What is *Radical Collaboration* by James W. Tamm about?

*Radical Collaboration* provides a framework of five essential skills—**collaborative intention, truthfulness, self-accountability, self-awareness, and conflict management**—to build thriving professional and personal relationships. It emphasizes adopting a "Green Zone" mindset focused on trust and mutual success, while avoiding the defensive "Red Zone" of competition and blame. Practical tools like straw designs and interest-based negotiation help resolve conflicts constructively.

Who should read *Radical Collaboration*?

This book is ideal for **managers, HR professionals, and team leaders** seeking to improve workplace dynamics. It’s also valuable for anyone navigating difficult relationships or partnerships, offering strategies to replace defensiveness with cooperative problem-solving. Organizations implementing collaborative cultures, including Fortune 500 companies, have successfully used its methods.

Is *Radical Collaboration* worth reading?

Yes—the book blends **actionable frameworks with real-world case studies**, making it a practical guide for improving teamwork and negotiation. Its focus on emotional intelligence and trust-building addresses universal challenges in modern workplaces, with research showing lasting improvements in collaboration over six-year periods.

What are the five essential skills in *Radical Collaboration*?

1. **Collaborative intention**: Prioritizing mutual goals over self-interest. 2. **Truthfulness**: Honest communication without hidden agendas. 3. **Self-accountability**: Taking responsibility for actions and emotions. 4. **Self-awareness**: Recognizing personal triggers and biases. 5. **Conflict management**: Using tools like the Interest-Based Approach to resolve disputes.

What is the "Green Zone" vs. "Red Zone" mentality?

The **Green Zone** fosters trust through openness, curiosity, and solution-focused dialogue. In contrast, the **Red Zone** involves blame, defensiveness, and rigid positions that sabotage collaboration. Tamm argues that staying in the Green Zone increases long-term relational success.

How does *Radical Collaboration* approach conflict resolution?

It teaches the **Interest-Based Approach**, which identifies underlying needs (rather than surface demands) to create win-win solutions. The book also introduces "straw designs"—temporary agreements that allow teams to test ideas without commitment.

Can *Radical Collaboration* improve workplace culture?

Yes—its methods help organizations build **high-trust environments** where teams navigate change more effectively. Companies using these strategies report improved innovation, adaptability, and employee engagement, particularly when integrated into daily operations.

What criticisms exist about *Radical Collaboration*?

Some argue its focus on perpetual collaboration may not suit high-stakes, time-sensitive decisions. Others note that adopting the Green Zone mindset requires sustained practice, which might challenge deeply entrenched workplace cultures.

Radical Collaboration, 2nd Edition

Five Essential Skills to Overcome Defensiveness and Build Successful Relationships

James Tamm

Overview of Radical Collaboration, 2nd Edition

"Radical Collaboration" reveals how Fortune 500 companies transformed toxic conflict into productive partnerships. Tamm and Luyet's "Green Zone" approach has revolutionized organizational culture since 2004, offering a counterintuitive truth: your biggest workplace battles aren't with others - they're with your own defensive behaviors.

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Chapter 1

When Collaboration Becomes Radical: A Journey Beyond Traditional Teamwork

In a world where teamwork has become a corporate buzzword, "Radical Collaboration" offers something genuinely transformative. This isn't just another management theory-it's a proven methodology that has helped some of the most dysfunctional organizations achieve remarkable turnarounds. One California school district went from union members sabotaging employee vehicles to collaborative contract negotiations where participants sat interspersed in a semicircle rather than across tables. The book has garnered praise from executives at Boeing, Chubb, and numerous other organizations, with Google's extensive "Project Aristotle" research later confirming its central premise: psychological safety is the foundation of effective teamwork. What makes this approach radical isn't just its effectiveness but its focus on the inner work of collaboration-addressing the attitudes, fears, and defensive behaviors that sabotage even the best-intentioned teams.

Chapter 2

The Green Zone: Where Authentic Collaboration Lives

At the heart of Radical Collaboration is the concept of three fundamental zones we operate from in relationships and conflicts. The Green Zone represents an authentic, nondefensive presence where actions aren't driven by fear or competition. People in this zone seek connection based on values rather than tactical thinking, with congruence between their outer and inner selves. When conflicts arise, they pursue understanding and mutual gains rather than victory or avoidance. This manifests in behaviors like active listening, asking clarifying questions, and openly sharing information without hidden agendas. The Green Zone fosters psychological safety, allowing team members to take calculated risks, admit mistakes, and share innovative ideas without fear of ridicule. For example, a manager operating in the Green Zone might respond to a failed project by facilitating a constructive post-mortem discussion focused on learning opportunities rather than assigning blame. In contrast, the Red Zone is characterized by defensiveness and fear masked as aggression. People here seek to defeat others, make them feel wrong, and win at any cost. Their protective mechanisms lack generosity, arise from fears, and produce short-term thinking. Red Zone behaviors include interrupting others, dismissing alternative viewpoints, withholding information, and using intimidation tactics. A typical Red Zone response to criticism might be immediate counterattacks or attempts to discredit the source rather than addressing the substance of the feedback. The Pink Zone represents passive-aggressive behavior-appearing conflict-avoidant while harboring hidden hostility. People mistake the absence of open conflict for collaboration, but Pink Zone behavior is merely a sweeter-looking version of the Red Zone. Common Pink Zone tactics include procrastination, subtle sabotage, gossip, and withholding crucial information while maintaining a facade of cooperation. For instance, a Pink Zone employee might agree to deadlines they have no intention of meeting, then offer elaborate excuses for missing them. These zones aren't just theoretical constructs-they have measurable impacts on organizational performance. Research shows that over an eleven-year period, companies with adaptive, Green Zone cultures saw 756% improvement in net income versus just 1% in non-adaptive cultures. Even more immediately, Professor Amir Erez's research demonstrates that people subjected to Red Zone behavior were 30% less creative, producing 25% fewer ideas with less originality than those treated civilly. Additional studies have shown that teams operating predominantly in the Green Zone experience 50% higher employee engagement and 40% lower turnover rates. Our zone choice fundamentally affects how we perceive situations and respond to others. The biological roots of Red and Pink Zone responses lie in our fight-or-flight mechanisms, where emotional memories trigger inappropriate reactions to current situations. Our brains associate present events with past experiences, especially childhood ones, causing us to react from old fears rather than present circumstances. This neurological pattern can be particularly evident in high-stress situations, where people often default to learned defensive behaviors unless they've developed strong Green Zone practices through conscious effort and training. Understanding these zones allows leaders to consciously choose more effective responses and create environments that foster genuine collaboration. Regular practice of Green Zone behaviors, such as transparent communication, empathetic listening, and authentic feedback, can help rewire these default responses over time.

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Chapter 3

Defensiveness: The Poison Pill of Relationships

Maintaining an authentic, nondefensive presence is the single most important factor in turning conflict into collaboration. Defensiveness is described as a "poison pill" to good relationships and "like blood in the water to a shark" in conflict situations. This destructive force can rapidly escalate minor disagreements into major confrontations, creating a cycle of reactivity that damages trust and communication. What's fascinating is that defensiveness isn't actually about protecting ourselves from others-it's about avoiding uncomfortable feelings within ourselves. When we fear appearing incompetent or inadequate, we unconsciously behave in ways that let us avoid those feelings, often by blaming others. These defensive reactions can manifest in various forms: counterattacking, making excuses, playing victim, or withdrawing completely from the interaction. Each of these responses serves to deflect attention from our own discomfort but ultimately damages relationships. Defensiveness is always based on fear. When people feel threatened, insignificant, incompetent, or unlikable, they act in various ways to avoid these uncomfortable feelings. Common defensive patterns include perfectionism, people-pleasing, procrastination, and passive-aggressive behavior. These reactions often become so automatic that we don't even recognize them as defensive mechanisms. To counter defensiveness, the authors recommend creating a Personal Early Warning System by identifying your top defensive behaviors from a comprehensive list. Their six-step Defensiveness Action Plan includes: (1) Taking responsibility by acknowledging defensiveness, (2) Slowing down through deep breathing and activating senses outward, (3) Feeling emotions to discover underlying fears, (4) Confronting negative self-talk, (5) Applying unique action steps for specific defensive behaviors, and (6) Celebrating progress. This systematic approach helps individuals recognize and interrupt their defensive patterns before they cause damage. One particularly useful tool is the "Unhooking Your Hot Buttons" three-step process. First, identify situations where hot buttons are pushed, describing both facts and feelings. For example, noting when you feel dismissed during team meetings or criticized during performance reviews. Second, examine the story you're telling yourself about what the other person thinks of you. These stories often contain catastrophic thinking or assumptions about others' intentions. Third, explore underlying fears or vulnerabilities triggered by that story. This transforms Jane's angry thought "Chris is an arrogant twit who doesn't listen" into the more productive realization "When Chris doesn't pay attention, it triggers my fears about my competency as a new consultant." By understanding that defensive reactions are internal warning signals rather than protective measures, we can begin to respond more thoughtfully to challenging situations. The key is to recognize defensive triggers early and use them as opportunities for self-reflection and growth rather than allowing them to damage our relationships and professional effectiveness.

Chapter 4

Truth as the Grand Simplifier

Will Schutz's principle that "truth is the grand simplifier" argues that nothing damages relationships faster than dishonesty. While many fear telling the truth will hurt feelings or invite retribution, more relationship problems stem from insufficient openness rather than excessive honesty. This paradox plays out daily in workplaces where important issues go unaddressed, creating festering resentments and misalignments that could have been resolved through direct communication. Effective openness requires a powerful combination of self-awareness, honesty, and psychological safety-without all three elements, collaboration is undermined. Self-awareness involves understanding our own triggers, biases, and emotional responses. Honesty demands we share these insights authentically. Psychological safety ensures people feel secure enough to be vulnerable. The openness the authors advocate isn't about universal truth or indiscriminate opinion-giving, but rather sharing what's happening in one's mind, heart, and gut in an accountable manner. This means expressing observations, feelings, and interpretations while remaining open to different perspectives. When listening to others, create safety by giving full attention-eliminating distractions, avoiding multitasking, and if necessary, rescheduling conversations when unable to focus. This might mean turning off phone notifications, closing laptop screens, or finding a private space for important discussions. Help speakers feel understood by adopting a "tell-me-more" attitude that allows them to set the pace and direction rather than cross-examining them. Simple prompts like "Could you say more about that?" or "What else comes to mind?" can open up deeper dialogue. Demonstrate understanding by "summarizing and feeding back" both content and emotional elements of messages, noticing word choices, body language, and tone of voice. For example, "It sounds like you felt frustrated when the deadline changed without consultation" acknowledges both the situation and its emotional impact. Understanding doesn't imply agreement-listeners can acknowledge the legitimacy of others' viewpoints while maintaining different perspectives, which facilitates problem-solving by creating a collaborative tone. This distinction is crucial for effective collaboration: you can fully understand someone's perspective without having to adopt it as your own. For instance, in a project dispute, you might say, "I understand you prefer the aggressive timeline because of market pressures, while I'm concerned about quality risks. Let's explore how we might address both needs." This approach validates different viewpoints while keeping problem-solving options open. Creating a culture of truth-telling requires consistent modeling from leadership and regular practice in everyday interactions. Teams that master this balance of honesty and respect typically experience fewer conflicts, faster problem resolution, and stronger working relationships. The investment in building these skills pays dividends through reduced drama, clearer communication, and more effective collaboration.

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Chapter 5

The Power of Personal Choice and Accountability

Our lives are shaped by countless choices that define their quality, yet many remain unconscious of these decisions, particularly those made through inaction or passive acceptance. The authors present a comprehensive 0-9 scale measuring belief in personal choice-from zero (life is completely predetermined) to nine (absolute self-determination). This belief system profoundly impacts not only one's sense of empowerment but also career trajectory, relationship quality, and overall life satisfaction. When a California technology company relocated its offices during the challenging dot-com crash, employees' reactions vividly illustrated their underlying choice beliefs: those believing they lacked choice became paralyzed and adopted victim mentalities, focusing on external circumstances beyond their control. In contrast, employees believing in personal agency actively mobilized to find creative solutions, forming carpooling networks, developing detailed telecommuting proposals, and identifying innovative expense-cutting alternatives. Some even organized housing sharing arrangements to maintain their positions while managing increased commuting costs. People often forfeit choices unconsciously, as exemplified by Steven, a skilled warehouseman who regularly complained about his position while taking no concrete steps to change it. Through guided self-reflection and coaching, Steven uncovered multiple hidden payoffs in his inaction: comfort with his current skill set and routine, social bonding through daily complaint sessions with colleagues, and unconsciously avoiding his father's longstanding disapproval of "front-office snobs." This pattern of behavior, while emotionally comfortable, effectively trapped him in a cycle of dissatisfaction. Self-accountability requires shifting from blame-oriented questions to empowering ones. Instead of asking "Who's to blame?" or "Why does this always happen to me?" effective questions include "What choices did I make that created this experience?" "What alternative choices are available now?" and "How can I create better outcomes moving forward?" This approach isn't about moral judgment or self-criticism but rather about developing effective relationship-building strategies and personal growth opportunities. The authors emphasize that increasing one's belief in personal choice is the most effective way to feel empowered in any situation. This mindset shift mobilizes action rather than leaving individuals paralyzed by perceived powerlessness. They recommend starting with small daily choices to build this muscle - from consciously choosing one's response to morning traffic to actively deciding how to engage in workplace conversations. Even in highly constrained situations, individuals always retain the power to choose their attitude and response, a fundamental freedom that can transform seemingly fixed circumstances into opportunities for growth and change.

Chapter 6

Understanding Relationship Dynamics Through FIRO Theory

Effective life choices and authentic living depend on self-reflection. Self-awareness is our greatest asset for living fulfilling lives with direction and influence. Without understanding our feelings, fears, values, intentions, and behavior patterns, we drift like "corks bobbing on the ocean"-perhaps experiencing an interesting journey, but without control over our destiny. FIRO (Fundamental Interpersonal Relations Orientation) theory provides a framework for understanding interpersonal relationships. Created by Dr. Will Schutz for the US military to improve combat command teams, it identifies three primary behaviors that determine relationship compatibility: Inclusion, Control, and Openness. Inclusion refers to how much contact a person wants with others. Those with low inclusion preferences value solitude, while high-inclusion individuals seek social interaction. Control concerns how much people want to influence others and be influenced themselves. High-control individuals enjoy responsibility and being in charge, while low-control people prefer less responsibility. Openness relates to how much people want to self-disclose and how much they want others to share with them. The key to relationship compatibility isn't having matching preferences for Inclusion, Control, and Openness-it's flexibility. Rigid behavior, regardless of where it falls on any scale, creates problems when circumstances require different responses. People with healthy self-esteem don't share identical behavioral profiles-they simply possess the flexibility to behave appropriately across various situations without defensiveness. FIRO theory connects specific fears with each behavioral dimension: fears of being ignored (affecting inclusion), humiliated (affecting control), and rejected (affecting openness). These fears drive rigid behaviors in opposite directions-some people become attention-seekers to avoid being ignored, while others withdraw completely. Some become controlling workaholics to avoid humiliation, while others rigidly abdicate all responsibility. Some reveal nothing about themselves to avoid rejection, while others flood new acquaintances with premature self-disclosure.

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Chapter 7

Breaking Free of the Past One Thought at a Time

Our reality consists of the thoughts racing through our minds-invented conversations, accusations, and monologues often operating below our awareness. These mental stories profoundly shape how we experience life and relationships, creating both joy and desperation. Many of us carry our past like a shield in front of us rather than behind us, creating barriers in our relationships while wondering why we can't get closer to others. These thought patterns, formed through years of experiences and learned responses, act as invisible scripts directing our behaviors and emotional reactions. Eight powerful tools help break old, ineffective behavioral patterns by focusing on more effective ways of being. The Parental Traits Exercise involves carefully examining how our parents' characteristics, both positive and negative, manifest in our current relationships. This includes identifying specific behaviors, communication patterns, and emotional responses we've unconsciously adopted. Mental Rehearsal allows us to consciously transform childhood fears that unconsciously affect adult relationships by visualizing and practicing new responses to triggering situations. Body-Mind Imagery works to balance our rational mind with compassion and intuitive strength, helping us access our inner wisdom through guided visualization and somatic awareness exercises. The development of an Objective Observer involves cultivating the ability to maintain awareness during interactions, stepping back from emotional reactions to view situations more clearly. This skill proves particularly valuable during conflicts or stress, allowing us to respond thoughtfully rather than react automatically. The Distortion Log helps examine critical self-talk for distortions by documenting negative thoughts and analyzing their validity and impact. Light Visualization provides a powerful centering technique before stressful events, helping maintain emotional balance and clarity. Accountable Friends represent a crucial support system where authentic feedback is not just accepted but valued. These relationships provide safe spaces for honest reflection and growth, offering perspectives that challenge our blind spots. The Individual Daily Reflective Practice involves setting aside dedicated time for deliberate self-reflection, including journaling, meditation, or contemplative activities that enhance self-awareness. While these tools help manage defensiveness in the moment, deeper transformation often requires professional guidance. The authors highlight Transformational Keys (TK), which addresses root causes of unwanted reactions through memory reconsolidation. This approach differs significantly from traditional therapeutic methods in its ability to actually modify neural pathways. Unlike many counteractive methods that merely create preferred responses to override original patterns, TK uses the brain's neuroplasticity to delete existing emotional learnings and replace them with more appropriate ones. This process involves activating old emotional patterns while simultaneously introducing new, more adaptive responses, leading to lasting behavioral change.

Chapter 8

Ten Strategies for Collaborative Success

Collaboration appears on most organizational value lists, but behaviors often reveal hidden adversarial attitudes that emerge under stress. Like martial arts, collaboration requires both external technique and inner attitude work. Most problematic behaviors stem from unconscious beliefs-the hidden part of the iceberg below the surface. Through simulations and extensive research, the authors identified ten essential strategies for building effective long-term collaborative relationships: 1. Go First: Taking the initiative to be collaborative builds relationships faster than waiting for others to make the first move. 2. Be Open and Direct About Your Intent to Collaborate: Clearly communicating your collaborative intentions creates safety for others and helps prevent misunderstandings. 3. Pay Attention to Responses: Don't naively assume others are protecting your interests-remain vigilant like Charlie Brown should have with Lucy's football trick. 4. Keep Talking: Never miss opportunities to communicate, ask questions, and listen. Without sufficient information, people create their own stories about you-rarely generous ones. 5. Forgive Quickly: Being quick to forgive doesn't mean forgetting past betrayals or being blindly positive-it means remaining receptive to opportunities for renewed cooperation. 6. Agree Ahead of Time on Systems for Conflict Resolution: The worst time to create conflict resolution systems is during a conflict when defensiveness and rigidity impair creativity. 7. Conduct Regular Reviews and Actively Monitor Relationships: "Trust but verify" prevents overloading trust in relationships. 8. Use Graduated Sanctions: When trust violations occur, ignoring them encourages future breaches, while overreacting damages the relationship. 9. Make a Commitment to a Higher Ethical Standard: Seemingly minor actions-photocopying copyrighted material, downloading music without paying royalties, using pirated software-damage credibility when discovered. 10. Use Interest-Based Negotiations to Resolve Any Differences or Disputes: Focus on stakeholders' underlying interests rather than rigid positions.

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Chapter 9

The Interest-Based Approach to Negotiation

Conflict is inevitable in any relationship with more than one person. Rather than being inherently bad, conflict presents opportunities for growth, perspective, and wisdom. The Interest-Based approach produces measurable results-it's not just motivational talk but a specific, step-by-step methodology that transforms how people handle conflict. Research shows remarkable outcomes: participants became 33% more effective at getting their interests met in conflicts. In California school systems, some of the most dysfunctional labor-management relationships reduced conflict by an average of 85% over three years. Across nearly one hundred troubled organizations, conflict decreased by an average of 67%. The approach works both as a planning tool and a negotiation process with six key steps: 1. Set a positive Green Zone tone and discuss the process 2. Define the problem together 3. Understand underlying interests of all parties 4. Develop contingency plans 5. Invent creative solutions 6. Evaluate solutions against interests and reach clear agreements A crucial but often overlooked step in conflict resolution is ensuring all parties are actually addressing the same problem. In one $90 million dispute that had dragged on for eighteen months, the mediator discovered the parties had never clearly defined the problem they were trying to solve. If you can't agree on what problem you're solving, you'll never agree on the solution. The Interest-Based approach focuses on understanding what each party truly needs rather than arguing about rigid positions. Interests are the underlying wants, needs, and desires that motivate positions (which are merely preferred solutions). For every interest there are usually multiple possible solutions. A real-life example involved a teachers' strike where the union demanded a 5% raise while management could only afford 2.5%. By focusing on interests (keeping promises to members vs. staying within budget) rather than positions, they created a solution where the 5% raise began halfway through the year, satisfying both parties' core needs.

Chapter 10

Transforming Organizations Through Radical Collaboration

For organizations wanting to build collaborative cultures, the authors recommend three key steps: First, conduct a thorough assessment to identify collaboration gaps. Second, ensure a critical mass of employees develop the five Radical Collaboration skills through training programs that reward collaborative behavior. Third, implement follow-up systems to sustain improvements. The authors cite examples from Swedish companies SEB and Martin & Servera, where follow-up programs significantly enhanced collaborative abilities, with Martin & Servera showing better results due to their more rigorous follow-up approach. Organizations like Autodesk created book clubs globally to apply collaborative skills, while others used newsletters, forums, and card sets as reminders. The power of self-esteem on performance is demonstrated through a compelling experiment. Two cleaning teams with identical tasks but different mindsets were formed: Team 1 was instructed to feel "insignificant, incompetent, and unlikable" while Team 2 was told to feel "significant, competent, and likable." Despite identical capabilities, Team 2 performed twice as well in half the time, collaborated effectively, and enjoyed their work. Research from Japan showed nearly 100% correlation between departments with high self-esteem and high productivity. The journey to better relationships begins with action, not perfection. The authors provide twenty practical steps you can take today to improve your happiness and relationships, including: going first with clear intentions rather than waiting for others; accepting responsibility for your choices and happiness; envisioning and becoming who you want to be; telling your truth and asserting yourself; seeking deeper self-awareness; allowing yourself to feel emotions without being controlled by them; giving up blame and postponing judgment; avoiding consciously hurting others; practicing sincerity and vulnerability; listening to your body's wisdom; finding higher purpose; treating growth with respect rather than judgment; being your own cheerleader; listening deeply to understand others; showing compassion and forgiveness; giving generously; embracing your authentic self over others' expectations; identifying and changing limiting beliefs; and remembering to laugh. These five collaborative skills are lifelong tasks, but you can start anew each day with small steps rather than seeking immediate perfection. As the authors emphasize, the path to better relationships requires both practical application and patient persistence-it's not about theoretical understanding alone but about daily practice that transforms how we show up in the world.

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Key Themes in Radical Collaboration, 2nd Edition

psychological safety
defensive behavior
conflict resolution
interest-based negotiation
emotional intelligence

Quotes from Radical Collaboration, 2nd Edition

Defensiveness is always based on fear.
Defensiveness is described as a 'poison pill' to good relationships.
People mistake the absence of open conflict for collaboration.
Our zone choice fundamentally affects how we perceive situations.
Radical Collaboration offers something genuinely transformative.

Characters in Radical Collaboration, 2nd Edition

James TammAuthor and developer of the methodology
Amir ErezProfessor whose research links behavior to creativity

About the Author

James W. Tamm, author of Radical Collaboration: Five Essential Skills to Overcome Defensiveness and Build Successful Relationships, is a renowned conflict resolution expert and organizational consultant specializing in workplace dynamics. A former California Superior Court judge and adjunct law professor, Tamm brings decades of experience in mediation and employment dispute resolution to his work. His career includes leadership roles with the U.S. Office of Management and Budget and co-founding the Green Zone Culture Group, which develops collaborative frameworks for Fortune 500 companies.

The book reflects Tamm’s expertise in transforming adversarial relationships into productive partnerships, blending psychological insights with actionable strategies for trust-building. As a senior consultant at Business Consultants Network, he has shaped conflict resolution methodologies used in international management programs.

The second edition of Radical Collaboration (2019) incorporates updated research on team motivation and negotiation tactics, cementing its status as a go-to guide for HR professionals and corporate leaders. Praised for its practical approach, the book has become essential reading for organizations aiming to foster cooperative cultures in high-stakes environments.

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"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."

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"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."

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"Reading used to feel like a chore. Now it’s just part of my lifestyle."

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"Feels effortless compared to reading. I’ve finished 6 books this month already."

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"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."

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"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."

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Chapter 2

Radical Collaboration, 2nd Edition

OverviewOverview of Radical Collaboration, 2nd Edition

One book. Many ways to hear it.

When Collaboration Becomes Radical: A Journey Beyond Traditional Teamwork

The Green Zone: Where Authentic Collaboration Lives

See every word as you hear it

Defensiveness: The Poison Pill of Relationships

Truth as the Grand Simplifier

Get more out of Radical Collaboration, 2nd Edition

The Power of Personal Choice and Accountability

Understanding Relationship Dynamics Through FIRO Theory

See every word as you hear it

Breaking Free of the Past One Thought at a Time

Ten Strategies for Collaborative Success

Get more out of Radical Collaboration, 2nd Edition

The Interest-Based Approach to Negotiation

Transforming Organizations Through Radical Collaboration

You made it to the end of Radical Collaboration, 2nd Edition

Key Themes in Radical Collaboration, 2nd Edition

Quotes from Radical Collaboration, 2nd Edition

Characters in Radical Collaboration, 2nd Edition

About the Author

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1,000,000+ curious minds.

1,000,000+ curious minds.

One book. Many ways to hear it.

When Collaboration Becomes Radical: A Journey Beyond Traditional Teamwork

The Green Zone: Where Authentic Collaboration Lives

See every word as you hear it

Defensiveness: The Poison Pill of Relationships

Truth as the Grand Simplifier

Get more out of Radical Collaboration, 2nd Edition

The Power of Personal Choice and Accountability

Understanding Relationship Dynamics Through FIRO Theory

See every word as you hear it

Breaking Free of the Past One Thought at a Time

Ten Strategies for Collaborative Success

Get more out of Radical Collaboration, 2nd Edition

The Interest-Based Approach to Negotiation

Transforming Organizations Through Radical Collaboration

You made it to the end of Radical Collaboration, 2nd Edition

Users also liked

Discover more

Overview of Radical Collaboration, 2nd Edition