What do you do if your professional relationships in R&D are strained?

Schedule open and honest conversations: Address the issue directly with the person(s) involved, but in a calm and professional manner. Focus on how the situation is impacting the work and explore solutions together.

My consistent position on these types of situations is to lower your ego, be authentic and humble. Admit to yourself and others that the problem may reside within yourself. This takes courage and attest to your leadership qualities. With this platform in mind, then I would proceed with the recommendations vis-a-vis recognizing the issues in point 1.

The Key to Innovation In my years as a team leader in R&D, I’ve found that open dialogue is the cornerstone of breakthroughs. Once, during a critical project phase, tensions rose, threatening our progress. I initiated a round-table discussion, encouraging each member to voice their concerns without fear of judgment. This not only diffused the tension but also fostered a culture of transparency. As a result, we not only met our project deadlines but also patented two innovative solutions. It’s clear to me that when communication channels are clear, creativity and collaboration flourish, propelling us towards success.

Put yourself in the shoes of your R&D team. What are their business, personal and unmet needs? What are their perspectives? How can you satisfy them? What will happen when they align with your efforts to accomplish your initiatives and goals? Regard them as your internal customers. Successful business leaders understand that there are two sales to be made, the internal and external ones. This is true even if you are not in sales. The internal sale to your associates and support team may be the more difficult one; however, it is critical to develop the strongest solution to serve the needs of your customers.

Before resorting to mediation and engaging a third party, try to use your interpersonal and business skills to solve the problem. I recommend candid discussion and honest appraisals of the situation. I'm not dismissing ADR since I am a mediator: however, I advocate collaboration as much as possible to understand the other side's position and their needs.

Trust is earned over time through actions. My former boss would say, "There are actions and there are words. I listen to the words." His emphasis was always on behavior. What do people do to impact the situation to produce the desired results?