Teamwork – Integration and Implementation Insights

Navigating power: A partial pragmatic map

December 2, 2025December 2, 2025

By Katie Moon.

In research, how can we start to appreciate unexamined assumptions about what power is, where it resides, how it works, and who holds it, especially how these assumptions influence not only the problems we recognize, but the solutions we pursue? And importantly, who decides? How can we get a better idea of how power informs how we act: what interventions we attempt, whose knowledge we value, whose interests we centre, and what consequences we anticipate?

In this i2Insights contribution I provide an intentionally simplified orienting map that disaggregates power into six dimensions that mirror the ways researchers tend to separate and locate power into distinct domains to rationalise and evaluate interventions. I match these dimensions to three onto-epistemological frames—objective, constructionist, and relational—which were described in a previous i2Insights contribution A guide to ontology, epistemology, and philosophical perspectives for interdisciplinary researchers.

Stories of self, us, and now: A tool for navigating uncertainty

November 25, 2025November 18, 2025

By Gemma Jiang, Alexis Niki, Darius Melvin and Sarah Hind.

authors_jiang_niki_melvin_hind — 1. Gemma Jiang (biography)
2. Alexis Niki (biography)
3. Darius Melvin (biography)
4. Sarah Hind (biography)

In times of uncertainty, especially when the role of research, as well as research funding are under threat, how can research teams effectively respond? How can storytelling help?

We show how Marshall Ganz’s (2009) Stories of Self, Us, and Now framework can move groups from individual experiences of uncertainty (Self) to shared meaning (Us), and toward concrete action steps (Now).

Workshop Context

Leadership team members from a large transdisciplinary, cross-institutional research center, entering the fifth (final) year of their funding cycle, partnered with an external team science expert

Four tips for developing norms for collaboration agreements

October 28, 2025

By Edgar Cardenas.

edgar-cardenas_2025 — Edgar Cardenas (biography)

Norms are the foundational building blocks for collaboration agreements. Hence, we must consider what’s an effective way for teams to develop the norms underpinning a collaboration agreement? How can teams build on experience and avoid getting bogged down when negotiating norms?

In helping teams to develop norms that enable productive collaborations, I use Richard Hackman’s definition of norms as “shared agreements among members about what behaviors are valued in the group, and what behaviors are not. They refer only to behavior, including things members say, not to unexpressed private thoughts and feelings” (Hackman, 2011, p.103).

In other words, norms that help you collaborate better must be grounded by clearly identifiable behaviors and team members must agree to abide by these norms. When developing a norm, the team then has to ask: “Is the behavior clear enough that team members have a shared understanding of the specific behavior?” and “Do we agree to using this norm?”

Six elements of effective co-design

October 7, 2025September 30, 2025

By Will Allen.

What does co-design for tackling complex challenges look like in practice?

Co-design is a collective way of navigating complexity, taking different forms depending on context. The following six elements are a reflection on patterns I’ve seen emerge through practice, especially in settings where multiple perspectives matter.

1. Starting with shared grounding: Creating early alignment through shared values, context, and purpose

In many collaborative projects, there’s a tendency to begin by defining tasks – what needs doing, by whom, and when. But in complex settings, where multiple perspectives and values come into play, it’s often more important to begin with relationships. It helps to understand where people are coming from, what matters to them, and how they see the purpose.

Three social mechanisms leading to fake interdisciplinary collaborations / 形成伪跨学科合作的三种社会形成机制

August 13, 2025August 12, 2025

By Lianghao Dai.

A Chinese version of this post is available

What are fake interdisciplinary collaborations and how do they arise?

Fake interdisciplinary collaborations are a form of performative scientific behaviour that claims to be interdisciplinary but lacks knowledge integration across disciplines. There are three social mechanisms that can result in such fake collaborations.

1. Irresponsible project management

Irresponsible project management has two manifestations:

A tool for developing shared awareness of team member research interests and expertise

August 12, 2025July 22, 2025

By Melanie Bauer, Joshua Roney and Stephen M. Fiore.

authors_melanie-bauer_joshua-roney_stephen-fiore — 1. Melanie Bauer (biography)
2. Joshua Roney (biography)
3. Stephen M. Fiore (biography)

How can team members who have been working together for a while check assumptions, ensuring they are aware of each other’s breadth of expertise and research interests?

We have developed the “Linking-Relinking” tool to facilitate such a process. This tool supports science teams through development of a transactive memory system, which is a form of shared cognition having to do with “who knows what” on a team. Studies continually show that teams that develop an accurate transactive memory system are better able to coordinate their knowledge when working on challenging problems. The Linking-Relinking Tool can support transactive memory system development by helping members determine how accurate their knowledge is of their teammates and calibrate appropriately.

Key leadership practices in transdisciplinary projects

July 8, 2025

By Susanne C. Moser.

susanne-moser — Susanne C. Moser (biography)

When training transdisciplinarians, which leadership skills and practices is it helpful to encourage?

The kind of leadership that someone brings to a transdisciplinary project has decisive implications for how a project unfolds and for its likelihood of success. Conventional thinking about leadership often hinges on unspoken assumptions about hierarchies, power, and the significance and impact of a single individual; it also often implies unspoken ideas about inclusion, assignment, or sharing of rights and responsibilities, and those to praise or blame for any outcomes. At the same time, transdisciplinary research encourages practices that flatten hierarchies; challenge power; promote diversification and inclusion of different disciplines, expertise, and ways of knowing; and question traditional research processes.

A framework for creating effective team integration in interdisciplinary research

August 20, 2025June 24, 2025

By Colleen Cuddy.

What kinds of integration are required in interdisciplinary teams to truly synthesize diverse knowledge and perspectives, creating meaningful outcomes? What are the key facilitators of successful integration?

Integration is a core team process in which “ideas, data and information, methods, tools, concepts, and/or theories … are synthesized, connected, or blended” (Repko, 2012: 4), combining diverse inputs that differ from and are more than the sum of parts (National Research Council, 2015). Integration is multifaceted, and interdisciplinary teams employ several types of integration, as shown in the table below. Social, knowledge, cognitive, and conceptual integration can be seen as a spectrum, with teams utilizing multiple types of integration, often concurrently, to reach team goals, and with innovative teams moving through the spectrum towards conceptual integration.

How individual members can contribute to effective team functioning

May 7, 2025May 6, 2025

Edited by Gabriele Bammer.

For team dynamics to work effectively, what is the range of contributions that needs to be covered by different team members? How can diversity in skills relevant to team functioning be effectively recognised and harnessed? Here the focus is not on the actual task the team is trying to accomplish, but rather the dynamics of working together and the different contributions or roles required for effective team functioning.

A number of proprietary products (i.e., products owned by companies that need to be purchased to be used) have been developed to help teams assess the strengths and weaknesses of individual team members in contributing to effective team performance. The focus in this Editor’s Addition is to use one such product, CliftonStrengths^®, to highlight one set of understandings about what key team dynamics are. Information available on the CliftonStrengths^® website is used in abbreviated form and without the summary terms used to encapsulate each team and personal attribute.

Navigating the spectrum of leadership styles

April 15, 2025

By Gemma Jiang, Jenny Grabmeier and Joan Lurie.

authors_gemma-jiang_jenny-grabmeier_joan-lurie — 1. Gemma Jiang (biography)
2. Jenny Grabmeier (biography)
3. Joan Lurie (biography)

When you are in a leadership role, are you able to shift your leadership style to accommodate the needs of your team and project? When consensus is hard to reach, are you able to step in with a directive approach? Are you able to hold back from being directive when creativity and participation are needed?

A Spectrum of Leadership Styles

Lewin, Lippitt and White in their foundational 1939 study on group dynamics suggested three leadership styles. In the context of cross-disciplinary science, we do not see these as separate styles or the only three styles, but as reference points along a continuum. At one end of their spectrum lies directive leadership, and at the other, delegative leadership, and somewhere in the middle, participative leadership.

Designing for role clarity: An essential leadership skill

March 11, 2025

By Gemma Jiang and Joan Lurie.

authors_gemma -jiang_joan-lurie — 1. Gemma Jiang (biography)
2. Joan Lurie (biography)

How can leaders design roles and role relations within their project teams? How can leaders recalibrate and re-align role relations as their project contexts shift? Why is designing for role clarity an essential leadership skill, beyond technical and interpersonal skills?

Just as we sign contracts outlining job descriptions and authority when starting a new position, a similar role contracting process should be initiated at the beginning of each project. This ensures that everyone understands their specific responsibilities and authority within the project context. This practice is particularly crucial when team members have overlapping roles outside the project. For instance, in one project, a faculty member might lead while their department chair takes on a supporting role. How should these two define their project roles to distinguish them from their ongoing department chair–faculty relationship?

Boundary spanning: A leadership perspective

February 18, 2025February 4, 2025

By Gemma Jiang, Jenny Grabmeier, Diane Boghrat and Susan Simkins.

authors_jiang,_grabmeier_boghrat_simkins — 1. Gemma Jiang (biography)
2. Jenny Grabmeier (biography)
3. Diane Boghrat (biography)
4. Susan Simkins (biography)

What does boundary spanning in cross-disciplinary science teams entail, and how does it relate to leadership?

At its core, boundary spanning is about bridging differences. These differences usually fall into two categories:

Interdisciplinary differences, which involve varying perspectives across different disciplines, such as vocabulary, methods, epistemologies, and cultures.
Transdisciplinary differences, which involve perspectives from science, society, policy, and practice that transcend institutional and sectoral boundaries.

The expertise required to bridge these differences is often referred to as “integration expertise” (Hoffman et al., 2024) or as one of us (Simkins) refers to it “interdisciplinary translation.” For simplicity, we’ll refer to all these forms of expertise as “boundary spanning,” and those who play these roles as “boundary spanners.”