Comment gérez-vous les luttes de pouvoir au sein d’une équipe interfonctionnelle pour assurer la collaboration ?

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.

Navigating power struggles in a cross-functional team requires clear communication and mutual respect. Start by setting common goals to align everyone's efforts. Encourage open dialogue to address conflicts and understand different perspectives. Foster an inclusive environment where each member feels valued and heard. Rotate leadership roles based on expertise to distribute power evenly. Lastly, focus on problem-solving rather than assigning blame, emphasizing the team's collective success over individual dominance. This approach promotes collaboration and leverages diverse skills for better outcomes.

Identifying the strengths of the team and leaning into them is the best way to overcome power struggles. 1. Openly identify the fact that everyone involved has a the same common interest; getting the job done well and serving the client. 2. Enable everyone involved to contribute in some way. There’s nothing wrong with hearing the perspective of others. 3. Charisma is necessary while navigating this. There is a way to disappoint, or go in another direction tactfully. Differences will always happen but a little charisma and care covers a multitude of disappointment.

Power struggles are often rooted in separate, competing agendas for team members. It's evidence that the team is not aligned on the most important goals that caused the team to be established in the first place. This calls for the need to establish goals together through open dialogue where individual agendas are also openly discussed. Bringing both team and individual agendas out into the open during that dialogue helps the team avoid power struggles in the future and helps the team identify win-win situations where both the team and each individual achieve what they want to achieve.

Na minha experiencia, lutas de poder podem minar a colaboração e comprometer a eficácia do time. Para garantir um ambiente colaborativo, é essencial dar espaço para todas as vozes. Garanta que todas as suas reuniões sejam um espaço seguro onde todos possam expressar suas opiniões. Use técnicas como a "roda de conversa" para que cada membro tenha a oportunidade de falar. E, tão importante quanto, ao abrir esse espaço, pratique a escuta ativa, mostrando genuíno interesse nas contribuições de todos. Isso não só valida as ideias, mas também promove um ambiente de respeito mútuo.

When power struggles emerge, act as a mediator, fostering negotiation and compromise. Encourage team members to share viewpoints and actively listen to one another. Steer discussions towards solutions blending differing perspectives and aligning with team objectives. By exemplifying negotiation skills and guiding team members, conflicts become opportunities for innovation, fostering the capacity for future collaboration—a hallmark of thriving teams.

Allow all members of the team to share their ideas with each other, thus leveraging the team’s commitment levels. Navigate through discussion towards solutions that consider different perspectives and are foucussed at meeting group objectives. By demonstrating your negotiation skills, as well as other members to develop these skills, you can transform disagreements into opportunities for innovation, thereby strengthening future collaboration within your team.

A confiança é a cola que mantém a equipe unida. Sem ela, a comunicação se torna superficial e a colaboração, ineficaz. Para construir essa base de confiança, algumas iniciativas que apliquei como líder e me trouxeram bons frutos foram: - Transparência ao compartilhar informações abertamente e mantenha todos informados sobre decisões e mudanças. (E falar quando ainda ainda nao pudesse ser revelado) - Honre seus compromissos e prazos. - Ofereça e receba feedback de maneira aberta e respeitosa. - Reconheça as contribuições de todos os membros da equipe. - Mostre empatia e ofereça apoio quando necessário. Entender e apoiar as necessidades dos colegas, pares e time fortalece os laços de confiança.

Navigating power struggles in a cross-functional team requires building trust. Start by recognizing that each team member's experience is shaped by their thoughts and state of mind. When we understand this, we can approach conflicts with empathy and openness. Encourage open, judgment-free conversations where everyone feels heard and valued. Highlight the common goals and shared purpose that unite the team. By fostering a deeper connection and understanding, you create an environment where trust can flourish. This paves the way for genuine collaboration and reduces power struggles naturally.

Navigating power struggles in a cross-functional team starts with understanding the principles of mind, consciousness, and thought. Recognize that each person's behavior is driven by their thoughts and state of mind in the moment. Encourage team members to see beyond their immediate reactions and connect with a deeper sense of clarity and well-being. This shift can dissolve tension and foster mutual respect. Additionally, emphasize shared goals and the common purpose that unites the team. By fostering an environment of understanding and connection, collaboration naturally follows, and power struggles diminish.