You're facing resistance in a cross-functional team. How can you overcome it effectively?
When faced with pushback in a cross-functional setting, it's essential to unite everyone around common goals. To navigate this challenge:
- Engage in active listening to understand the concerns and perspectives of each team member.
- Establish clear, shared objectives that highlight the benefits of collaboration.
- Foster an environment of mutual respect where each team member's expertise is valued.
How have you successfully managed resistance in your team? Share your strategies.
You're facing resistance in a cross-functional team. How can you overcome it effectively?
When faced with pushback in a cross-functional setting, it's essential to unite everyone around common goals. To navigate this challenge:
- Engage in active listening to understand the concerns and perspectives of each team member.
- Establish clear, shared objectives that highlight the benefits of collaboration.
- Foster an environment of mutual respect where each team member's expertise is valued.
How have you successfully managed resistance in your team? Share your strategies.
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1. Host a "Day in Your Shoes" Session. Encourage team members to shadow each other for a few hours to understand their roles and challenges. For example, marketers can learn how complex coding changes are, while developers see how marketing decisions rely on data. This builds empathy and improves communication naturally. 2. Start Meetings with Quick Wins. Kick off meetings by solving a simple problem everyone agrees on, like standardizing file naming or streamlining a small process. It fosters early collaboration, builds momentum, and sets a positive tone before tackling bigger challenges.
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Start by truly listening to the team member’s concerns and frustrations. Validate their feelings and show empathy, as this builds trust and helps defuse initial resistance. Often, resistance stems from a feeling of not being understood or ignored. Highlight how collaboration can lead to mutually beneficial results. Make it clear that everyone’s contributions are necessary for success, and that collaboration will lead to more creative solutions, shared success, and personal growth. Recognize the skills, experience, and expertise that each team member brings to the table. When individuals feel their contributions are valued, they are more likely to buy into collaborative efforts and less likely to resist.
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Equipes multifuncionais s?o ótimas para ser trabalhadas, quando acontece resistência em uma equipe desta qualidade é muito provável que existam profissionais que se sintam sobrecarregados com tarefas que podem ser divididas para todos. Como gestor, você deve identificar rapidamente os gaps que est?o acontecendo e reorganizar as tarefas para que todos possam ter condi??es de trabalhar e produzir com mais qualidade e produtividade, assim evitando resistências e obje??es sobre condi??es de trabalho. Quando você Gestor identifica isso e utiliza sua estratégia de gest?o de forma assertiva, todos os membros da equipe se sentem confortáveis e acaba com o mal estar.
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To overcome resistance in a cross-functional team, start by identifying the root cause—whether it’s miscommunication, misaligned goals, or lack of trust. Facilitate an open discussion to address concerns and align everyone on shared objectives. Clearly define roles, responsibilities, and how each team member’s contribution impacts the bigger picture. Build trust by encouraging collaboration and showing appreciation for diverse perspectives. Lastly, lead by example—demonstrate flexibility, empathy, and commitment to the team’s success. A unified vision and open communication are key to breaking down resistance.
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Overcoming resistance in a cross-functional team requires empathy and clarity. Start by understanding the root cause—are there misaligned goals, unclear roles, or concerns about resources? Listen actively to each team member’s perspective and acknowledge their challenges. Clearly articulate the shared vision and how everyone’s contributions align with it. Address concerns transparently, and where possible, involve them in decision-making to foster ownership. Build trust by celebrating small wins together and demonstrating that their input drives results. Collaboration grows when everyone feels heard and valued.