What do you do if your cross-functional team is not cooperating?

Clarifying the purpose can align the cross-functional team towards a common goal, helping them understand the significance of their collaboration. By articulating the overarching objectives, each team member gains clarity on their role and how their contributions fit into the larger picture. This clarity fosters a sense of shared responsibility and encourages collaboration, as team members recognize the value of working together to achieve the common purpose.

Identify Issues: Pinpoint specific problems causing friction. Facilitate Communication: Host meetings to discuss concerns and foster open dialogue. Set Clear Goals: Ensure everyone understands shared objectives and their role. Encourage Empathy: Promote understanding of different team functions and challenges. Implement Team-Building: Organize activities to build trust and camaraderie. Define Processes: Establish clear workflows and responsibilities. Seek Feedback: Regularly collect and act on team input. Monitor Progress: Track improvements and adjust strategies as needed.

It is good to set up the stage and voice the success criteria upfront. This will reduce the risk of later disappointments. Why are we here? What is my role and your role in the project? What is our motivation to succeed? Are we here full time and ready to work hard? Or are we here by accident, not sure yet how we can contribute? These are important questions to resolve sooner rather than later. If unresolved, we may end up disappointing others or getting disappointed. I am not advocating talking over the project objectives till death. But cover some key basics - such as - is quality more important than the launch date? What are the parameters for quality and are we sure we understand them the same way? Is deadline there for a reason?

The individual's and group's goals, objectives, and rewards must be properly aligned for cross-functional activities to be successful - otherwise the "silo" effect will be in operation and turf will be more important than organizational success. Fix it.

Clarify purposes and any misunderstandings => Set clear goals and objectives, measurement and how they impacts Clear responsibilities => Define tasks according to each roles. Unifie how to track on progress, performance Align Expectations with Processes => Deadlines, quality standards need to be defined Identify potential roadblocks and prepare contingency plan Encourage participation; Address issues/conflicts => Recognize and praise for contributions => Set principles when dealing with disagreements or disputes.

Define Goals and Roles: If goals, roles, and expectations are unclear, it can lead to confusion and conflict. Clearly define the team's overall goals, as well as each individual's role in achieving those goals. Make sure everyone understands how their work contributes to the team's success.

To improve cooperation in a cross-functional team, I focus on clear communication and shared goals, drawing from my experiences shared in "Management in Times of War." I ensure everyone understands their role and how it contributes to our collective mission. Regular, open meetings help us stay aligned and address any issues quickly. I also emphasize the importance of trust and teamwork, encouraging activities that build camaraderie. Utilizing project management tools, we track our progress and adapt our strategies as needed, keeping feedback at the core of our collaboration. This approach, rooted in the principles outlined in my book, transforms diverse skills into a cohesive, goal-driven force.

Voicing expectations is important. Do not assume everyone should know their role and responsibilities. It is like with terminology - all will have their own idea how to interpret a term and just assume everyone is on the same page. Well, they don't. We are only humans. Language is imperfect and individuals mean different things when using the same terms. The same goes for roles and responsibilities. It is prudent to spend some time and put those on paper to avoid misunderstandings later.

Clearly define roles, responsibilities, and decision-making authority within the cross-functional team. Assign tasks based on each member's expertise, skills, and strengths, while also ensuring accountability for results. Establishing clear expectations helps prevent confusion and ensures that everyone knows their role in contributing to the team's objectives.

Open Communication: Schedule one-on-one meetings with team members to discuss your concerns. Encourage open communication and active listening. This will help you to understand individual perspectives and frustrations.

I think one of the best ways to build trust and rapport is by providing regular feedback to team members, highlighting areas of improvement and praising their achievements. Constructive feedback helps individuals grow professionally and reinforces trust in the team's support.

The first thing to do when we have to work with cross-functional teams is to build a genuine rapport with them. When we put the team ahead of the project goals, the team responds by contributing to the project much more effectively. Prioritizing team dynamics and fostering a supportive environment cultivates a sense of camaraderie and shared purpose. If cooperation falters between existing relationships, it is time to delve deeper and assess them to understand any barriers hindering motivation or alignment with project goals. Investing time and effort into nurturing team cohesion not only enhances project outcomes but also fosters a culture of mutual respect and collaboration within the organization.

Building trust and rapport seems easy to overlook. It is tempting to skip that phase, especially when you work within the same organization and it is assumed to be there already, right? When engaging with the new client or assembling a team from individuals who never worked together, we somehow naturally assume the phase will need to happen and thus make an effort. There is no history or track record to go by. When trust is there, things tend to go smoother and we feel our team has our back. It is easier to ask for help or admit our own shortcomings. It is easier to focus on resolving issues and avoid blame games altogether, even during hard times. Suddenly that initial investment in building trust proves extremely well spent time.

Foster a culture of trust and collaboration within the cross-functional team by investing in relationship-building activities. Encourage open communication, active listening, and empathy among team members. Create opportunities for team bonding, such as team-building exercises or social events, to strengthen relationships and build rapport.

When it lacks functionality, structure, and responsibility, an excellent tool to consider is Quality Functional Deployment, which was used at Fl Power and Light when they won the Deming Award.

Determine how often the team will meet, whether it's daily stand-ups, weekly check-ins, or monthly reviews. Establish the primary communication channels the team will use, such as email, instant messaging, video calls, or project management tools. It is also very important to define clear deadlines and milestones for the project or goal. Break down larger objectives into smaller, manageable tasks with associated deadlines. This helps keep the team focused and accountable for progress towards the overall goal.

By aligning expectations and processes, one should also take into account what is important to the organization and the stakeholders. Unfortunately, I have seen the overemphasize on the process at the expense of doing the right, common sense thing. On the other hand, many expectations are unrealistic to begin with. And making the distinction between unrealistic and ambitious stretched goal is somewhat an art as well as the craft of experienced practitioner. If you add egos and individual motivators into the mix, it is easy to fall into alternative reality of wishful thinking and dreamland. Or, on the contrary, playing it safe to the point of getting overrun by the competiion and being struck out of budget altogether.

Ensure that expectations and processes are aligned across departments and disciplines to facilitate seamless collaboration. Establish common frameworks, tools, and communication channels that enable efficient information sharing and decision-making. Consistency in processes helps streamline workflows and reduces friction within the team.

Create a culture of participation and feedback where all team members feel empowered to contribute their ideas, perspectives, and concerns. Encourage open dialogue and constructive feedback to surface issues and address challenges proactively. Regularly solicit input from team members and incorporate their feedback into decision-making processes.

Ideally you want to normalize conflict early on. Conflict is natural and cannot be avoided. People have different roles within the organization, the roles that may lead to conflict. It is important to keep the role separate from the individual and do not get personal. When confusing the role and the personality before the role, one can get emotions in the way. By designing your teamwork in a way that recognizes resolving conflicts as part of the process, you may avoid getting personal.

Cross-functional teams are all about different strengths coming together. Sometimes a little open communication can go a long way. Why not suggest a quick brainstorm to get everyone on the same page? Remember, united we stand, divided we fall! Let's focus on our common goal and achieve something truly special by celebrating our differences!