What are effective ways to address power dynamics in a multidisciplinary team?

I have found that taking time to observe the key players and team behaviors is often helpful in understanding the dynamics and interactions across the teams. Case in point, through observation, you can determine if some of the behavioral attributes of team members are one-offs or consistent traits. This is especially helpful for people who are “behaving badly” or causing discord within the group. I think it also helps to get some historical context as to why this person or people are allowed to influence, or behave this way too. Because one bad apple CAN spoil the rest.

To address power dynamics in a multidisciplinary team, understand them using philosophy of empathy, mindfulness, and compassion, and handle them using principles of Chanakya Neeti, strategic leadership, knowledge sharing, and meritocracy, for inclusive decision-making, and a culture of collaboration.

Humility and compassion will pretty quickly equalize most power imbalances. It starts everyone off at the same place and you can all build from there.

“Power can come from different factors, such as formal position, expertise, experience, reputation, access to resources, or personal relationships” This was very insightful sentence here. Because maintainance of some power sources are pure responsibility of the top management. Formal position -for example- if granted based on personal relations, rather than expertise and qualifications, is a source of harmful power imbalance on both position productivity level and company culture level. Also accessibility to resources -if not relevant to the responsibilities and professional roles- will definitely lead to the same imbalance. And in both cases, it’s a top management responsibility

Power dynamics in a multidisciplinary team can be effectively defined by enhancing equal participation of all players, dividing the roles and responsibilities, leadership and good communication between the team. Also through driving the hidden potentials and improving their skills and abilities

Most importantly, effective communication is key when it comes to addressing power dynamics in any multidisciplinary team. Open dialogue needs to be encouraged along with active listening and mutual respect for everyone. Communication allows for a more collaborative environment where everyone's personal expertise and uniqueness is valued. Also the team leads should regularly reassess dynamics and encouraging feedback amongst all the members especially the one's that tend to sit back and not say much.

1. Open Communication: Encourage open and honest communication within the team. Create a safe space for team members to express their thoughts and concerns without fear of reprisal. Use regular team meetings to discuss team dynamics, roles, and expectations. 2. Define Roles and Responsibilities: Clearly define each team member's roles and responsibilities to avoid confusion and conflicts. Ensure that everyone understands their contributions to the team and the overall project.

Effective ways to address power dynamics in a multidisciplinary team include fostering open communication, encouraging equal participation, acknowledging and valuing diverse expertise, promoting a culture of collaboration, and establishing clear roles and responsibilities. Additionally, implementing regular team-building activities and providing opportunities for team members to contribute their perspectives can help mitigate power imbalances within the group. or what you think?

One critical component is to lead-self. As the person with the most power in a group or team relationship, it’s important to first recognize that it is not possible to even out the power as it is inherent to the role. Therefore, mitigating strategies are essential to temper the influence on the group, and to achieve amazing outcomes! 1) Try to speak last when you are the most powerful. Voices will be dimmed after you speak. 2) Be the consciousness of the group by monitoring and ensuring everyone’s expertise is brought forward and everyone pretty well has equal time relative to their role. 3) Take time to say thank you and to acknowledge and recognize the genius of the group.

To address power dynamics in a multidisciplinary team one needs to listen to the perspectives of each and every member and take a balanced decision keeping ego and bias on side

Begin by understanding each others roles rather than job titles. They mean nothing at times. It’s what you do. Then move to what they can bring to the project/ table. What are their strengths. You will find it comes down to individuals skills and knowledge plus a willingness to listen to others. Some room etiquette is needed. Everyone has a role to play or you wouldn’t be there in the first place.

3. Promote Inclusive Decision-Making: Foster a culture of inclusive decision-making where everyone's input is valued. Use techniques like round-robin discussions or brainstorming sessions to ensure that everyone has an opportunity to voice their opinions. 4. Rotate Leadership Roles: Rotate leadership roles or project ownership to provide different team members with opportunities to lead and contribute. This helps prevent the concentration of power in the hands of a few individuals.

From my perspective, involving everyone in decision-making is indeed an effective way to address power dynamics in a multidisciplinary team. It not only empowers team members and fosters a sense of ownership but also harnesses the collective knowledge and expertise within the team, leading to better outcomes. Moreover, inclusive decision-making promotes transparency and open communication, reducing the likelihood of hidden agendas or power imbalances.

5. Training and Development: Provide training on topics such as emotional intelligence, conflict resolution, and effective communication. Help team members develop the skills necessary to navigate and manage power dynamics. 6. Establish Team Norms: Collaboratively establish team norms or ground rules that outline acceptable behavior and communication. Ensure that these norms are revisited and revised as necessary to accommodate the evolving needs of the team.

The ‘issue at hand ‘ and the best one to deal with it should be given preference while such leaders are elected If issues of misses and near misses are addressed in their perspective often we find leaders that n different situations would be different people While involving all stakeholders holders in such reporting there must be one leader per issue

7. Mentorship and Coaching: Implement mentorship programs where experienced team members can guide and support newer members. Provide coaching to individuals who may be struggling with the power dynamics within the team. 8. Feedback Mechanisms: Establish regular feedback mechanisms, including 360-degree feedback, to allow team members to provide input on each other's performance. Use feedback as a tool for continuous improvement and development.

9. Conflict Resolution Processes: Develop clear processes for addressing conflicts within the team. Provide training on conflict resolution and encourage the use of mediation when necessary. 10. Diversity and Inclusion Initiatives: Actively promote diversity and inclusion within the team. Acknowledge and celebrate different perspectives and backgrounds to create a more equitable team environment.

It will be difficult to overcome power dynamics in a multidisciplinary group as the infrastructure of the group remains siloed. I would use group versus team to describe multidisciplinary interactions. Having multiple disciplines or professions gathering for a discussion and then each person returning to their normal work is a foundational start to better collaboration, but lacks the science of teamwork and interdependency needed to resolve power dynamics and traditional hierarchies.

Leadership Support: Ensure that team leaders actively work to minimize their own power and create an atmosphere of collaboration. Leaders should be approachable and open to feedback.

Company culture: The values you adopt in your company generate the power dynamics you experience within your teams, especially the imbalances with negative impact. It’s pure responsibility of top management to support what serve their values. You simply teach your teams the rules of the power game.