Managing Agile Conflicts
Paul Ogueh
I lead the Scrumban.ai Team, delivering Digital Transformation Frameworks for C-Level Executives and Businesses looking to Grow & Scale: 30% Faster Project Cycles | 25% Productivity Gains | Measurable ROI | AI Innovation
Reflecting on a challenging project from the past, I'm reminded that your ability to see beyond conflicts and focus on the bigger picture is what truly drives innovation and success.
The legacy is not just in the projects completed or products delivered, but in the cohesive teams you build and the trust you instill.
??As the leader of an Enterprise Agile team,?with multiple vendors, a project manager, product owners and development teams across different business units. I noticed a conflict between the scrum master and the project manager. The scrum master wanted to start execution immediately based on requirements gathered. However, the project manager wanted more sessions to gather requirements (extensive planning).This was impacting the team as there was no clear direction, so one of the managers suggested pulling one of them off to resolve the conflict.
To me the solution was a simple conversation to find common ground. I know at the heart of innovation lies a unified team, built on trust and a shared vision for success. ??I scheduled a meeting with them and I said
"You guys want the same thing; to deliver products that make our customers happy. So have a chat together and look for the smallest point of agreement and build trust from there "
That changed the team dynamics. They both worked together for a couple of years and delivered the product successfully.
This experience taught me that
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true agility in the workplace transcends processes and power dynamics.
It will be difficult at the beginning but it's very possible to work with people who have different mindset if you have transformational leaders that set the environment.
So as we embrace agility in our workplaces, let's not forget that it's not just about processes and methodologies, position and power.
It's about leading with vision, nurturing trust, and empowering people to take that vision forward. That's the kind of leadership that leaves a lasting legacy and inspires lifelong loyalty that lasts well beyond the confines of an organization.
It's about being the kind of leader people choose to follow, not because they have to, but because they believe in your vision and trust in the path you're leading them on and want to follow you.