Here's how you can lead cross-functional teams effectively to showcase your readiness for a promotion.

A liderança cross funcional pode ser a única forma de alcançar objetivos mais complexos, mas como liderar um grupo de pessoas que não reportam a você? Minha primeira dica é mostrar em detalhes qual é o objetivo e engajá-los sobre a importância deles no processo e, qual o impacto positiuvo para empresa ou clientes se executarmos com excelência ou ó impacto negativo se falharmos. A segunda dica é deixar claro o papel e as responsabilidades de cada integrante nas etapas do processo, além de uma definição de timelines claros e alcançáveis. A terceira e não menos importante está na mensuração do projeto, nenhum time consegue trabalhar em conjunto sem metas claras, mensuráveis e com visibilidade da interdependência da execução.

Come to the meetings prepared (so many folks don't do the pre-reads). Mostly listen but make it a point to ask a few intelligent questions that could be helpful for the discussion and be sincere and humble about all of this. If you're doing a good solid job over time, it will get recognized without you needing to do self-promotion. In private after the suitable number of years have happened since the last promotion, that is a good time to talk to your boss as you work on your personal development goals to ask what they think you need to do to reach the next step. Then, don't pester them about it. Just do good solid work making sure to focus on what they suggested.

If you're worried about showcasing and promotion, you shouldn't be leading a cross-functional team; in fact, that's not even leadership to begin with. Full stop.

In my experience, fostering a culture of transparency and reliability is key. I start by being consistent and dependable, ensuring that my actions align with my words. I also encourage open communication, where team members feel safe to share their thoughts and concerns. By actively listening and addressing issues promptly, I show that I value their input. This approach not only strengthens team cohesion but also showcases my leadership capabilities, demonstrating my readiness for a promotion.

Start by setting clear expectations and goals. This ensures everyone is on the same page from the beginning. Also make it a point to actively listen to team members' concerns and feedback, which helps in addressing issues promptly. Regular updates and open lines of communication keep everyone informed and engaged. Using straightforward language and avoiding jargon helps prevent misunderstandings. This clarity in communication not only enhances team collaboration but also showcases my leadership skills, making me a strong candidate for promotion.

In my experience, ensure that each team member’s unique background and skills are acknowledged and utilized. Encouraging diverse perspectives leads to more creative solutions and better decision-making. I foster an inclusive environment where everyone feels valued and empowered to contribute. This not only strengthens team performance but also highlights my ability to manage and maximize the potential of diverse teams, showcasing my readiness for promotion.

start by addressing conflicts directly and promptly, ensuring that all parties feel heard and understood. I facilitate open discussions to identify the root causes and work collaboratively to find mutually beneficial solutions. By maintaining a neutral stance and focusing on common goals, I help the team navigate disagreements and turn conflicts into opportunities for growth. This approach not only resolves issues but also strengthens team cohesion, demonstrating my leadership capabilities and readiness for promotion.

Empowering my team has been key to achieving high performance and showcasing my leadership capabilities. I delegate responsibilities, provide the necessary resources and support, and encourage autonomy. By trusting my team members to take ownership of their tasks, I enable them to develop their skills and contribute meaningfully to our projects.