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Power through Collaboration: When to Collaborate, Negotiate, or Dominate Paperback – August 23, 2012
- "Stephen Willis's trail-blazing book guides us along a path to the type of collaboration that can pull us back from the precipice - something that is needed as never before!"
John Perkins, New York Times bestselling author of Confessions of an Economic Hitman, Hoodwinked, and Shapeshifting. More at willisllc.com
- "The real thing! This book gave me the tools and insight to clearly understand and manage a very difficult situation. It helped a lot."
Roy Bateman, former member of three Boards of Directors. More at willisllc.com.
- "Stephen Willis's book is jam-packed with useful information and tools to succeed at making collaboration work. It is a real workhorse of a book - not the usual fluff and puff - and serves incrediably well with complex, tough situations."
David Anderson, Executive Director San Francisco Zoo. More at willisllc.com
- "Stephen Willis takes a deep dive into the ways people work - or don't work - together. His concepts are as original as they are insightful. This book will help you size up your group members in terms of their inclination and motivation to collaborate."
Cindy Myers, Ph.D., CEO, Marin Services for Women. More at willisllc.com.
- "Power through Collaboration is a thorough resource that provides a sound foundation and understanding of collaborative processes."
Marilyn Manning, Ph.D. CEO The Consulting Team LLC and author of seven business books. More at willisllc.com.
About the Author
Dr. Stephen Willis, Ph.D. (powerthroughcollaboration.com) is the creator of the "Power through Collaboration Formula" for managing collaboration in difficult situations. He is the founder of the "Power through Collaboration" group on LinkedIn, and the author of two books: "Power through Collaboration: When to Collaborate, Negotiate, or Dominate" and "Power through Collaboration: The Formula for Success in Challenging Situations."
Stephen is a consultant, coach, and facilitator to Fortune 500 companies, startups, and nonprofits. His career includes: instructor for Harvard University, CEO of AIB Business Consulting Inc, and psychologist with the Veterans Administration. Stephen's work building collaboration and resolving conflict has been funded by Packard Foundation, Marin Community Foundation, San Francisco Foundation, and Pante Rhea Foundation.
Stephen earned a Ph.D. in Psychology from Purdue University, a B.S. in Mathematics from Manhattan College, and trained in Facilitation at the Stanford University Graduate School of Business. He is a member of the American Psychological Association and its Society of Consulting Psychology.
More at powerthroughcollaboration.com
Top customer reviews
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Then exploit this special one! Stephen's book is not only on 'how collaboration is good and necessary' but also on more dark topic - that sometimes collaboration is not suitable or even possible.
There are thousends of books rejoicing at 'win-win is always possible if you really want' or 'understand your opponent' everywhere. Everybody knows that such people and situations exist, in which advices contained in these books are absolutely inapplicable. This book is valuable and precious for me just for its realism - it accepts that finding of a win-win solution can often fail and offers useful alternatives. I can only hope to have the book at hand in every escalated dispute !
Bill Remak, Director of Business Development, California Chronic Care Coalition, Sacramento, CA
He then says the following: "Not every enterprise can be, nor need be collaborative. Collaboration is not something to do all the time. It is just one of many organizational characteristics determined by mission, type of people involved and their motivations, and the particular circumstances.... Collaboration is a subset of goal directed cooperative behavior in which people mutually care about achieving each other's goals and work willingly and freely to achieve each other's goals...."
This book is extremely thought provoking. In fact, Dr. Willis asks the following questions: "Would you rather work together with people who share a goal with you, but do not care if you achieve your goal? Or would you rather work with people who care about you achieving your goal even if they do not share your goal. Which results in greater collaboration?"
According to Dr. Willis, "People who only focus on the structure or mechanics of the collaboration process can more readily get stuck, taken advantage of, and end up with collaboration failure, possibly on a historic grand scale." He describes the following 5 different personality types: (1) Collaborator; (2) Cooperator; (3) Competitor; (4) Enslaver; and (5) Predator. He also explains why collaboration obviously works best when dealing with Collaborators and Cooperators. Collaboration becomes increasingly difficult and potentially dangerous depending upon where on this scale the personality types involve range. Guess what? The personality type for attorneys tends to fall in the Competitor category or even further down on that scale. Among other things, "Collaborator types find satisfaction in the successes of others."
He then describes the following 9 motivations for cooperation: (1) Survival; (2) External Accountability; (3) Internal Accountability; (4) Joint Defense; (5) Achieve Own Goals; (6) Common Goals; (7) Family and Social Bonds; (8) Shared Mission; and (9) Shared Values. Dr. Willis then explains that "the PtC [Power through Collaboration] Motivations for Cooperation are ordered according to how strongly they promote collaboration. Survival motivation promotes collaboration the least and Shared Values motivation promotes collaboration the most."
However, Type and Motivation are not the only factors needed to be taken into account for successful collaboration. "The 6 Collaboration Essentials are: (1) Communication; (2) Understanding; (3) Competence; (4) Respect; (5) Trust; and (6) Safety.
For those interested, the PtC Collaboration Scan is available online at the following site: [...].
Based upon my personal experiences with many members of the "Collaborative Divorce" community, I posted the following status update over the social media while reading this book: "I'm reading a book titled 'Power through Collaboration' by Stephen Willis, Ph.D. It explains a great deal. Interesting that someone who specializes in collaboration wanted me to review his book. You can call a process 'Collaborative Divorce,' but without "collaboration," what the hell is it?"
I cannot thank Stephen Willis, Ph.D enough for writing this book.
* Understanding how complicated collaboration is
* Why it is SO important
* Promoting thinking and deeper understanding about challenges we face in healthcare
* Ideas for moving forward
The author begins with a description of what collaboration is NOT and lists 12 examples. For instances; # 8; collaboration does NOT require being leaderless and egalitarian and # 11; collaboration is not forced cooperation. As progressive nurse, physician, and administrative leaders know, one of our big challenges in healthcare teams is lies in juggling efforts to control and direct behavior and providing support so that optimal behaviors emerge in the moment. Urgent clinical situations require both and the more we can understand this, the more we can lead and manage to safe and quality care. As we go forward in eliminating toxic hierarchies while preserving healthy hierarchal structure, Willis descriptions offer great material for new understanding and productive discussions.
Next, the author explains his global view of collaboration, which I found particularly interesting, astute, and positively provocative! Business models that incorporate circular economy, conscious capitalism, and sustainable capitalism are discussed and for me, bring exciting new terms to the table that hold promise for compassionate living and working that I believe should be foundational in healthcare. He also discusses some frightening situations involving unleashed advancements in technology and loss of privacy as realities we need to face in order to guide in healthy directions. Historical and contemporary examples that will make you think!
The rest of the book includes detailed focus on the elements of Willis' formula which are the types of collaborators (T), the motivation for collaboration (M) and the essentials for collaboration (CE) while his formula is: Power through Collaboration (PtC)=T + M x CE. The formula incorporates relationships and complex human behavior in a way that can be drilled into a simple equation which in and of itself is a feat that the scientific and data-seekers among you will enjoy. Don't be fooled though, it is not simple! Putting the formula into action is the focus of his other book book, Power through Collaboration: When to Collaborate, Negotiate, or Dominate which sounds like more helpful material for healthcare leaders to incorporate and discuss.
How we can apply these concepts to healthcare teams will require further research in Dr. Willis' work and discussion among thought leaders in healthcare. Please note that he has additional books, teachings, and website are well worth exploring. Progressive-thinking healthcare leaders will be inspired to discuss how the author's philosophy can be applied and perhaps tweaked to ensure best fit in healthcare systems and among healthcare professionals. In any case the book is a fascinating read and I highly recommend it!
Two discussion points I'd like to invite the author's and readers comments on relate to our goals in healthcare and working with a population such as nurses that is historically (and this generalization) better at taking care of others than themselves. These points will make more sense after reading the book and I'd be interested to discuss.