I would address the issue directly by fostering open communication with the executive to align on goals and clarify the team's rationale. Emphasizing shared objectives and involving them in collaborative problem-solving would help rebuild trust and drive alignment.

To regain control and foster collaboration, we can apply the SCARF process, which focuses on five key social needs: 1. Status: - Acknowledge their role - Highlight team's expertise - Seek their input 2. Certainty - Communicate Clearly - Provide transparency - Establish clear expectations 3. Autonomy: - Empower the team - Provide support - Celebrate successes 4. Relatedness: - Build relationships - Find common ground - Active listening 5. Fairness: - Be transparent - Treat everyone fairly - Seek a win-win solution By addressing these five needs, we can create a more positive and collaborative work environment. Not to argue but to have solutions By using the SCARF framework you can effectively address the executive's concerns

To address an executive undermining your team's decisions, initiate a direct but respectful conversation to understand their concerns and perspectives. Clearly articulate your team's rationale for decisions and the impact of their support on overall collaboration. Foster alignment by involving the executive in strategic discussions, emphasizing shared goals. Strengthen transparency, encourage open communication, and create a framework for collective decision-making to rebuild trust and collaboration.

Regaining control in such a situation starts with addressing the issue professionally and collaboratively. Open a dialogue with the executive to understand their perspective and concerns. Then, reinforce the rationale behind your team’s decisions, backed by data and alignment with organizational goals. Focus on building trust, finding common ground, and fostering mutual respect to drive collaboration.

As an Executive Director, I would address this challenge by arranging a candid discussion with the executive to understand their concerns and motivations 🤝. Transparency and mutual respect are key to aligning goals and ensuring trust. I’d also reinforce my team’s autonomy by clearly articulating their expertise and rationale for decisions, promoting their value in meetings 🛠️. Encouraging a collaborative culture with open communication channels and shared accountability fosters harmony and drives collective success.

Unfortunately, I have seen this type of issue on many occasions. Regaining control begins with addressing the issue constructively. Approach the executive privately to clarify their concerns. Often, their actions stem from misalignment or a lack of context. Reaffirm the team’s objectives and explain the rationale behind key decisions, ensuring they see the broader value. Invite their input to foster a sense of collaboration, but establish boundaries to protect your team’s autonomy. Within your team, maintain transparency. Reassure them of their value and commitment to their decisions. Empower them with clear direction and support to stay focused. Collaboration thrives when mutual respect and trust are restored.

Imagine steering a ship while someone keeps altering the course behind your back. That’s what it feels like when an executive undermines your team’s decisions. Here's how to regain control and align the crew: Acknowledge the issue: Privately address the executive, framing the conversation around shared goals rather than conflicts. Reaffirm authority: Reinforce your team’s expertise by emphasizing past successes and future contributions. Bridge collaboration: Create structured forums for open dialogue, ensuring mutual respect for decisions. Lead with influence: Demonstrate leadership through transparency and consistent follow-through to rebuild trust.