You're navigating conflicting values in a culture transition. How can you harmonize cross-functional teams?

This piece is more than looking at value. This should be focused on the shared beliefs that these teams want to have when they work together and for each other. Critical eyes on what we’re doing that’s not working and the things and how we want to work better.

Very well explained below: To begin harmonizing cross-functional teams, you must first assess the existing values and beliefs within each group. This involves engaging in open dialogue to uncover what drives team members, what they hold dear, and where friction points may lie. You'll need to listen actively, demonstrating empathy and understanding, as people are more likely to open up in a trusting environment.

Conflicting values typically emerge when there’s no common vision to unite the team. That vision starts at the top. It’s on us, as leaders, to not just craft a compelling vision but to communicate it clearly and consistently. People can’t align with a vision they don’t know or understand. It’s our responsibility to make sure everyone knows what direction to charge and why it matters. When your team sees the bigger picture and understands their role in it, that’s when true alignment and collaboration happen. Value alignment will happen naturally if the vision becomes the shared target.

Awesome point on vision Once you've understood the various values present in your teams, the next step is to articulate a clear and compelling vision for the culture change. This vision should reflect a balance between the organization's objectives and the values of its people. It's vital to communicate this vision in a way that is both inspiring and relatable, so that each team member can see their role in the larger picture. By doing so, you create a sense of shared destiny, which is instrumental in fostering collaboration and unity among cross-functional teams.

Dialogue is key: Encouraging continuous dialogue across teams is key to harmonizing values during a culture transition. Create opportunities for team members to express their thoughts and concerns, and to learn from one another. This could take the form of workshops, regular meetings, or informal gatherings. The goal is to facilitate understanding and empathy between individuals from different functional areas, enabling them to appreciate the unique contributions each brings to the table. Through dialogue, conflicting values can be discussed and reconciled in a constructive manner.

To move forward together, it's essential to align the goals of cross-functional teams with the overarching cultural vision. This means setting objectives that are not only relevant to each team's function but also contribute to the shared values and desired culture. When teams have a clear understanding of how their work supports the common objectives, they are more likely to collaborate effectively. Goal alignment also helps in prioritizing actions and resources, ensuring that all efforts are directed towards the common cultural aspirations.

Trust is the foundation of any successful team and is particularly crucial during culture transitions. Building trust involves demonstrating integrity, showing consistency in words and actions, and following through on commitments.

Finally, recognizing and celebrating small victories is an important aspect of harmonizing cross-functional teams. Acknowledging progress, whether it's adopting a new shared practice or successfully completing a project that reflects the new cultural values, reinforces positive behavior and motivates teams to continue their efforts. Celebrations can also serve as a platform for highlighting how diverse contributions have led to success, further uniting teams in their shared achievements and cultural journey.