You're facing power struggles in cross-functional teams. How can you drive BD success despite the challenges?

I've witnessed situations where unresolved issues caused significant backlog, frustration, and hindered team growth and engagement. A major contributing factor was the team lead's lack of experience and assertiveness, which exacerbated the stress. They struggled to unite conflicting parties and preferred separate video calls rather than fostering collective discussion. My suggestion is to gather everyone together for a face-to-face discussion over a cup of tea. This simple gesture can often facilitate better communication and resolution of issues. #teaparty

When you have these situations, it is because of the leader himself. in fact, in my experience, those dynamics are created where the leader of the leaders speaks directly to the people under the department head, even giving opposite instructions. Without the department head knowing. This creates gossip and chaos in a company. The team will no longer try to run in one direction to achieve the goal, but will watch what happens because it is obvious that one of the 2 heads will leave. These situations can only be handled by a good HR or external consulting company . Here the roles, the organisational chart, will be clearly defined and if the leader proves to be inadequate, they can identify another one and raise him/her up.

Ensure that everyone at the table has their turn to speak and contribute to the discussion, uninterrupted. This way, you get all emotions, opinions and thoughts on the table which would be the basis for discussion going forward. Ultimately, allowing everyone to speak makes them feel like their voice matters, and they're more likely to feel motivated and contribute to the journey of alignment that leads to the final decision being made.

Establishing regular mechanisms and following a regular cadence has always proved to be the best way to build trust. It provides opportunities to have open discussions, evaluate options, arrive at the right decisions, and once a decision is reached, execute against that without further struggles.

When dealing with individuals' egos, identify their leadership qualities. For example, if someone excels at spreadsheets, they could organize team meetings, agendas, and goals effectively. Acknowledge this strength and highlight its leadership potential. For instance, say "Hey Sandi, your ability with spreadsheets is impressive. How about taking on the role of Sheet Creator? You can design layouts, leverage your creative skills, and take ownership of our spreadsheet needs." This approach acknowledges their expertise but also empowers them to lead in that area. By enabling them to excel in their strengths, you unlock their capacity to lead, fostering their growth and enhancing their ability to positively influence team outcomes.