You're navigating conflicting work styles in a cross-functional team. How will you find common ground?

I’ve seen high-performing teams value conflict as a catalyst for creativity and innovation. They recognize diverse opinions as essential for generating new ideas, so team members are encouraged to share their perspectives, even if they differ. Embracing diversity helps teams welcome fresh ideas, and research shows that diverse perspectives lead to better business outcomes. Hewlett and Marshall (2013) suggest behaviors that boost innovation: making it safe to propose ideas, giving decision-making authority, sharing credit, offering actionable feedback, and implementing it. Personally, I’ve found that completing personality and communication assessments helps teams understand each other better and improve communication.

Some ways to get started by assessing works styles: -- Use tools like personality assessments or team-building exercises to identify different work styles and strengths. -- Facilitate an open discussion where team members can share their preferences and challenges. -- Find common ground by highlighting complementary skills and creating a flexible plan that accommodates various working methods.

Navigating conflicting work styles in a cross-functional team starts with setting clear, shared objectives. -- Begin by facilitating a discussion to identify common goals and ensure everyone understands their importance. -- Align these objectives with the team’s strengths and responsibilities, creating a sense of ownership and collaboration. -- Encourage open communication and regular check-ins to track progress and address any concerns. By focusing on shared goals, you can find common ground and foster a more cohesive and productive team.

Here are three ways using open communication: -- Encourage open and respectful dialogue where everyone can share their preferences and challenges. -- Facilitate regular team meetings to discuss goals and progress, ensuring clarity and alignment. -- Use active listening to understand each team member's perspective and find areas of overlap.

Managing a cross-functional team with diverse work styles is a key factor in the workforce. Keeping in mind that Individuals learn and communicate differently. Recognizing and applying this knowledge is crucial in sustaining a successful team. You must be willing to not only communicate with individuals as a leader but truly listen and learn individually. Set quarterly meetings, stay on top of training, apply successful learning trends, and never stop applying new knowledge to your own way of learning. You’re never too high on a ladder to acknowledge your team and your success in learning should be applied as a whole. You have to be open minded to different work styles and come to a common ground that works out for everyone.

For me, this is an effective formula: - Start by identifying and acknowledging the unique skills and contributions each person brings to the table. - Assign tasks that align with these strengths, allowing team members to excel in their areas of expertise. - Encourage collaboration by pairing complementary skills together, fostering a sense of mutual respect and appreciation.

Here are three things to start creating synergy: -- Promote a culture of mutual respect and support, recognizing and celebrating each team member’s contributions. -- Start by clearly defining the common objectives and how each team member’s role contributes to achieving them. -- Encourage open communication and regular brainstorming sessions where everyone can share ideas and find innovative solutions together.

As you are moving towards the resolution of a conflict within a team there are 2 things that I have seen that make a huge difference in ensuring that everyone is content with the resolution. First, make sure that the resolution that has been decided on is clearly understood by all parties and that all are in agreement that it is the best way forward at that point. Second is to set time in the future to follow up to ensure that the conflict is fully resolved. Even with the best intentions there are times where the initial solution does not work and tweaks or even a new conversation needs to be had. Forgetting to follow up and not having closure on the conflict may mean that you have to resolve that conflict again and again.

Resolving conflicts in a cross-functional team with different work styles involves open communication and active listening. First, start by facilitating a neutral discussion where everyone can express their concerns and perspectives. Second, identify shared goals and values to create a sense of unity and purpose. And third, encourage collaboration by finding compromises and solutions that leverage each team member’s strengths, fostering a cooperative and respectful environment.