Ihr agiles Team ist sich über Projektänderungen uneins. Wie gehen Sie effektiv mit widersprüchlichen Meinungen um?

Most of the conflicts are always ignited by mere misunderstandings, priority differences, and requirements that are not clear. We should first listen to the problems that the team members are having. After that, with the collective information of all team members, we can plan a conflict resolution strategy and prioritize our work accordingly.

Firstly, foster a culture where everyone is comfortable questioning the decisions made. Additionally, in case of a conflict, creating a Pros-Cons list on a whiteboard for any technical conflict always brings the most optimum solution.

Create a safe space for team members to express their concerns and ideas openly. Encourage active listening and avoid interrupting others.

In der menschenzentrierten Teamentwicklung ist es wichtig, auf die Bedürfnisse der Beteiligten einzugehen. Nützliche Fragen sind: „Aus welcher Rolle heraus verspüre ich den Konflikt?“, „Welches tiefere Bedürfnis steht dahinter?“ und „Welche Gefühle schwingen mit?“. Die Herausforderung liegt darin, zwischen der Sachebene („Was brauche ich?“) und der menschlichen Ebene („Warum bin ich wütend?“) zu unterscheiden. Intensiver Konflikt erhöht die Emotionalität und erschwert diese Differenzierung. Durch die gewaltfreie Kommunikation – aktives Zuhören, Empathie, klare „Ich-Botschaften“ und gemeinsame Lösungsfindung – können emotionale und sachliche Aspekte getrennt werden. So lässt sich eine Strategie finden, die für alle Beteiligten optimal ist.

Navegar em opiniões conflitantes dentro de uma equipe ágil é essencial para manter o progresso e a harmonia. Falicite discussões, tenha escuta ativa, promova debate constrututivos, foque em objetivos comuns, utilize técnicas de tomada de decisões, respeito as diferenças, interação e flexibilidade, documentação e transparência, feedback contínuo. Em última análise, o objetivo é criar um ambiente onde o conflito seja tratado de maneira construtiva e as decisões sejam tomadas de forma colaborativa, visando o benefício do projeto e da equipe como um todo.

When navigating disagreements within your agile team, fostering open dialogue is crucial for reaching productive resolutions. Start by creating a safe and inclusive environment where team members feel empowered to express their thoughts and concerns freely, without fear of criticism or judgment. Establishing ground rules for respectful communication ensures that discussions remain constructive and focused on finding solutions rather than assigning blame. Encourage equal participation by actively soliciting input from all team members during meetings and discussions. This ensures that diverse perspectives are considered, enriching the dialogue and promoting a deeper understanding of the issues at hand.

From my experience, I've learnt that usually in big teams, where there's a disagreement about ways to move forward, it's usually due to multiple parties having different understandings of what's expected, leading to others getting confused (and delays etc). The best way to combat this is whenever a misalignment or disagreement happens, to immediately try to host a roundtable with the key stakeholders in the team and discuss how the final outcome and how to get back on track. This usually does the trick as everyone gets a chance to express their ideas and try to learn other perspectives as well as open the floor to clarification and clear communication.

Understanding the root causes of disagreements within your team is crucial for resolving conflicts effectively. Encouraging open communication and active listening are foundational steps.

More robust decissions are made from diverse teams and diverse teams are more likley to disagree. You need to encourage dialogue without alignating anyone or letting loudest voice "win". A code of conduct lets people know what is acceptable behaviour from the start but the team leader needs to demonstrate early on that they know what is in the code will enforce it. Conflict resolution can be in the code of conduct. An ideas fillter is when the team decide a set of filters for what is a good idea e.g., a filter could be cost or match to the teams skills. Then the team mark the ideas to the filter. If team members mark ideas very different then discuss that, the others may have overlooked something or the filter may need adjustment.

Ein guter Dialog ist wichtig Dazu gehört das Standup-Meeting. Jeden Tag zur gleichen Zeit und am gleichen Ort über die Herausforderungen sprechen. Wichtig ist dabei sich im Team auszutauschen und das Schwarmwissen zu nutzen. Wichtig ist auch die anstehenden Aufgaben richtig zu schneiden. Beim Schneiden ist das ganze Team am runden Tisch und jede Story wird beim Refinement so optimiert, dass jeder im Team versteht was zu tun ist. Der Umfang darf dabei nicht größer als eine Sprintlänge sein.

Prioritizing goals helps keep the team aligned and focused on the project's success amidst conflict. It ensures discussions remain goal-oriented rather than getting sidetracked by personal preferences or technical details.

La clé d'un bon suivi de projet c'est de ne jamais oublier l'essentiel, il est normal de se disperser, les idées se mélangent, les chemins divergent et c'est à ce moment que les leadeurs du projets doivent s'affirmer et faire des choix.

During conflicts, steer the focus back to the team’s main objectives. Remind everyone of the project’s key goals and how each suggestion fits into these targets. By keeping the bigger picture in mind, you can shift the conversation from individual preferences to how each idea can help achieve overall success.

During times of conflict within a team, it's crucial to realign and refocus on the primary objectives of the project. Start by reaffirming the overarching goals and objectives that the team is striving to achieve. Clearly communicate how proposed changes align with these targets and contribute to the project's success. Prioritizing goals helps shift the focus of the conversation from individual preferences or technical details to a collective understanding of how different perspectives can support the project's mission. Emphasize the importance of aligning all decisions and actions with the broader project goals, ensuring that every team member understands the strategic relevance of their contributions.

If you use an idea filter it ranks the ideas so an inital prioritisation is done. Idea filters are designed to assess new innovations so are good for those tricky to assess new innovations. Further work may need to be done for example feasability tests and alignment with the purpose of the product and organisation. You can do this through iterating through the idea filter a couple of times to include the results of your feasability tests and adjusting filters to the purpose of the product and organisation.

Análise o contexto em que você está inserido. Nem sempre o consenso é o melhor caminho. Dependendo da situação, ele costuma ser caro e se pelo menos uma pessoa não concordar com a solução proposta, você não tem o consenso (independente da técnica que pretenda utilizar). Uma alternativa ao consenso, é o consentimento. Consentir não significa que você é a favor da ideia apresentada, mas também não tem nada contra. Decisões por consenso costumam ser decisões mais equilibradas, porém não significa dizer que é a melhor decisão para o sucesso do negócio.

Seeking consensus within a team involves finding a solution that the majority can support, even if not everyone agrees on every detail. To achieve consensus effectively, consider employing techniques such as voting or ranking options to gauge the team's preferences objectively. This allows each team member to express their viewpoint and contribute to the decision-making process. It's crucial to ensure that minority opinions are heard and respected during discussions. Acknowledge differing perspectives and be open to making compromises when necessary to accommodate varying viewpoints. The goal is to reach a decision that reflects the collective input of the team and moves the project forward in alignment with its goals and objectives.

The ideas filter seeks and builds consensus at each level, by setting and adjustung the filter in the team, by assessing ideas against the filter, by understanding any outliers from the assessment and by iterating through the filter with results from feasability tests and changing product and organisational purposes.

Il n'est jamais question de savoir qui à tord et qui à raison, l'essentiel c'est de choisir la réponse qui se rapprochera le plus du choix idéal.

It’s important to reach agreement of a topic, and the only way to do this is by allowing everyone to have their say. Consensus is reached when everyone has been seen and heard and the approach aligns in some way or another like a puzzle piece with everyone’s take. We don’t have to proceed with everyone’s ideas, but we should be using them to brainstorm and improve our overall solutions.

When we implement solutions, it’s important that we understand the prerequisites and stages of our implementations and ensure that we support these appropriately. We need to plan and understand ahead, but also take into account that things may change and how this will overall affect our implementation. The key is that we are planned enough to be agile and understand all the possible outcomes which we can do to make things successful. We can imagine it like driving a car, we don’t always know if the road ahead is going to be closed, but if it is and we take the diversion which may add a few minutes, if we allowed additional time for our drive then we will still be on time to our destination.

Implementing decisions effectively involves clear communication, structured execution, and continuous monitoring of outcomes. After reaching a consensus or making a decision, it's essential to ensure that the entire team understands the rationale behind the chosen direction and their respective roles in its implementation. Start by communicating the decision clearly, outlining its objectives, expected outcomes, and any changes in responsibilities or processes. Documenting these details helps prevent misunderstandings and ensures alignment among team members. During the implementation phase, monitor progress closely and be responsive to feedback from team members and stakeholders.

Every decision must be clear if it is to be implemented. I avoid leaving areas of uncertainty that could lead to further disagreements. The primary objective is to ask the team to commit collectively to following the decision and supporting its implementation, even if there were disagreements at the outset. To ensure that these are taken into account and that everyone agrees with the new direction, clear documentation is produced on the reasons why it was taken, so that everyone is on the same wavelength.

I love writing documentations! But to have documentation means also to maintain it often and don't forget to update. And it's another issue that we should keep in mind. Especially when they're a lot of them on your project.

The decision-making process within a team involves a crucial phase of effective implementation and monitoring. This involves clearly communicating the rationale behind the decision, defining roles and responsibilities, maintaining clear communication, documenting decisions and actions, monitoring the impact of the changes, and adapting to evolving needs. This ensures that decisions are implemented effectively and with clarity, minimizing disruptions and maximizing the likelihood of successful outcomes. It is essential to maintain open and transparent communication, encourage open questioning, and be prepared to make adjustments based on feedback. By following these steps, the project can continue to deliver value and align with its goals.

Adjust your code of conduct or conflicts resolution if needed. If you are not able to enforce the code of conduct or conflicts resoltuion reflect on what is happening, have individual conversations with members of the team and finally seeks mentoring or coaching. It is a learning oportunity.

After decisions are made, reflect on the process and learn from it. Agile is about continuous improvement, so think about what went well and what could be better next time. Encourage the team to share their thoughts and use this feedback to refine your conflict resolution strategies. This reflection will strengthen team dynamics and improve your ability to handle future changes effectively.