How would you address a power struggle between two team members that is hindering decision-making progress?

To identify the issue, we need to be neutral and listen without bias. It's important to listen without assuming or judging in order to understand the root of their power struggle. By viewing the issue from each team member's perspective, we can better understand their needs, interests, and objectives. This approach will help us find solutions to resolve the problem and find common ground for both team members.

Identifying issues is half the way to go. Let's assume you are one of the two involved in the conflict. If you are one of the two, there are two priorities. An excellent way to start is to refocus and clarify your Responsibilities, Objectives, and expected Results (ROR) and fact-check that verification against not only the person you are in conflict with but all team members. The second priority is to engage in collective teamwork to define essential decision-making situations and cases, verify how the decision process (if any) functions, and explain why conflict arises. A conflict is a great opportunity to clarify your responsibilities, objectives, and expected results for yourself and each team member.

Explique aos membros da equipe que a disputa de poder é inaceitável e que está prejudicando o trabalho da equipe. Enfatize a importancia da colabora??o, do respeito mútuo e da comunica??o aberta para o sucesso da equipe.

Desde el rol de Gerente o líder de equipo, eliminar el bloqueo es relativamente sencillo, ya que la decisión final es tuya y puedes continuar trabajando. Sin embargo, lo crucial es: 1) Escuchar ambas versiones, dándoles la importancia merecida. 2) Decidir considerando ambas opciones y proporcionando argumentos y motivos para que la parte "perjudicada" entienda que la decisión es meramente profesional. 3) Asegurarse de que la decisión, sus razones y la necesidad de alinearse sean comprendidas. 4) Establecer objetivos y límites culturales claros para minimizar la fricción en la toma de decisiones dentro del equipo.

Setting clear ground rules is always a safe choice. For example, in a previous role, I faced a situation where team members had different working styles that caused confusion. By setting guidelines on how tasks should be delegated and deadlines communicated, we improved coordination. Couple of days, we daily communicated on this, this clarity reduced conflicts and allowed everyone to focus on their strengths

Insight: Monitoring the progress of conflict resolution often focuses on whether the conflict has been resolved or not, without considering the quality of the resolution. Evaluating the depth and durability of resolutions can provide deeper insights into their effectiveness. Engagement Strategy: Create a 'Resolution Depth Meter'—a tool where team members can anonymously rate how well they feel a conflict was resolved on a scale from superficial to deep resolution. Review these metrics during team meetings to discuss and plan improvements.

Algunas ideas: Para abordar la lucha de poder entre dos miembros al tomar decisiones, es crucial fomentar una comunicación abierta y honesta. Facilitar una conversación donde ambos puedan expresar sus puntos de vista y preocupaciones. Buscar un terreno común y enfocarse en los objetivos compartidos puede ayudar a encontrar soluciones colaborativas. Si es necesario, involucrar a un mediador imparcial para guiar la discusión y asegurar que se mantenga constructiva y orientada a resolver el conflicto.

Having to handle conflict like this, I had to learn how to bring out the best in both. This type of behavior reflects two passionate people. Assigning responsibility to both in different areas should tap into their passion and provide for ultimate results. Being competitive is a good thing, it takes good leadership to guide and provide options to contribute. That is really what these types are looking for.