From where I stand, it is imperative that roles are clearly defined to avoid unnecessary overlaps which would create confusion and disruption. However, I never fostered as a CFO a very tight "in-the-box" strategy to make sure people open up, cooperate, exchange ideas and generate efficient synergies within a same group. I do tend to be fostering their growth by knowledge sharing from the top to assure that everyone's experiences are accounted for, shared and used where appropriate. Teamwork and respect remain at the core of my philosophy and culture I do try to nurture.

Managing power dynamics in cross-functional financial teams is crucial for ensuring collaboration and achieving shared objectives. Here are some additional strategies that might be effective: Encourage a model where leadership roles rotate for different projects or aspects of tasks. This helps distribute power and allows team members to develop leadership skills while valuing diverse perspectives. Develop structured methods for giving and receiving feedback, such as peer reviews or regular check-ins, to ensure everyone’s voice is heard and valued. Create an environment where healthy debate and conflict are seen as constructive rather than destructive.

In my experience, clearly defining roles and responsibilities helps minimize conflicts and clarify expectations. Promoting open dialogue is essential to create a safe environment for sharing ideas, while recognizing individual strengths allows each team member to contribute meaningfully. Fostering trust and respect across the team has been key in balancing power dynamics effectively.

Open communication and transparency has been most effective in managing power dynamics, this also promote trust within an organisation when people know how they fit in without having to ask. When people are actively involved in decision making or just apart of the conversation- that is when individuals feel their position is valuable and not just a tick-box exercise. Allowing staff to be party to a conversation gives them the ability to respect each other's position and understand the requirements of another. This gives them insight into what the next person does, or add to the organisation and therefore create an understanding of why each person is critical to their respective teams.

Finally, I've been invited to share my 'expert opinion' on THE question that keeps me up at night! "How do we effectively manage power dynamics across cross functional finance teams". Well, we've tried a lot, I can tell you, but there is a winner you may be pleased to know. If someone on the team is refusing to listen, or accommodate any ideas that their own, simply get your in-house yoga-lates instructor to fold them up and only let them out if they absolutely promise to cooperate nicely with others. Thank you, LinkedIn, for the opportunity to share 🙏🏽

Clearly defining goals and also the job responsibilities helps in reducing conflicts and also create clear expectations. Promoting one-two-one is essential to create a safe environment for sharing ideas, while recognizing individual strengths and weaknesses allows each team member to contribute with full potential.

These are points to be considered in this situation 1. Establish Common Goals 2. Foster Transparency 3. Encourage Open Communication 4. Clarify Roles and Responsibilities 5. Use Data as a Neutral Ground 6. Escalate Constructively 7. Lead with Empathy and Active Listening By fostering alignment, clarity, and openness, cross-functional financial teams can mitigate power struggles and operate more harmoniously across different functions.

Establishing clear roles is crucial for team efficiency. By defining each team member’s responsibilities, accountants can prevent overlap and confusion, ensuring everyone knows their specific tasks and how they contribute to the overall goals. This clarity helps streamline processes and enhances productivity.

All three strategies are effective for managing power dynamics in cross-functional financial teams. Here's why each is impactful: 1. Establish clear roles: This helps in setting boundaries and expectations, reducing conflicts over authority and responsibilities. It enhances collaboration between team members. 2. Encourage open dialogue: Creating a culture of open communication ensures that team members feel heard, regardless of their position. This allows all voices to contribute and be considered, which mitigates dominance. 3. Leverage diverse strengths: Using each member’s unique abilities helps distribute power more equitably within the team. When team members see their skills being valued, it fosters mutual respect and collaboration.

Begin by outlining the project scope, then assign tasks strategically based on each member’s expertise. For example, if the project involves data analysis and marketing, assign data-focused tasks to those with a strong analytical background and marketing-related tasks to those with experience in that area rather than just accepting the first volunteer. Set communication norms early to prevent misunderstandings. Foster an open environment by actively inviting feedback; if you’re uncertain about a decision, show it’s okay to express doubt to encourage honesty. And be sure to celebrate milestones such as reaching a key data insight or completing the first campaign draft to keep morale high and reinforce the sense of shared success.