Su equipo ejecutivo está en desacuerdo sobre las prioridades. ¿Cómo encontrar un terreno común y avanzar de manera efectiva?

Según mi experiencia, una manera de acercarse efectivamente a la introducción de nuevas ideas o prioridades es entender cuales son , desde el punto de vista del equipo, las suyas. No es fácil! es un ejercicio que demanda habilidades de escucha y hasta de humildad ya que no necesariamente, lo que los miembros del equipo piensan es lo mismo que el jefe! Promover discusiones abiertas, donde todos se sientan comodos de expresar su opinión es una tarea que puede llevar tiempo, pero los resultados son relaciones de confianza y respeto mas sólidas.

Start by conducting individual and group discussions to thoroughly understand each member's viewpoint and reasoning. Use tools like surveys or anonymous feedback to gather honest opinions. Facilitating open and respectful dialogue helps identify shared goals and values, making it easier to align on a unified path forward.

Start by methodically evaluating each executive's stance on the priorities at hand. Listen attentively to their arguments, considering the underlying motivations and potential impact on the business. This isn't just about hearing each side; it's about understanding the nuances of their perspectives. By acknowledging the validity in each viewpoint, you create an environment of respect that is conducive to collaboration. This step is about gathering information, not making judgments.

Here's how to bridge the gap in your executive team: Facilitate Discussion: Set a clear agenda for a meeting focused on finding common ground. Encourage open and respectful dialogue. Identify Goals: Unify the team by uncovering the overarching business goals everyone wants to achieve. Explore Options: Brainstorm solutions together. Consider the pros and cons of each priority from different perspectives. Find Overlap: Look for areas of agreement. Often, both sides value efficiency or growth, but differ on methods. Prioritize Strategically: Decide on a shared vision that addresses all priorities. Consider phasing projects or allocating resources to achieve them all, even if not simultaneously.

There is nothing like setting a common vision for the team. One lays bricks, while another builds a cathedral, as the saying goes. I try to help my team see the importance of their work in contributing to achieving their part in the overall strategic goal of the company. Then, two things. 1) I make sure each person on the team is acknowledged for the value they bring, and 2) ensure that each person knows that they are valued and appreciated for their work. Their goal must reach beyond their immediacy. Everyone wants to be part of something bigger than themselves. When I lead a team, it's my job to get them on the same page so that they can see the beauty of working together to reach their goals.

Defining cross teams goals, where we have a sense of how these areas contribute for a company high level goals, bringing an equilibrium between the strategy, tactical and operational goals. Also, clearly demonstrating those different areas works as a gear to achieve a high level goal, where they play a relevant part of that

With common goals set, the next step is to prioritize the tasks that will help achieve them. Balance short-term wins with long-term strategies. Encourage your team to focus on actions with the most significant impact, compromising on less critical items. Prioritizing tasks together ensures everyone has a stake in the outcome and that the path forward is a collective effort.

There are tasks more complicated then others, but I would stick with few tasks (maximum 3) that has more relevance and impact, aligned with the company strategy. Balancing the short and long terms goals.

Executive dialogues and discussions around key strategies are best done in a setting that institutionalizes frequent open discussion with the relevant external experts and key internal stakeholders. Execution and follow up goals should be within the responsible management division.

Fostering open and continuous dialogue is crucial for maintaining alignment and addressing issues. Encourage your team to engage in honest, constructive conversations. This ongoing communication helps resolve immediate disagreements and builds a foundation for handling future conflicts. A culture of open dialogue keeps your team connected and informed as you work towards common goals.

Establish an alignment working session, where the teams come prepared, open to new ideas and with good intention behind a more hard discussion. Also, an aggressive communication never works and the executive needs to be a facilitator in this whole process.

Define clear communication cadences, with roles and responsibilities, with implementation status report, with risks and mitigations plans. Ensure that we all have the stakeholders buy in.

After thorough discussion and consensus-building, it's time to implement the decisions made by the team. Clear communication of action plans and responsibilities is essential. Ensure each executive understands their role in executing the agreed-upon priorities. Effective implementation demonstrates the team's ability to collaborate despite initial differences, setting a positive example for the entire organization.

Attribute mapping is a powerful technique for decision-making that helps merge diverse ideas effectively. Start by identifying key attributes or criteria relevant to the decision at hand, such as cost, feasibility, and impact. Plot each idea on a matrix based on these attributes to visualize strengths and weaknesses objectively. This method facilitates comparison and enables leaders to synthesize different perspectives, ultimately leading to informed decisions that balance various considerations.