To realign the team with CSR goals, I would start by reinforcing the importance of CSR initiatives and how they contribute to both business success and social impact. Clear communication is key—hold a meeting to revisit the CSR objectives and ensure everyone understands their roles. I’d also encourage collaboration, seeking input from team members to foster ownership of the goals. Regular check-ins, progress tracking, and recognizing achievements will maintain focus and momentum. Continuous feedback loops will ensure sustained engagement with CSR initiatives.

I would work on ensuring a strong foundation through a shared understanding of why you are doing the CSR activities you are doing while at the same time ensuring that CSR goals can evolve aligned to team's wishes and expectations. Overall, in my experience it is central to have CSR activities aligned to the overall purpose of the organization and to ensure every member is crystal clear on what that purpose is. It becomes much easier to unite behind CSR goals and stay focused on their delivery if they form an integral part of why you exist as an organization, i.e. what your purpose is.

Si su equipo sale del centro de la sostenibilidad corporativa se debe identificar no solo las causas, sino por el contrario identificar mecanismos de vinculación voluntaria a ser parte de la sostenibilidad. Esto sucede en organizaciones donde la sostenibilidad esta liderada por un solo directivo o una sola área. Usualmente, cuando esto sucede, el resto de la empresa lo ven como una carga que los saca de sus deberes diarios. Por ello desde que se inicia la planeación, en el pilar de gobernanza, del sistema ESG, este debe impactar y ser creado de manera participativa. Posiblemente soluciones a sus retos ESG estén al interior de su empresa en el funcionario menos pensado. Una de las mejores herramientas es el intraemprendimiento

Begin with open discussion. Obtain an environment where members of the organization feel at liberty to articulate their thoughts, feelings, and concerns. Establish the CSR vision of the organization and how an individual contributes to its creation. Make them remember past success stories to work feverishly. Define precise, actionable objectives and challenge the employees to collaborate for mutual progress. Remember: when the team feels listened to and acknowledged, they are more motivated to work toward a shared purpose.

I would suggest organizing a workshop to revisit CSR objectives and clarify roles. For example, if the team’s outreach efforts don't align with environmental goals, discuss the strategy, share success stories, and set clear milestones. This approach fosters alignment, ensures accountability, and reignites collective focus on the project’s mission.

Une façon de sortir du conflit et de mettre en place des éléments écrits, graphiques. Les cartes d'idées (ou mind map) sont un outil redoutablement efficaces pour mettre en évidence les consensus et aussi travailler sur les points de divergence. Car il faut sortir des joutes verbales trop souvent stériles. Ne pas suivre l'exemple de l'assemblée nationale ;-)

From my experience, keeping a team committed to CSR initiatives requires clarity, ownership, and a sense of purpose: 1. Reinforce the “Why”: Regularly remind the team of the impact their work has, both within the organization and in the community. 2. Break It Down: Set clear, achievable milestones and celebrate wins to maintain momentum. 3. Foster Ownership: Assign responsibilities and empower individuals to take charge of specific tasks or projects. 4. Stay Transparent: Share progress openly and encourage feedback—it builds trust and keeps everyone engaged. 5. Lead by Example: Show your own commitment by being actively involved in the initiatives. These steps have worked for me in keeping teams focused and motivated.