Your team is divided on project goals. How do you unite them towards a common objective?

When your team is divided on project goals, you can unite them towards a common objective through listening to their concerns first. The first step towards agreement or at least alignment, is learning them out. Listen to seek to understand their concerns, and address them in a positive manner if appropriate. On the other hand, sometimes, people really only want to be heard, and voice their displeasure or concerns. Listening shows humility and care, so it presents a helpful full first step.

First, gather the team for a meeting to openly discuss everyone's perspectives and concerns. Actively listen to each member and validate their viewpoints to foster trust. Identify common ground and synthesize key themes. Facilitate a collaborative goal-setting session where every voice is heard. Clarify the shared vision and outline a unified plan with clear roles, emphasizing mutual benefits and collective success.

To bring a divided team together, start by creating a safe space for open communication where everyone can share their thoughts and concerns. Clarify the project's vision and explain how each member's role fits into the overall goal. Address differing viewpoints directly, encouraging open dialogue to understand each perspective. Foster teamwork through group discussions and collaborative problem-solving activities to build trust and unity. Set clear, achievable goals and break the project into manageable tasks to keep everyone focused and motivated. This approach helps the team come together and work towards a common objective.

Think of it this way: you can’t build a bridge without understanding the gap. Similarly, effective leadership begins with truly listening to your team. Take the time to understand each member’s perspective on the project goals. This isn’t about agreeing with everyone but about recognizing their concerns and viewpoints. By actively listening, you demonstrate respect for their contributions and foster trust. This foundation of mutual respect sets the stage for collaboration, helping your team move forward together with shared purpose.

When a team is divided on project goals, it can be tempting for the leader to step in and make a decision...don't fall into this trap! 'Disagree and commit' isn't your go-to option - 'explore with curiosity' is. If the team are divided, there's often a reason for it. It's your role to ask the right questions & listen intently to identify exactly what the source of division is, an understand the rationale that each side possesses. This doesn't have to be in a large meeting - disagreements in group settings can risk escalating into more fragmentation among the team. Ask questions, collect information, get clear on the key benefits & drawbacks of each approach - and then the work begins to unite the team on an approach!

After listening, it’s time to identify the root causes of the division. It’s easy to focus on surface issues like missed deadlines or disagreements over small details. However, the true cause may lie deeper. Perhaps one team member feels unclear about the project’s direction, while another feels their ideas are being ignored. Pinpointing these underlying issues—whether it’s poor communication or mismatched expectations—gives you a clearer path to resolve the conflict and help the team reunite.

Through asking the right questions & listening, the issues should become more apparent. But always be on the lookout for 'black swans' - what Chris Voss describes as the small, hidden things that have the power to change everything once you know what they are. Another valuable tool is to ask each member of the team about the merits of the other approach as well as their own, and the drawbacks of their own approach as well as the other. This introduces a level of open-mindedness and helps to reduce the attachment to their own way being the only way.

Understanding the root cause of a conflict is crucial for effective resolution. By carefully listening to each team member's perspective, leaders can identify underlying issues such as miscommunication, conflicting priorities, or personality clashes. Once these root causes are uncovered, addressing them directly becomes the focus. Often, simply clarifying project objectives and individual roles can significantly reduce tension and realign the team.

El conflicto puede por falta de comunicación, experiencia, capacidad. Motivar a la colaboración de manera de que nadie quede excluido. Si es un problema entre personas, conversar con ellos de manera privada e identificar las diferencias. Tratar de llegar a un acuerdo. Podría ser que no hay claridad en las funciones o alguno se sienta menoscabado en la gestión del proyecto. Pedir avances, lo que implica solucionar el problema y hacer follow up cercano, para quedar atrapados en asuntos personales. La satisfacción del cliente es lo primero.

Think of it this way: solving a puzzle requires identifying the missing pieces. Similarly, after listening to your team, the next step is to uncover the root causes of division. Lack of clarity, conflicting priorities, or personal differences might be driving the disconnect. By pinpointing these issues, you can address them directly. Sometimes, simply explaining the project's objectives and clarifying how each role fits into the bigger picture can dissolve confusion and realign the team. Understanding the underlying causes lays the foundation for unity and collaboration.

When setting team goals, establish individual goals with a clear line of sight to the team and the bigger picture at the department or company level. Emphasize SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound—for clarity and measurable success. Use phrases like "so that we can" or "in order to" to connect tasks to broader objectives, showing how contributions fit into the team’s goals. This approach motivates team members, helps prioritize tasks, tracks progress, and clarifies how efforts contribute to overall success. This clarity fosters purpose, enhances motivation, and makes celebrating small victories easier.

Once the issues are identified, setting clear goals is crucial. Without clear objectives, team members might work at cross-purposes, leading to frustration and inefficiency. Define SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that align with the project’s vision. For example, if the goal is a software update, make sure each person knows their role and the deadlines involved. Clear goals unite the team with a shared purpose, helping them work towards the same vision.

Think of it this way: a team without clear goals is like a ship without a compass. Once issues are identified, the next step is to establish specific and actionable objectives. Define SMART goals—Specific, Measurable, Attainable, Relevant, and Time-bound—to provide clarity and direction. Clear goals not only give your team a shared vision of success but also make it easier to track progress and hold everyone accountable. When every team member understands their role in achieving these goals, it strengthens unity and keeps the team aligned.

Yes - set goals, but set them WITH your team. If you've been speaking with each member of your team to understand the root cause of the division, don't leave them out of the next step of the process. The more your team play a role in setting goals, the more likely they are to be motivated to achieve them. Democratic goal-setting takes longer, but time isn't a luxury that most teams have. Your role as a leader is to make this process time-efficient, making sure your team get stuck in minutiae, and guiding the goal-setting process forwards through asking the right questions in line with whatever goal-setting framework you're using.

Definir claramente el rol de cada persona en el grupo de trabajo, es muy importante, para que pueda haber un efecto de colaboración. TODOS son importantes, por sencilla que sea la participación. Aunque existan metas claras escritas, hay que lidiar con los diferentes estilos de personalidad, por lo que hay que ser hábil en reconocer quienes son más afines, de manera de minimizar el riesgo de atrasos por falta de colaboración.

To foster a collaborative environment, and create opportunities for cross-functional interactions. By organizing workshops or team-building activities, you encourage employees from different departments to work together, share knowledge, and develop a deeper understanding of each other's roles. This breakdown of silos promotes open communication and cooperation, ultimately leading to increased efficiency and innovation.

La colaboración en un equipo de trabajo es la base de los buenos resultados. Dar a entender que no siempre pueden los mismos estar a cargo de los proyectos, todos deben tener la oportunidad de ser los responsables y el resto trabajar en formato de clusters, parejas o como se requiera. El objetivo es llevar a buen puerto el proyecto en forma, dentro de los plazos y con los recursos financieros establecidos. Para dar fuerza a la colaboración, como líder, debes estar atento a dar tiempo y apoyo a quien lo necesite. También buscar apoyo en los más experimentados para que ejerzan mentoría.

Collaboration is key to overcoming division. Create opportunities for team members to work together, share ideas, and solve problems as a group. This could be through brainstorming sessions or cross-functional teamwork. When team members from different backgrounds collaborate, they gain a better understanding of each other’s strengths and challenges. Encouraging this teamwork not only boosts creativity but also fosters a sense of camaraderie and shared responsibility.

Support is vital for team success. Ensure each member has the resources, training, and encouragement they need. If someone is struggling, provide help in the form of additional resources or emotional support. For example, if a remote team member feels isolated, make sure they have regular check-ins and the tools to stay connected. A supported team feels valued and is more motivated to contribute fully, leading to a more cohesive and productive group.

A successful team relies on strong support. Equip your team with the necessary resources, training, and encouragement. Empower them to excel by providing the tools and knowledge they need to succeed. This fosters a sense of ownership and commitment, leading to a more engaged and productive team. Remember, your role is to be their champion, not just their manager.

Reconhecer e comemorar cada pequena conquista ajuda a manter todos motivados e focados na dire??o de um objetivo comum. Ao destacar o progresso, você refor?a a importancia do trabalho em equipe e cria um senso de realiza??o compartilhada. Isso n?o só fortalece a coes?o do grupo, mas também mantém o entusiasmo e o compromisso com as metas do projeto. Celebrar os avan?os é uma maneira poderosa de unir a equipe e garantir que todos estejam alinhados em dire??o ao sucesso.

No olvide que dar agradecimientos es la llave maestra para generar compromiso. Puede ser por avance general y si es necesario, hacer un reconocimiento individual. Enfóquese en todos. Considere que las rivalidades rompen el equilibrio entre las personas. Los gestos amables durante el proceso, también serán muy bien recibidos. Si quiere ser recordado, eso hará la diferencia con el resto de los Gerentes.

Finally, celebrate the team’s progress along the way. Recognize achievements, no matter how small, to keep morale high. When a major milestone is reached, take time to acknowledge the collective effort. This celebration reinforces the team’s unity and helps maintain motivation throughout the project. When people feel appreciated, they’re more likely to stay engaged and committed to the team’s success.