How would you address power struggles between team members during project meetings?

1. Expect them (power struggles). 2. Recognise that team dynamics sometimes take a while to build and settle in. 3. Use/utilise the opportunity to get a better awareness and understanding of your team members. This will allow you to better manage each individual's uniquenesses. 4. Set out the work landscape and goals/outcomes very early but don't be a such a hurry to intervene in a way that diminishes the team's ability to function. Let the natural leaders lead, deep thinkers, think etc and all the possible abilities will show forth...

First I would recognize the signs of conflict between the two. Speak with each person prior to the beginning of the meeting to determine where the conflict between the mandatory offer strategies to ease the conflict 2. I would try to mediate the peace and respect between the two. Offer to have each person speak giving their individual idea of the conflict and give a clear and decisive reasoning on how to solve the problem. 3. Offer conflict resolution that covers both opinions and a workable solution in the middle of both conflicts.

Something that I've always held true by, is that there is no place for drama, whether that be power struggles or personal issues. It is counterproductive and does not help the end result. First and foremost, a firm and clear expectation needs to be established among all. It includes, listening, listening to everyone, identify the priorities, and systematically get the opinions and responses from all. Proceed as normal if everyone understands. If not and it is an isolated issues among a select few, they would need to be dealt with individually or removed.

Percep??o das emo??es: a precis?o com que uma pessoa identifica as emo??es. Raciocínio por meio das emo??es: empregar as informa??es emocionais para facilitar o raciocínio. Entendimento das emo??es: captar varia??es emocionais nem sempre evidentes e compreender a fundo as emo??es

établir des règles de conduite claires : Dès le début, définissez des règles concernant la prise de parole, l'écoute active et le respect mutuel. Assurez-vous que tout le monde soit d'accord sur ces principes. Encourager la participation équilibrée : Donnez à chaque membre de l'équipe l'occasion de s'exprimer. Si certains dominent la conversation, intervenez pour redistribuer la parole. Clarifier les r?les et responsabilités : Rappelez les r?les de chacun pour éviter les conflits de compétences ou les malentendus sur les responsabilités. Utiliser la médiation : Si les tensions persistent, utilisez la médiation pour permettre une discussion plus structurée et pour aider à trouver un compromis.

By establishing clear ground rules upfront, you create an environment where team members understand the expected behaviors and can hold each other accountable. This proactive step, combined with early intervention and a focus on the team's mission, can help prevent power struggles from arising in the first place.

Solid ules should be standard and established in any leadership role. The majority of these issues can be prevented by what I sometime call an overused word, "communication". Many think it's the answer to everything. In this case it actually is. This may be having again firm and clear conversations with a group, or the individuals mostly involved. In any case, as long as the team at the end of the day say "yes, I was made aware of the issues" or "yes, I understand what I need to do to change" and "yes, I understand how my behavior is affecting my fellow team and the business"... It's been communicated fairly and can monitor the situation in future gatherings.

Estabelecer regras claras e justas é crucial para abordar e mitigar as lutas de poder dentro da equipe durante as reuni?es de projetos. Ao início de cada projeto, é importante definir expectativas e normas de conduta que incentivem o respeito mútuo e a colabora??o. Regras como dar espa?o para todos falarem, evitar interrup??es, e manter discuss?es focadas em dados e fatos podem ajudar a manter o diálogo produtivo. Além disso, a rotatividade na condu??o das reuni?es pode dar a todos a chance de liderar, promovendo um senso de equidade e inclus?o. Com regras bem estabelecidas, os membros da equipe s?o mais propensos a colaborar de forma harmoniosa, reduzindo tens?es e focando no sucesso coletivo.

Para mí es muy importante, al trabajar con equipos, diferenciar las luchas de poder con la crítica constructiva. Esto se logra generando un ambiente profesional en donde cada miembro del equipo mantiene una postura respetuosa. Las reuniones de trabajo y la interacción entre las personas del equipo deben estar lideradas y moderadas para evitar confrontaciones personales.

Starting any project with a stakeholder registry will help establish rules. Referring back to the registry that established who is responsible for specific roles. Clear and defined rules of respect and professionalism will enable constructive disagreements.

Both the Company culture and the Project culture should foster open, civil and courteous discussions. To quote the late Steve Jobs: In STRONG companies, ideas WIN; in WEAK companies, politics WIN.

By fostering an environment of open communication and inclusivity, you empower team members to voice their perspectives and feel heard. This, in turn, reduces the need for power struggles as a means of gaining influence or having one's ideas considered.

Criar um ambiente onde todos se sintam seguros para expressar suas opini?es e ideias é fundamental. Isso pode ser feito incentivando a escuta ativa, onde os participantes realmente prestam aten??o e consideram as perspectivas uns dos outros, e promovendo uma comunica??o aberta, onde todos têm a oportunidade de contribuir sem medo de retalia??o. Facilitar debates construtivos e, quando necessário, mediar conversas para garantir que o foco permane?a na resolu??o de problemas e na busca de solu??es coletivas pode ajudar a dissipar tens?es e a redirecionar a energia da equipe para objetivos comuns. Essa abordagem n?o só fortalece o entendimento mútuo, mas também constrói um senso de uni?o e propósito compartilhado.

Una herramienta que me ha ayudado para evitar las luchas de poder es el ejercicio "Take 5", en donde la persona que se siente agredida o desvalorada pide cinco minutos del tiempo de la persona que le ha hecho sentir incómoda o agredida. En estos cinco minutos, se establece una charla informal y respetuosa, en un lugar cómodo y neutral, con el objetivo de transmitir sentimientos y llegar a acuerdos prácticos. Esta técnica funciona sólo si: 1. Todos los miembros del equipo conocen la técnica y cuándo utilizarla (sí, hay que capacitar primero). 2. El conflicto está comenzando. 3. La charla es informal, personal y confidencial. 4. Se llegan a acuerdos prácticos entre ambas partes.

Mediar de manera justa implica escuchar a todas las partes, tener un enfoque mas amplio y ser objetivo con los equipos, tener objetivos claros implica que todos deben subirse al mismo barco. Si alguien se esta ahogando se debe salvar y tirarle el salvavidas de una manera hipotetica. Las reuniones deben ser para sumar ideas y resolver problemas desde la raiz.

Nestes casos é importante ter aten??o a esta luta ouvindo todos de forma parcial para melhor entendimento do conflito. Porque muitas das vezes surge este conflito por falta de clareza ou entendimento daquilo que será as responsabilidades. E ouvindo todos vai garantir corrigir as possíveis interferências na mensagem antes passada que causo o conflito e fazer um resumo claro e justo.

First you must seek more information before jumping emotionally. Ask questions, try and determine if this is valid? Sometimes it's a quick fix. Example would be recently parts arrived at site with some missing, once I spoke to the supplier I realized the parts were correct and a manufacturer change occurred. Work continued without issues!

La mediación debe ser un recurso secundario, después del diálogo directo entre las partes. Un aspecto importante de la mediación, además del fomento del diálogo, es que se debe llegar a acuerdos efectivos con soluciones acordadas por ambas partes, de manera rápida y práctica. El riesgo de una mala mediación implica la escalada del conflicto, haciendo más difícil una solución común y afectando el ánimo y productividad del resto del equipo.

It is essential to provide neutral ground when allowing both parties to discuss. I found that establishing ground rules as a group ensures that everyone feels they are respected and can communicate without fear they won’t be heard. Choosing a neutral physical setting is also important, a meeting room that belongs to everyone is a great space to meet because it doesn’t belong to one person like a supervisors office would.

I've experienced this in a few industries. Keeping things simple sometimes is the best way to solve a variety of issues. 1) Very clearly demonstrate by principle and example that we all win together, we all lose together, WE being the most important word. Removing "me" or "you". 2) Noone is left behind, we all are working together towards the same goals, and we have to have each other's back. When one of us make a mistake we all make a mistake. 3) Noone is left behind. We don't strike them out after a clerical error or mishap or simply tell them it can't happen again. We coach, develop, teach (not just show) and follow their progress going forward.

It's crazy sometimes we get caught up in our own agenda and work in silos.....this term was overused in early 1990s. When we get to the root of the issue it's usually a 2 or 3 step fix. Communication with your team usually resolves these side problems.

By taking a comprehensive approach that combines early intervention, clear expectations, open communication, and genuine support, you can effectively address and prevent power struggles within the team. This multi-faceted strategy demonstrates strong leadership and a commitment to creating a collaborative, high-performing team environment.

Isso come?a com o treinamento em habilidades de comunica??o e resolu??o de conflitos, ajudando os membros da equipe a expressar suas opini?es de maneira construtiva e ouvir ativamente os outros. Além disso, a presen?a de um mediador ou facilitador neutro pode ajudar a manter as discuss?es focadas e garantir que todas as vozes sejam ouvidas. Prover suporte emocional, como espa?os para feedback individual ou em grupo, também é essencial para criar um ambiente seguro onde os membros se sintam confortáveis para expressar preocupa??es e buscar solu??es colaborativas. Com esses suportes, a equipe pode navegar melhor pelos conflitos de poder, transformando potenciais tens?es em oportunidades de crescimento e inova??o.

Esta debe ser una de las responsabilidades centrales de un manager. Y no sólo ofrecer apoyo a las personas que participan en las luchas de poder, sino establecer un ambiente de trabajo que las inhiba y las prevenga.

Según mi experiencia, es importante inculcar en los colaboradores un principio básico del trabajo en equipo. La sinergia que produce este tipo de trabajo, donde el resultado final es más que la simple suma del trabajo de cada uno. De esta manera todos tendrán que sumar lo mejor de sí para llegar al mejor resultado final del equipo.

REPORTING LINE: Team of projects professionals usually function in hierarchy and authorities. Each cadre designates with some levels of authority and power. The chain of command follows stipulated line of reporting. Project professional should apply a decorum during meetings, and presentation of their achievements, and challenges and improvement areas. The juniors, or lead champions can communicate directly vital information or share data, with their project managers early enough before commencement of meetings. Though, project meeting should give opportunity for members, to air their views, experiences and share expertise on projects related issues. The convener(s) of the meeting decide action plan, and who takes responsibility.

Lead! As a supervisory, it is your responsibility to listen to others, foster a positive working relationship, and moderate when necessary. However, you are ultimately responsible and if you only rely on others to work out differences on their own, you will not succeed..