{"id":21221,"date":"2026-02-13T19:50:00","date_gmt":"2026-02-13T18:50:00","guid":{"rendered":"https:\/\/scrumacademy.nl\/blog\/beter-samenwerken-en-de-cultuur-in-organisaties\/"},"modified":"2026-04-02T11:59:05","modified_gmt":"2026-04-02T09:59:05","slug":"beter-samenwerken-en-de-cultuur-in-organisaties","status":"publish","type":"post","link":"https:\/\/scrumacademy.nl\/en\/blog\/beter-samenwerken-en-de-cultuur-in-organisaties\/","title":{"rendered":"How do we actually work together here?"},"content":{"rendered":"\n

Alignment meeting. Agenda? Clear. Attendance? 100%. And yet things are going awkwardly. Much is said, but little is coordinated. Or there is a lot of tuning in, but no one takes the decision. Afterwards, you go back to work with the feeling that you have been busy, but not necessarily working together. The previous article talked about leadership and culture. In this article, we look at where you see that reflected: in how people work together. Which of the 4 ways of working together is dominant in your case? <\/strong><\/p>\n\n

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Working together sounds beautiful and natural. Until you notice that it goes effortlessly in one team and costs a lot of energy in another. Not because people don’t want to, but because the way work is organized gets in the way of real cooperation. <\/p>\n\n

My observations on collaborating in practice<\/strong><\/h3>\n\n

In many organizations, people work extremely hard, but not necessarily together. They all do their best within their roles, their responsibilities, their schedules. And that makes sense. Because every team works that way within a framework that implicitly or explicitly determines what behavior feels logical: when to tune in, when to follow through, when to wait and when to get involved. But there is much more than that framework. And you can influence what happens in that framework. So the question is not only: do we want to collaborate better? But also: how does collaboration actually take shape here? <\/p>\n\n

Four ways collaboration takes shape<\/strong><\/h3>\n\n

As with culture and leadership, you see four dominant ways in collaboration. None of them is right or wrong. Each way helps something. And also leaves something out. <\/p>\n\n

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1. Innovate & discover<\/strong><\/h4>\n\n

Collaboration here is flexible and project-based. People seek each other out around ideas. Roles are temporary. That works well for innovation, but can also fragment. <\/p>\n\n

Reflection questions for you:<\/p>\n\n