¿Cómo se navegan las luchas de poder dentro de un equipo multifuncional para garantizar la colaboración?

As a High Performance Coach, I worked with a newly established start-up tech team without a Scrum Master. There were tensions between PM, dev ops, and sales. Each team had unique strengths but also competing agendas, causing friction, forgetting they had a common goal. I had individual meetings to understand the differing perspectives and identified root causes: lack of understanding and control over decisions. To address this, we established clear roles and reminded them of shared goals. Regular cross-functional meetings ensured transparent communication, reducing feelings of exclusion. The involvements of each team in the meetings allowed for shared understanding which in turn enhanced productivity by turning competition into cooperation.

Understanding the dynamics is the first step to exploring the root causes behind the conflicts. From my experience as a development manager, managing remote teams I realized that the root cause of the conflict was that each team saw a different picture of the architecture. That led to an overlap in responsibilities. Someone from a remote team interpreted that someone had stepped into his/her territory and had no idea there was a misunderstanding of the work separation between them. This is one example to showcase that the solution to the conflict is relatively easy after understanding the gap.

Creating a psychologically safe environment where team members feel comfortable voicing their opinions, using data-driven decision-making to minimize biases and rotating leadership roles based on project needs helps navigate power struggles and enhance collaboration as demonstrated by Netflix's dynamic team structures that foster creativity and adaptability.

Navigating power struggles within a cross-functional team requires a deep understanding of team dynamics. Each member brings unique skills and perspectives, which can sometimes lead to conflicts. Recognizing the underlying motivations and relationships among team members is crucial for fostering collaboration. This understanding is like mapping the currents in a river, ensuring you guide the boat smoothly. As Warren Bennis said, "Leadership is the capacity to translate vision into reality." To delve deeper into this concept, consider reading "The Five Dysfunctions of a Team" by Patrick Lencioni, which highlights the importance of addressing team dynamics for success.

Establishing clear norms and expectations is vital for addressing power struggles within cross-functional teams. Defining roles and responsibilities early minimizes ambiguity and clarifies individual expectations. Encourage open communication and establish conflict resolution protocols. This approach creates a structured environment where team members feel secure expressing opinions, fostering collaboration rather than heated competition for power or influence.

Establishing clear norms, including communication styles, is vital for a harmonious team environment. Setting expectations for how team members should interact can prevent misunderstandings and create a more inclusive atmosphere. This is akin to laying down the rules of the road to avoid collisions and ensure smooth traffic flow. Effective communication norms act as the glue that holds the team together. "The speed of the boss is the speed of the team," said Lee Iacocca. For further insights, "Crucial Conversations" by Kerry Patterson offers valuable strategies for mastering the art of effective communication.

Grow the team’s ability to respect AND disagree. We don’t have to all end up on one side of a binary argument when the reality is that complex issues are multifaceted by nature. The goal isn’t to win everyone over, but to have a productive conversation that helps us understand all the angles and solutions that can impact the issue at hand. Diversity is power.

The biggest leadership skill you can master is the use of great questions. This is one of the most powerful skill (and underated). It not only helps gather extra insights, build good rapport, understand someone's perspective, install a positive dialogue AND reduce tension!

Aligning objectives is crucial but fraught with difficulty. Just as power struggles amongst informal leaders may stem from clashes of priorities and self-perceived competence, objectives can be strangely, well, subjective. Personal - or even a group's - goals are often rooted in strengthening identity. Therefore, my advice to leaders would be to start with the question of identity. Who are we as individuals? How do we see "others?" And who are we, and can we be together in relation to the project at hand? Once these questions have been answered through thoughtful facilitation, we can begin to align KPIs, objective goals, project outcomes, and success criteria. Cross-functional teams must realize that success or failure is always shared.

1. Begin by acknowledging the diverse perspectives and expertise within the team, emphasizing the value of each member's contributions. 2. Facilitate regular, structured discussions where team members can voice concerns and offer solutions in a safe environment. 3. Address conflicts promptly by identifying the underlying issues and encouraging constructive dialogue. 4. Remain neutral, listen actively, and guide the team towards finding common ground and shared goals. 5. Establish clear roles, responsibilities, and decision-making processes to reduce ambiguity and power imbalances. 6. Reinforce behaviors by recognizing and rewarding teamwork and collective achievements, helping to build trust and a sense of unity within the team.

It's also important to consider cultural differences and emotional intelligence within the team. Understanding and respecting diverse backgrounds can prevent misunderstandings and enrich team interactions. Cultural awareness is like adding spices to a recipe, enhancing the overall flavor. Daniel Goleman noted, "Emotional intelligence is the key to both personal and professional success." For more on this topic, "Emotional Intelligence" by Daniel Goleman provides insights into how emotional awareness can improve team dynamics. Additionally, "The Culture Map" by Erin Meyer offers a deep dive into navigating cultural complexities in a globalized world, emphasizing the importance of cultural intelligence in enhancing team collaboration.

A key to resolving conflicts is defining clear common goals for the various teams and maintaining constant focus and attention to these goals. All team interactions should be around their common goals: activities to be performed will be derived from the common goals, and decision-making and prioritization will be done aiming at achieving them. Not all conflicts will be resolved using that, but a significant amount will be.