Workplace psychologist Dr. Chris Allen helps organizations and leaders develop the “people” side of the business. As a Forbes Coaches Council contributor, Dr. Allen offers regular insights on topics such as changing organizational culture, aligning cultural values and team building in Forbes.com articles and offers quick advice via the Forbes Q/A feature.

Read this article on Forbes here: “Everyday Leadership: Influencing Your Organization’s Culture As An Individual Contributor”

“I am not in leadership. I am just an individual contributor. Is there anything I can do to help build a more collaborative culture?”

At a recent conference where I spoke to CEOs and HR executives about the benefits of a collaborative culture, this was an intriguing question asked by a participant. Naturally, I had focused on the benefits of a collaborative culture (such as improved employee engagement, better morale, greater innovation and increased profitability) as well as how to build one. I had emphasized that the leaders in an organization must drive efforts to create a collaborative culture. I also said that the organization must invest in training for everyone, leaders and staff alike, that enhances communication, collaborative work practices, and teaches people how to work together.

However, I was grateful for this participant’s question because, at some point, most of us have been employees in organizations whose cultures were, to put it nicely, less than collaborative. In such situations, we want to be able to make some difference without waiting until management or leadership is on board.

Here are the suggestions I gave the participant in my workshop who asked the smart question, “What can I do?”

1. Embrace conflict.

Accept that conflict is normal and healthy, so long as it is about ideas and not mean-spirited personal attacks. Get more comfortable with being uncomfortable. Remember that we are not trying to prove we are right when discussing alternate approaches to problems or challenges. We are trying to discover the best solution, which often comes from some unexpected place when ideas are fully hashed out. Learn to listen fully and deeply to another person’s point of view rather than formulate your own response while the other person is talking. Simple comments, such as, “Tell me more about your idea or plan,” can help create the chemistry needed for true collaboration. Plus, you’ll be a model that others can aspire to follow.

2. Make space for different ideas.

Support minority viewpoints or the right to express them, even when they might not reflect your point of view. It takes courage to speak up and express a different point of view. People who voice new or unpopular opinions need acknowledgment and encouragement.

3. Be a role model in asking for feedback.

Ask others: How can I be a better co-worker? How can I be a better team member? What do I do well and where could I improve? Model being non-defensive, thank people for taking the time to tell you about your blind spots and then implement their feedback.

4. Reward and recognize others’ achievements.

Point out when someone else helped a team member when it wasn’t their job to do so. Let the boss or manager know when a co-worker goes the extra mile. Publicly acknowledge this person in a team meeting and encourage others to recognize them also.

5. Make friends.

Talk to your co-workers about their personal lives, and share a little bit about your own. Ask about your co-workers’ lives outside of work. Research shows that people are happier and more productive when they have good friends at work. Cultivate informal connections at the office. Contrary to popular opinion, water cooler conversations are not bad for business but are helpful in getting people to work together better.

6. Critique compassionately.

When you must give critical or negative feedback to a team member, co-worker or boss, do this in person or at least on the phone — never by email. There is much room for misunderstandings when we take body language and vocal tone out of a conversation, so be sure to talk in person to eliminate the guesswork. Explicitly stating a positive intention also helps. For example, you might say, “My purpose in bringing this to your attention is that we can improve our relationship and our capacity to work together well.”

While you cannot singlehandedly change your entire organization’s culture (and if it is a truly toxic culture, get out!), you can have a significant impact on your organization as an everyday leader who helps to create a more collaborative place to work — a win for the company, a win for your coworkers and a win for you.