Here's how you can foster collaboration in startups with a flat organizational structure.

A startup is usually formed on a specific agenda and I am sure the promoter would have discussed their goals and also the options which can help them move towards that goal . In such situation they would hire people who are aligned with their goal and hence need for a dialogue is not an essential part . So open channel for the team to communicate the challenges they face in the market would help rather that having to get know the ideas .

In my experience from the military and the 35 years of sales and management it is essential to hear from all team members as each of us sees things differently and thinks differently. The opinions of others allows us to think and look for different solutions.

To foster collaboration in startups with a flat structure, encourage open communication through tools like Slack and regular meetings. Set clear goals and define roles to align efforts. Use project management and collaboration tools like Trello and Google Workspace. Promote a collaborative culture with team-building activities and reward teamwork. Form cross-functional teams for diverse perspectives and empower them to make decisions. Facilitate knowledge sharing via internal workshops and maintain a centralized knowledge repository. Support mentorship and peer learning, and leverage technology for remote collaboration. Provide continuous feedback to drive improvement and maintain a growth mindset.

D'après mon expérience de chef d'entreprise, il est primordial de laisser chaque membre s'exprimer sur ses ressentis, ses idées, et transmettre des feedbacks constructifs. Je valorise et soutiens les idées de chaque membre, encourageant ainsi un sentiment d'appartenance et d'implication.

a. A Team will always have people offering different opinions and hence a culture of open communication should be encouraged and everyone feels heard. b. There are frameworks and constructs that helps us practice this like the Scrum ceremonies and other mechanisms that can help us create this open culture. c. Discourage the HIPPO culture and establish a sense of psychological safety that helps everyone offer their PoV. d. Enable the right communication to help everyone have the right information. Your thoughts?

From my experience in several startups, fostering collaboration and clarity in roles is key. Begin by defining clear, specific roles and responsibilities for each team member based on their strengths and expertise. Establish open communication channels and regular check-ins to ensure alignment and transparency. Encourage cross-functional teamwork by promoting knowledge sharing and collective problem-solving. Implement collaborative tools and platforms to streamline workflows. Foster a culture of mutual respect and trust, where every team member feels valued and empowered to contribute. Normally we started a few personnel that performed several activities, new knowledge and skills are being acquired, enjoying the journey

It’s been my experience that clarity on team members roles is important , however all team members should be knowledgeable of each others function so if a team member happens to go down another can take up the slack.

Même dans une structure horizontale, chaque membre de l'équipe a une description de poste claire qui détaille ses responsabilités et ses objectifs. Dans mon entreprise, nous encourageons la polyvalence : - Formation croisée : Nous encourageons la formation croisée pour que les membres de l'équipe puissent acquérir des compétences dans différents domaines, tout en respectant leurs responsabilités principales. - Projets transversaux : Les projets transversaux permettent aux membres de l'équipe de travailler ensemble sur des tâches variées, renforçant ainsi la compréhension des différents rôles.

a. While remaining flat, it is essential to carve out specific role definitions, responsibilities and expected outcomes to help the members be clear of what they are expected to contribute to. b. It is good to have diverse skills on your team to help achieve the right ways to get things done. c. Set the right goals which are clear and revisit them regularly to fine tune where there are ambiguity. d. Have the right frameworks that help people achieve clarity and ask the right questions early in the cycle to clarify any confusions of roles. Your thoughts?

Nous donnons à chaque membre de l'équipe l'autonomie nécessaire pour prendre des décisions et assumer leurs responsabilités. Cela montre que nous avons confiance en leurs compétences et leur jugement.

a. Trust is critical and one thing I have seen is to Grant Trust to Earn Trust. b. Trust will firm up over time as the team gets cohesive but having the right role responsibility, clarity of work and objectives will hasten this positive aspect and work well for the team. c. Humans crave for attention and a word of praise or an acknowledgement of work done will always help the feel good factor that builds better trust. d. Tailor your communication to understand what works for each member so that you can address the right aspects and build better trust. What do you think?

To foster collaboration in startups with a flat organizational structure, focus on creating effective cross-functional teams Encourage open communication and transparency to build trust among team members. Promote a culture of inclusivity where every voice is heard and valued. Define clear goals and roles to ensure alignment and accountability Use agile methodologies to enhance flexibility and responsiveness. Facilitate regular team meetings and brainstorming sessions to generate ideas and solve problems collaboratively Invest in team-building activities and provide continuous learning opportunities to strengthen bonds and skills Leverage technology for seamless collaboration across different functions, don´t forget to lead with the example

a. There is a big merit in having a multi-skilled team working together to complete objectives as it will avoid discussion cycles, clear up any lack of understanding etc. b. A Team-Of-Ten (ToT) concept is something that has worked in many of my teams where we have assembled different skills and functions to ensure that our delivery cycles are quicker and efficient. c. A cross functional team ensures complimentary skills and avoids searching for specific skills outside your teams. Always the right approach. How do you set your teams?

Showing everybody how they contribute to the whole picture is essential to have an engaged team. Furthermore it is advisable to build these teams also on shared values. In that way you can foster collaboration even though they have different tasks. Everybody is important and you should live by that!

a. There may be cases when you are not able to assemble a fully functional cross skilled team but it is always good to setup common shared goals and work towards achieving them. b. I have worked in this model and have seen that we setup and agreed on common/shared OKRs b/w 2 teams which worked as well as having us working in the same team because we always kept an eye on the ultimate goal that we intended to achieve in 3 months. c. While doing so, we need to establish the right communication channels and keep each other updated and call out risks that we can foresee. Efficient project management is critical. Your thoughts?

Chez Sowbeez, un objectif commun est le fil conducteur qui unit nos efforts et inspire notre travail quotidien. En définissant une vision claire, en fixant des objectifs SMART, en encourageant la collaboration et en célébrant les succès, nous assurons que chaque membre de l'équipe se sente engagé et motivé à contribuer à notre mission collective.

Allowing everyone understand their roles, how important it is to the startup and the benefits they stand to gain is necessary for growth.

As a manager, take the initiative to ask, "How can I better support you as a manager?" and "What can I do better?" or "What needs to change?". Don't dismiss opinions, and be honest. If there are company secrets that can't be revealed, say they can't be revealed. If there is something you're not sure about, say you don't know. Most importantly, follow up with an action plan. If you don't know, how will you find out and how will you update your team member? When providing feedback to a team member, be goal-oriented and avoid personal attacks (ie for concerns that don't affect productivity or compliance). Keep in mind professional boundaries and don't micromanage. Work towards implementing an action plan (if needed) to improve productivity.

Share Expectations Upfront Be open with each others expectations in the initial stage to close the gaps that can lead to frustration and emotional distress.

Proven experience requested to suppliers and other entities Request support or leverage to other entities or suppliers that already performed a start-up, request tips, suggestions and proposals that enhance the key essence of the Project, proven experiences can provide valuable insights and strategies. Establish mentorship programs and partnerships to share knowledge and avoid common pitfalls. This collaborative approach can drive innovation and accelerate growth, ensuring a higher chance of success

Chez Sowbeez, nous veillons à ce que chaque membre de l'équipe comprenne clairement son rôle, même dans une structure horizontale. En définissant les responsabilités, en communiquant les attentes et en utilisant des outils de gestion de projet, nous assurons une collaboration fluide et efficace. Cette clarté permet à chacun de contribuer pleinement à notre succès collectif.

Ne jamais sous-estimer la communication sur les valeurs et la culture d'entreprise, cette discussion doit être au centre des préoccupations,ne jamais retarder cette question même en early stage,les valeurs doivent être véhiculés par les Cofondateurs et traduites en action concrète dans le quotidien