Wie gehen Sie mit Machtkämpfen zwischen Teammitgliedern um, die den Fortschritt bei der Problemlösung behindern?

Power struggles can stall progress, especially in problem-solving. To overcome them, focus on open communication and align the team with the common goal. Listen to all perspectives with empathy, and remind the team that collaboration is key. Clear roles and expectations can also prevent conflicts. By fostering an environment of trust and cooperation, you can transform power struggles into opportunities for stronger teamwork and effective solutions.

Navigating power struggles is like refereeing a high-stakes game where everyone’s vying for the MVP spot! First, call a timeout and gather your team for a strategy huddle—this is your chance to set ground rules and realign goals. Encourage open play, where each player shares their ideas and feedback. Foster a team spirit by highlighting collective wins over individual stats. With everyone focused on the same playbook and working together, those power struggles turn into a well-coordinated victory dance. Game on for progress! 🏆🤝

The most important thing is to determine if the team leader or the company is causing the power struggle- if all team members are equal and all are contributing it’s imperative to make sure the team leader is giving credit to the team and the team is celebrating their wins together

It requires a careful and balanced approach. Start by addressing the issue privately with the individuals involved, allowing them to express their concerns and perspectives. Clarify roles and responsibilities to eliminate confusion about authority and decision-making. Emphasize the common goal and the importance of collaboration, redirecting the focus from personal power to collective success. Facilitate open discussions where each member can contribute ideas without dominating the conversation. Encourage mutual respect and remind the team of the value each person brings to the table. If needed, mediate the situation to find a compromise that satisfies all parties.

La causa raíz principal en algunas personas de baja autoestima es la competencia, la suposición,la no comunicación y el creer que otros les quitan el puesto, o el no soportar el carisma de otros. Lo he vivido, en la mayoría de equipos se fomenta la negatividad, coge fuerzas. Solución, sinceramente no la veo.

El respeto es importante, el no gritar, el no abuso de poder, el no oprimir, el no juzgar, el evadir los chismes mal intencionados para expulsar a un miembro del equipo etc.. también depende de que grupo, a veces las fortalezas sirven de poco y actividades en común, menos. En mi andadura de vida he visto de todo,desde fotos falsas hasta cualquier maldad de la peor índole. Personalmente abandonaría un equipo así y lo he echo en una ocasión.

In what I have experienced, if we are faced with power struggles among stakeholders, I always try to facilitate understanding context why this is happening. Definitely, there are certain interests that they are protecting. So, what I do is to play around those interests while explaining to them how we can align it to the overall objective of the project. Eventually, these certain interests becomes a strength rather than weakness.