Collaborative method

Forms, rubrics, charts and graphs are useful in these situations to objectively document personal traits with the goal of improving performance in current and future projects.

While psychologist Howard Gardner identified seven major realms of intelligence,[citation needed] a more simple set of acuities may be more useful within smaller groups.

There are two main components of thinking styles: internal and external,[citation needed] they share similarities to the extraversion and introversion traits seen in human personalities.

Detailed thinkers typically focus on specific, existing situations and start small, eventually working towards solving the greater whole of a given problem.

Detailed and visionary thinkers succeed in opposite realms and collaboratively can produce results faster and better than alone.

As a group works to meet its goals, the following components should be included to sustain effective collaboration: Spence states[1] that communication is composed of the following: In collaborative groups, two styles of communication are likely to be found:[citation needed] Spence adds[1] that there are three major steps to listening that facilitate learning and show respect for the speaker: In collaboration, respect is a critical component of group performance[citation needed] and is given and/or received in two distinctly different ways: The give none model of collaborative respect is seen when individuals or teams expect others to earn respect based on the actions of those persons.

In creative problem solving—game design, for example—the categories "Duration, Purpose/Goal, Theme, Primary Activity, Physicality, Challenge, Audience and Location/Environment" might be used.

[citation needed] There are two principal ways to do this through voting: Varying means of voting exist, each having their strengths and weaknesses: In Katzenbach and Smith's research, five team classifications have been established:[2] A main barrier to collaboration may be the difficulty in achieving agreement when diverse viewpoints exist.

Using the values and goals agreed upon in the 'setup' phase allows group members to make objective, authoritative critique of performance.