The key to resolution lies in understanding perspectives. In one project, we faced pushback from a client team reluctant to adopt our recommendations. Instead of escalating, we organized a workshop to align on goals, giving their team ownership of the process. This approach built trust and turned resistance into collaboration. Always start by acknowledging concerns, then create a transparent communication channel to clarify roles and expectations. Use data-backed insights to ground discussions, and frame your suggestions as enablers of their success, not replacements.

When teams clash, it’s often a signal of misaligned goals or misunderstood perspectives. Step back, clarify shared objectives, and encourage open dialogue to address concerns. Foster mutual respect by highlighting each team's unique strengths. Remember, collaboration isn’t compromise; it’s creating better outcomes together. Humor and honesty can transform friction into trust.

Resolving conflicts between your consulting team and the client’s internal team starts with understanding both perspectives. Facilitate an open dialogue to identify root causes, such as misaligned goals or communication gaps. Emphasize shared objectives and reframe the relationship as a partnership rather than a competition. Establish clear roles, responsibilities, and protocols for collaboration. By fostering mutual respect and aligning on outcomes, you can transform conflict into an opportunity for stronger teamwork and better results.

Display curiosity to understand what is happening. If needed host an alignment meeting with both team. Guide the team on the power of curiosity and lead by example on how to use with the other team. And Rapport Rapport Rapport. Find creative ways to build rapport between both team. When there is rapport, everything flows.