Your team is divided on strategic objectives. How do you navigate conflicting priorities to achieve success?

Great answer Rebecca! Where i see this pop up a lot is when business objectives conflict with the original vision of the organization that brought many of the core team members to the table. Sometimes its hard to reconcile that original vision with the realities of the business opportunities or funding constraints. I'm curious what you (or others reading this) think can help navigate these difficult moments gracefully in the evolution of an organization. Also curious what advantages you see DAOs having in this regard as opposed to more traditional hierarchal organizations. Hope you don't mind the follow up question. I'm always curious to hear what you have to say. :)

Before an open dialogue its best to align goals first. Based on the goals, you list down all the objectives that everyone has defined. If the objectives converge towards the goal, have a voting to choose 1. If the objectives diverge from the goal, then collectively eliminate it until you are left with a few options to choose from

This is where we can emphasize the importance of strategic triage—deciding which objectives are truly mission-critical and which can be deprioritized. We can bring in advanced prioritization frameworks, like the Eisenhower Matrix, but tailored to strategic objectives. We can discuss practical methods to involve the team in this decision-making process, ensuring they have ownership in the direction and feel committed to the prioritized goals.

Your team can potentially agree on a baseline strategy if things go according to the most likely future scenario, and have a backup plan in case the predictions of the future market are not what actually happened.

To truly embed adaptability, think of your team as a learning organization. Encourage continuous learning and challenge the status quo, as Peter Senge advocates in "The Fifth Discipline." Apply Agile principles beyond IT—iterative progress, flexible planning, and cross-functional teamwork help teams pivot quickly when priorities shift. Foster psychological safety, ensuring team members feel free to express concerns and propose changes without fear. Celebrate adaptability as a core value, reinforcing that being responsive and flexible is not just allowed but essential for strategic success.

En utilisant les informations recueillies lors des discussions sur les aspects stratégiques, la vision et le mandat en lien avec la réalité du contexte, il est essentiel de chercher un équilibre dans l'élaboration d'une stratégie acceptée par les membres de l'équipe et les parties prenantes. Même s'il est parfois difficile de satisfaire tout le monde, l'objectif est de viser un plan stratégique que la majorité peut soutenir avec enthousiasme. Le consensus repose sur un engagement collectif envers une vision partagée et les actions nécessaires pour la concrétiser. Assurez-vous d'avoir une bonne partie qui adhère et comprend la résistance, et intégrez des mesures d'atténuation pour les aspects qui font l'objet de résistance de certains.

Building consensus in strategic settings requires more than just agreement—it's about synthesizing diverse perspectives into a unified strategy. Using the Delphi Technique, which involves rounds of anonymous feedback, allows stakeholders to refine their views based on group input, leading to a more robust, collective strategy. Complement this with facilitated workshops like World Café, where structured dialogue helps break down complex issues and fosters iterative consensus-building. Regular alignment checks keep everyone engaged and ensure the strategy evolves with the team’s insights, maintaining momentum and commitment.