Your team is at odds over priorities and goals. How do you guide them towards conflict resolution?
When your team is at odds over priorities and goals, effective facilitation is key to resolving conflicts and fostering collaboration. Here are some strategies to guide them:
What methods have you found effective in resolving team conflicts?
Your team is at odds over priorities and goals. How do you guide them towards conflict resolution?
When your team is at odds over priorities and goals, effective facilitation is key to resolving conflicts and fostering collaboration. Here are some strategies to guide them:
What methods have you found effective in resolving team conflicts?
-
Teams disagree on priorities because they haven't agreed on the overall goal/objective. Step back and have them define their overall goal first, then define criteria based on the goal. You can then prioritize using the agreed to criteria.
-
Team needs proper orientation for their role and responsibilities. Practice to respect each other. Work distribution dedication and decentration among team and follow up to complete on time. Create environment and to practice more on team building to be a real team player. Provide counseling on mental health as needed. Fostering culture of appreciation and reward which inspires team to be in same page of performing their role effectively. Avoid favoring one person always in front of other team members.
-
When guiding a team towards conflict resolution over priorities and goals, I would start by acknowledging the disagreement and creating a safe space for open dialogue. I’d encourage each member to share their perspective, actively listening to uncover common ground. Using data or organizational objectives as a neutral reference, I’d facilitate collaborative discussions to identify shared goals and compromise on priorities. Once aligned, I’d clearly define roles, responsibilities, and action steps, ensuring everyone understands their contributions. Finally, I’d foster accountability by monitoring progress and promoting mutual respect to maintain a collaborative team culture.
-
Is this being used to develope AI decision making? and if so, would feedback be used to cirumvent valid difference of views held by a team to coerse them or circumvent them? If not, and it is disclosed who and for what purpose such "professional expertise" is being asked for...then I may be happier at contributing to such a vital matter. The fact the question needs to be asked - is eye-opening.
-
Some ways to get started can be: 1. Acknowledge the Conflict 2. Identify Common Goals 3. Set Clear, Collective Priorities
-
Identify the common ground - where there is agreement. From there identify the areas where they are at odds. Look to identify what the differences mean - rate them from minor to major. Work toward agreement and where we can negotiate around well if you accept this, I will accept that; a bit like enterprise bargaining. No doubt we get to the point of major discrepancies where a top down approach is required where the boss has to spell out that this is for the greater good - we need everyone to work toward this goal, accept there may need to review as we implement and invite all to contribute as we proceed. Having people with different perspectives is important - task focussed versus people focussed and you need them to contribute.
-
In our team, priorities are defined by **Product Management**, who provide clear explanations and expectations regarding the "why" and "when" for each item. This approach ensures alignment with business objectives and creates a shared understanding of the urgency and value of the work. Team’s Role: - Focus on the "how" by determining the best approach to deliver the prioritized items effectively and efficiently. - Regular communication between the team and Product Management ensures priorities are understood and adjusted as needed. By following this structure, the team remains aligned with the product vision, and conflicts over priorities are minimized.
-
The team needs to agree on why they exist and how they serve the organization. What is their purpose? How can each team member contribute to reach that purpose? How will they support each other to reach that purpose? The purpose once defined needs to be split into smaller objectives and goals, in a SMART way. It's co-created together, with also the input from some external stakeholders, the ones they need to serve and support.
-
Most of the time, when teams disagree on goals and priorities, they often do not have all the information and a full picture. As a leader, I try to give my team as much information as they need for all of us to be on the same page about decisions. If our priorities are still different, we can talk about ways to incorporate all ideas. Above all, it is a good sign that our teams feel safe to share their disagreement in a constructive way. It’s a call for us as leaders to step up and lead.
-
Romit Lobo
HR Strategist | Talent Partner | StartUp Enthusiast | AI Advocate | Ex Hewitt | XLRI Alum
(edited)Guide your team like a movie director. Start by revisiting the "script" - your team’s goals. Let everyone share their priorities and ideas. Assign roles that play to each person’s strengths. Map out goals visually to highlight overlaps and conflicts. Work together to find creative solutions. Make clear decisions that align with the bigger picture. Frame these as essential for team success. Celebrate milestones with unique awards to boost morale. This approach simplifies conflicts, builds trust, and turns your team into co-creators of success.
Rate this article
More relevant reading
-
Conflict ManagementYour team is at odds over conflicting priorities. How can you navigate the divide without picking a side?
-
Creative StrategyHere's how you can overcome common challenges in conflict resolution within the field of Creative Strategy.
-
Conflict ManagementHow can you avoid conflict with diverse stakeholders?
-
Thought LeadershipHere's how you can manage diverse perspectives in a Thought Leadership role using conflict resolution skills.