Setting up your diverse multi-stakeholder team requires thoughtful consideration before you begin. You will need to ensure that leadership approves your engagement plan, budget and inventory of resources to start your journey off on the right foot. These elements will help shape the Welcome Package you will provide a new team member at the start of your project. The 6Cs are:
Communication
Methods of communication can be emails, phone calls, online project management platforms and other forms of sharing information and holding discussions about the work. Be clear about how you and your team members will be transparent, honest, open and accountable to one another and communicate regularly and often about how the work will get accomplished. Conduct a needs assessment and train all members on any new methods of communication be it email, online project management platforms or information sharing networks.
Confidentiality
All teams need the security and confidence that comes from knowing the details that are discussed during team meetings and the data that is being collected about others is all private and will never be shared without permission outside of the project or the team. How will your team ensure confidentiality and security of information? Who can a team member contact if there is a need to communicate privately about something suspected to be a breach of confidentiality, ethics or safety? Conduct a needs assessment on confidentiality, train accordingly and provide regular check-ins for all team members regarding a confidential and healthy working environment.
Compensation
All members of the team must be paid fairly for their participation. Monetary compensation levels will depend on the resources available to your project, but what you pay stakeholder members compared to researchers and other stakeholders or co-investigators will speak volumes about how much you value the stakeholder influence, presence, effort, commitment and expertise. Compensation may also need to be offered in ways that meet the needs of your partners. Reciprocity works in mysterious ways for each member of the team. Don't let it be assumed or kept mysterious. Discuss compensation parameters and expectations professionally and openly with all members of the team. Be sure to discuss compensating partners with your financial and legal advisers to avoid making legal mistakes and include your partners in these discussions as you plan your budget and resources.
Conversations
This is where the relationship begins and where it also can end. Challenges require crucial conversations which are never easy, but with practice they can become more fruitful. Be sure to demonstrate a high value for conversation and collaboration to prevent or overcome challenges that can evolve without them. Conversations can also promote self reflection, bi-directional learning, honest self disclosure and life enhancing understanding, joy, wisdom, humor and new values. Without these things, your team may forget their own humanity and the people they wish to serve. Without conversation, we are merely well trained worker bees or robots assimilated into the hive mind collective. This is the opposite of what is needed in scientific discovery and healthcare transformation.
Conflict
Where there are decisions to be made with others who have a high stake in the outcomes, there will be conflict. Conflict is to be expected in research but can be handled with care, compassion and respect. Respectful conflict is always a choice. One on one conversations are the most effective way to address personal conflict with another member of the team, but each must feel safe and relaxed during crucial conflict resolution opportunities. Mistakes can generate conflict if they are met with shame, blame or other repercussions. Address mistakes openly as learning opportunities before they become conflict. No reciprocal relationship can survive blame or shame and can leave a team in tatters. No member of the team must be left to handle mistakes or conflict alone. Be sure to have a buddy system in place for addressing conflict and maintaining compassion, care and concern for all persons involved. Each team member's life, health and wellbeing as well as their reputations in their communities and families depend on kindness and professionalism!
Credit
Credit for making an impact will not happen if stakeholders are not given the opportunity to influence the work. And stakeholders are no different than professional researchers when it comes to the need to be acknowledged for their time, effort, contributions and impact. Individuals who are given the opportunity to make an impact must also be recognized and openly acknowledged for their value to the team. Appreciation can be exchanged during every interaction between stakeholders and researchers. Acknowledging presence, persistence, patience, courage, effort and other contributions without inadvertently fostering competition, promotes a positive team spirit. Acknowledging genuine appreciation for stakeholder presence and contributions builds equity and trust between stakeholders and professionals.
A journey of a thousand miles begins with a single step
-Lao Tzu