Voici comment gérer efficacement la dynamique du pouvoir dans une équipe collaborative.

Identificar o que cada um pode contribuir e conduzir para que todos participem, opinando e também ouvindo, permite que cada envolvido sinta-se parte do todo. Quando nos sentimos parte, o envolvimento flui naturalmente, a dedicação é uma extensão da vontade e o resultado vem mais rapidamente que o previsto.

Chaque membre de l’équipe possède un ensemble unique de compétences et d’expériences qui définissent son rôle au sein du groupe. La reconnaissance de ces rôles est la première étape de la gestion de la dynamique du pouvoir. Il est important de comprendre que si certains peuvent occuper des postes de direction officiels, d’autres exercent une influence par leur expertise ou leur ancienneté. Reconnaître et respecter la contribution de chaque personne et veiller à ce que toutes les voix soient entendues. Cela aide à créer un environnement où le pouvoir est équilibré et où les décisions collaboratives peuvent être prises sans éclipser la contribution de quiconque.

As a leader you need to know and continually assess the strengths and weaknesses of your team(s). Create a document that lists subject matter experts for your teams and mentor them via collaboration.

Acknowledgement of roles is important for fluidity in a team environment. This can only be achieved through ownership of the roles afterwards. Acknowledgement of roles without ownership or roles is like prayer without action, merely a thought.

Every person has both their strengths and weaknesses. The ability to use their strengths to overcome weaknesses takes the encouragement from managers to help the employee identify weaknesses mitigation incentives.

La confiance est le fondement de toute équipe performante. Pour naviguer efficacement dans la dynamique du pouvoir, cultivez une culture de confiance où les membres de l’équipe se sentent en sécurité pour exprimer leurs idées et leurs préoccupations. Cela implique d’être transparent sur les objectifs, les responsabilités et les raisons des décisions. Encouragez une communication ouverte et faites preuve de fiabilité en respectant les engagements. Lorsque la confiance est établie, le pouvoir est moins susceptible d’être utilisé à mauvais escient et l’équipe peut travailler ensemble de manière plus cohérente.

Addressing power dynamics within a team to ensure a collaborative and empowering environment is indeed a complex process. It involves developing and instilling confidence in team members while providing a platform to highlight their contributions. The approach depends on each team member's career stage and the personal challenges. Much like in personal relationships, past experiences can leave lasting marks. Healing from these experiences takes time and effort. To effectively manage power dynamics, leaders should cultivate a culture of trust this involves being transparent about goals, responsibilities, and the rationale behind decisions. Encouraging open communication and reliability by following through on commitment.

Trust is key in a successful organization. If you cannot establish trust, then you can count on missing out on true team collaboration. When everyone works together, the strength of the business can be unbreakable. Establish trust and become the most sought out employer to work for.

Dicas para Cultivar a Confiança na Equipe: Seja transparente: Seja aberto e honesto com a equipe, desde metas e responsabilidades até decisões e desafios Promova a comunicação: Incentive a equipe a se comunicar livremente, faça perguntas e compartilhe ideias Cumpra seus compromissos: Seja confiável, cumprindo seus compromissos Reconheça: Reconheça e recompense os membros da equipe por suas contribuições e realizações Admita erros: Todos erram. Quando você cometer um erro, seja honesto sobre isso e assuma a responsabilidade Seja justo e imparcial: Trate todos os membros da equipe com respeito e justiça Dê feedback construtivo: Ofereça feedback regular e construtivo para ajudar os membros da equipe a crescerem e se desenvolverem

Trust is very crucial to build up the team performance. A team that trust each members contribution can move fast and very far. So it's important to build trust and leverage on it to get better results.

L’inclusion va de pair avec la reconnaissance des rôles et l’établissement de la confiance. Cela signifie impliquer activement chaque membre de l’équipe dans les discussions et les processus de prise de décision. Créez des occasions pour chacun de contribuer, en accordant une attention particulière à ceux qui peuvent être plus calmes ou moins affirmés. En favorisant une atmosphère inclusive, vous pouvez empêcher les déséquilibres de pouvoir de réduire au silence des informations précieuses et vous assurer que l’équipe bénéficie de son intelligence collectiv

By including everyone and you foster an environment where everyone can participate regardless of role or title. It build confidence and trust.

Once you acknowledge the roles of each team player, and you trust each other this excellerate to better performance as each does what is best in their line. Specialisation comes in handy and at the end inclusion will play a good role.

You’re right. Inclusion goes hand in hand with acknowledging roles; however, inclusion has to include even the tiniest role in your group or department. My office relies on my skills to make sure that things get completed. But I am not included on the basics of the project. For me to do my job and role properly, I need to be included in the basics. I hate surprises.

Including the whole team is key. One effective approach is implementing a "round-robin" brainstorming session and subsequent meetings for the same opportunity to fix issues that arise. This method gives each member a voice. For instance, a manager might start the brainstorming session and subsequent meeting with, "Let's get everyone's input and thoughts on the project," promoting a more inclusive and balanced discussion.

Feedback gives a complete circular motion and you get good information that will help in improving or maintaining the good standards and performance that is required. Again feedback will give the team the information required for improvement

Feedback is essential for managing power dynamics in a team. Encourage open communication, where everyone can provide constructive feedback, even to leaders. This establishes a two-way channel to address power imbalances. Ensure feedback is respectful and focuses on actions, not personal traits.

Feedback should always be constructive. As a trainee teacher, I was told to offer at least six positive comments to every negative comment. I still live by that working with adults. As the saying goes, people will work far harder for sugar than for salt.

Les feedback sont très importants, ils véhiculent de la reconnaissance. Il n'y a , je pense, rien de pire , que l'indifférence (expérience de John Bowlby sur l'attachement). Les FB positifs peuvent se faire sur du faire et du être, les FB négatifs seulement sur le faire, au risque de briser une personne. Evidemment, ils se font dans les deux sens (manager/collaborateur), preuve de leur confiance mutuelle et d'une intelligence collective.

Professionally, fair feedback is key in a good team. I make sure everyone should feel comfortable giving and getting honest advice, even to the leaders. This open communication helps everyone learn and grow, and keeps the power balanced in the team. Just remember to be respectful and focus on what people do, not who they are.

Power dynamics requirements are sent in such a way that you understand boundaries that are set and the limits for everyone. Once the boundaries are set it becomes easy to perform knowing your limits.

Setting boundaries might be a good idea, and most likely a temporary solution, when there is turmoil afoot. However, the boundary lines will get blurred as the group progresses and again, we are back to having cliques and power struggles.

A comunicação aberta e o diálogo constante são essenciais para manter os limites claros. Limites claros não são sinônimo de rigidez. Eles devem ser adaptáveis e flexíveis, alinhados com o crescimento e as necessidades da equipe.

A liderança compartilhada não se trata de uma abdicação da liderança central, mas sim de uma colaboração entre os membros da equipe para alcançar objetivos comuns. O sucesso dessa estratégia depende de um ambiente de confiança mútua, respeito e abertura ao diálogo. Ao compartilhar o poder de liderança, você abre as portas para um ambiente de trabalho mais dinâmico e engajado.

Compartilhar liderança, dentro de uma dinâmica, além de seu conhecimento ser agregado a outros membros de uma equipe. Tem como objetivo forma novos líderes, para juntos aperfeiçoar e busca resultados saudáveis e obter produtividade eficaz contínua.

Con el fin en mente desde el principio, compartir el liderazgo se hace natural y deja de ser una lucha de poderes. Esto me recuerda el vuelo en "V" de las gaviotas, de cuando en cuando la que está a la cabeza pasa hacia atrás sin que por ello el grupo pierda la fuerza. En un equipo se comparte el propósito, y cada uno de los integrantes aporta al logro desde sus habilidades, conocimientos y experiencias, estableciendo una red con cohesión y coherencia. En el liderazgo no hay protagonismos, hay servicio.

Le leadership est une compétence précieuse. Il est à noté que, même si certains individus ont un attrait naturel pour ce statut, le leader d'une équipe n'est pas forcément le même dans une autre. Bien que cette capacité ressorte naturellement chez un (ou plusieurs) individu(s) dans une équipe, il faut s'assurer que l'ensemble de l'équipe accepte le rôle/statut de ce dernier pour assurer une bonne efficacité de performance au sein de l'équipe entière. Quant au partage de leadership, celui-ci est viable aux mêmes conditions qu'un leadership unique : que l'ensemble des membres de l'équipe l'accepte.

Tackle power imbalances as soon as they arise. I noticed a team member monopolising discussions, so I privately addressed this behaviour and encouraged a more inclusive approach. This intervention restored balance and improved team dynamics. Addressing power imbalances promptly ensures issues are resolved before they escalate. Apply structured conflict resolution techniques to manage disputes. We used the interest-based relational approach to address conflicts, focusing on mutual interests rather than positions. This method helped resolve a significant dispute over resource allocation in a collaborative manner. Utilising conflict resolution strategies ensures disputes are managed constructively.

Provide your team members with autonomy. As both a leader and a team member, I found it to be incredibly important to provide others with autonomy and trust them to do good work. Always be available to provide support and answer questions when needed, but provide space for people to think outside the box, try new things, and make mistakes. Collaborative leaders and teams support each other by encouraging open communication, valuing the input of others, providing space to make mistakes and learn from them, and trusting each other to get the job done effectively.

Freedom to inovative thinking to each induvidual in the team . Focus on creativity and individuals strengths within the team and direct all to achieve rhe common goals.

In my experience, power dynamics in itself is not the issue, "Power imbalance" is the problem when some team members can dilute the legitimacy of team leader. In every team, you will always find that "expert", who holds power of knowledge. as well the long-serving staff. And most importantly, the well connected, social star member. Accordingly, it is important to have a clear plan to handle the risk of power imbalance. I am using the following tips: 1- Scan the power of each team member and analyze expected negative impact. 2- Focus on building in-house skills to reduce the influence of "expert". 3- Sharing leadership is not enough, foster "dual- roles approach" to enhance ownership of the project. 4-Build strong network with stakeholders.