within functions or across multiple functions. #work #culture

Um ambiente empresarial saudável, promove o diálogo de diversas formas, alcançando todos os colaboradores da organização. Cria-se espaço para os que preferem verbalizar, mas também sugere canais para os que se expressam melhor escrevendo. Para isso a empresa precisa ter claramente um mapeamento da percepção interna. Treine as Lideranças neste intuito, para multiplicarem aos demais. A construção de um bom clima organizacional, traz inovação, aumento do capital intelectual, aumento da motivação. Essa prática retém talentos, e gera resultados. A liberdade de expressão, tem impacto nos custos, aumenta vendas, desenvolve soluções inovadoras, aumenta o valor percebido da empresa no mercado, com ganhos expressivos e sustentáveis.

Listen actively to team members. Assume positive intent and give others the benefit of the doubt. Be reliable—deliver on promises consistently.

Définir les rôles est effectivement essentiel mais ne suffit pas à developper le caractère spontané de la communication. Pour moi, il est essentiel d’inscrire la démarche autour d’un projet commun ou d’une ambition commune. Une fois le cap fixé, le rôle que chacun peut jouer peut être clarifié. Le rôle se situe dans un cadre individuel, nécessaire donc de personnaliser en adressant les motivations et les freins spécifiques à chacun.

In the chaos of a large-scale corporate event, we quickly learned that a clear role definition was non-negotiable. Initially, our team stumbled over overlapping tasks, which led to confusion and delays. Realizing the need for change, we held a strategic session to redefine roles, assigning specific tasks like vendor communication and logistics management. This shift turned what could have been a logistical nightmare into a streamlined operation. Empowered by clarity, each team member took ownership of their puzzle piece, and we saw efficiency soar. That's the importance of clarify roles.

I think role clarity is essential for effective cross-functional collaboration within organizations. When team members understand their roles and responsibilities CLEARLY, they can collaborate more efficiently. Role clarity ensures that everyone knows what they need to contribute to the project or task. In cross-functional teams, different departments or functions come together. Clear roles PREVENT MISUNDERSTANDINGS and streamline communication. Also when roles are well-defined, team members can ALIGN their efforts towards common goals. And lastly, role clarity enables faster DECISION MAKING. When team members understand their authority and responsibilities, they become accountable & can make informed decisions without unnecessary delays.

Define Roles Clearly: Create detailed role descriptions for each team member involved in the project. Specify responsibilities, decision-making authority. Use Visual Tools: Develop a responsibility matrix (e.g., RACI chart) to visually map out who is Responsible, Accountable, Consulted, and Informed for each task. Regular Check-ins: Schedule regular cross-functional meetings to discuss progress, address concerns, and ensure everyone is on the same page. Use these meetings to reinforce role clarity and adjust responsibilities as needed. Document Everything: Keep thorough records of role definitions, meeting minutes, and decisions made. Share these documents widely so everyone has access to the same information.

When roles are well-defined, team members can take full ownership of their responsibilities. This ownership drives accountability, as each member understands the impact of their work on the project’s success. Assign specific deliverables to each role with clear deadlines. Use project management tools to track progress and hold individuals accountable. Recognize and reward those who consistently meet or exceed their responsibilities to foster a culture of accountability.

Las herramientas comunicativas permiten mejorar la comunicación y realizar interacciones como el intercambio de información de manera más rápida y oportuna.

Explore communication tools and platforms. Leverage technology for seamless information sharing. Stay updated on best practices.

Les outils de communication sont un peu la finalité ? - Les objectifs et piliers de communication sont essentiels - Le ou les cibles sont à définir - La forme des messages avec le ton et les formats - Les supports - les canaux Tout dépend des cibles, de même que les outils à utiliser dépendent de ces cibles ;) La cible est à définir précisément avant de savoir comment, où et avec quoi communiquer.

Las herramientas de comunicación digital cson esenciales para facilitar la colaboración en tiempo real. Estas plataformas permiten una comunicación fluida y el seguimiento de tareas, lo cual es especialmente útil para equipos multifuncionales que pueden estar dispersos geográficamente.

Il existe de nombreux outils de communication disponibles pour atteindre efficacement les objectifs définis. Il est important de choisir les outils les mieux adaptés à votre public cible et à vos objectifs de communication, et de les utiliser de manière cohérente et stratégique pour obtenir les meilleurs résultats. De nombreux outils existent avec notamment les réseaux sociaux qui permettent de partager des contenus en interagissant avec son audience par exemple.

Create safe and trusting work environments where each person can express their ideas. Feedback is vital that it is bidirectional so that all parts can improve.

Fostering psychological safety among team members is critical to obtaining the unvarnished feedback necessary to propel teams, projects and organizations forward. It starts at the top: Leaders must be empathetic and foster a culture where team members are unafraid to share candid feedback, bad news, or unpopular opinions, as well as ask for help, admit their mistakes, and respectfully disagree.

Yes I agree Nicola, so often senior leaders say to me, it’s lonely at the top, I don’t get any feedback. I too suggest, who would you like some feedback from, and how about asking them for it! I always like the balanced feedback approach in first asking WWW “ what’s working well?” and EBI, what’s one thing that could be “even better if?” I find this helps people to build up courage to give constructive criticism without it feeling harsh. I often preface it when I’m asking, with “I receive feedback as a gift and will ponder on it”

Transparência é fundamental, mas bilateral. Importante que as companhias estejam prontas para receber feedbacks sinceros, bem como incentivar que seus colaboradores possas exprimir suas opiniões, por mais duras que sejam. Uma empresa que pensa apenas em comunicar sem dialogar erra no princípio: não existe comunicação sem dois entes dialogando.

I always advise people to take control of their own feedback. Proactively asking for feedback means that you’re in charge of the timing of everything. It gives the other person the permission to give proper honest and constructive feedback. It means that you are mentally prepared. If you leave the timing of feedback to others, then you run the risk of not being in the right place yourself to hear it.

This article is about team collaboration and communication within the cross functional team. It is not about internal communication at scale with cross-functional teams. I think there is some confusion here. I wanted to click on the "not so great" button but the not so great bit is that there could be confusion with the title. If it was about communicating at scale with large (more than 100 internal project members) then I would expect more discussion around internal communication strategy.

Celebrating small wins fosters internal communication by creating a positive and open environment where employees feel comfortable sharing their achievements and challenges. Acknowledging these successes, no matter how minor, helps build trust and strengthen relationships among team members, leading to better collaboration and a sense of belonging. This positive reinforcement boosts morale and motivation, encouraging more frequent and effective communication across all levels of the organization.

Quantas vezes você questionou o motivo de nunca ter sido reconhecido pelas conquistas mas, no primeiro deslize, a cobrança chegou rápido? Ou, ao invés de receber um elogio, dizem que você foi contratado para gerar aquele resultado e que é sua obrigação? Valorizar e reforçar a colaboração positiva, reconhecer o esforço ou apenas agradecer uma entrega, deveria ser rotineiro. A comunicação eficaz, aumenta a confiança e moral das equipes, faz com que todos se sintam preparados para novos desafios. Toda conquista não é uma obrigação, é um passo importante que deve ser reconhecido para o início de novas jornadas e entrega de outras conquistas.

En célébrant les victoires, vous renforcez le sentiment d'accomplissement et de fierté au sein de l'équipe interfonctionnelle, ce qui favorise la motivation, l'engagement et la cohésion. Cela contribue également à créer un environnement de travail positif et encourageant, propice à une communication efficace et une collaboration fructueuse.

Celebre inclusive as pequenas vitórias. Quando olhamos para as metas é comum celebrar ao atingirmos o objetivo final, mas, para chegar lá foram necessários vários micro objetivos, cada um deles alcançado é motivo de celebração. Reforçar ao time que o esforço está sendo percebido e devolver em forma de celebração ajuda a motivar e renovar as energias em prol do objetivo final.