Vous êtes confronté à des conflits d’équipe qui compromettent la continuité du programme. Comment pouvez-vous garantir une collaboration fluide ?

When facing team conflicts that could disrupt the program, I start by identifying the root causes. I talk to team members to understand their concerns, listening carefully to their perspectives. From my experience leading diverse teams, I've found that conflicts often come from miscommunication or different work styles. By addressing these issues directly, I help the team work better together and stay focused on our shared goals, ensuring the program continues smoothly.

Frame Conflicts as Learning Moments: Approach conflicts with the mindset that they are valuable learning opportunities. Every disagreement or tension can reveal underlying issues that may not have been apparent otherwise. By framing conflicts as chances to learn about team dynamics, you’re encouraging a culture where issues are tackled constructively. Leverage Diverse Perspectives for Innovation: Conflicts often arise from differing viewpoints and work styles. Use these differences as a source of innovation. Diverse perspectives can lead to creative solutions that a homogeneous group might not uncover. Facilitate brainstorming sessions where the conflicting views are explored to generate new ideas or approaches.

Identifying issues can be tricky in making sure everyone has an opportunity to participate in the conversation openly and honestly. This may mean taking those with differing perspectives aside to first understand if there is in reality just a miscommunication that has hindered progress or a difference in work styles. If neither of these is the case, then taking time with each party individually shows true concern for hearing every side of the issue. The process used to identify the issue should have some ground rules, in that teams should address team member concerns with respect and opportunities for positive improvements rather than with criticisms.

As a Program Manager, I tackle team conflicts by prioritizing a solutions-oriented approach, ensuring that we shift our focus from the issues at hand to collaborative problem-solving. I emphasize setting clear, shared goals, which helps unify the team and encourages everyone to work together towards a common purpose. Additionally, I facilitate open dialogue among team members, creating a safe environment for them to express their concerns and viewpoints. This combination of strategies not only addresses conflicts effectively but also fosters a culture of collaboration, ultimately supporting the continuity and success of our programs.

Normalize Vulnerability: Start by modeling vulnerability yourself. Share your own challenges and uncertainties with the team. This act not only humanizes you but also sets a precedent for others to follow, making it easier for team members to express their concerns without fear. Implement Rotating Roles: Rotate the role of "discussion facilitator" among team members. This approach empowers everyone to practice leading conversations and encourages diverse perspectives. It also helps team members appreciate the challenges of managing dialogue, promoting empathy and understanding.

Open dialogue can be tricky, especially in instances where there is a hierarchy among team members. There are always more vocal team members and quieter ones, so ensuring each voice is heard and given the same amount of time to talk is important. This can also be done privately with the different teams to weed out what may be simple misunderstandings. Sensitivity to each perspective is critical, with all input being considered important and valuable to a resolution. Helping people use constructive and positive language can also benefit the conversation toward amicable resolutions. Even opening the dialogue with team-building activities could shift the atmosphere in the room toward cohesive problem-solving.

Transparency in Communication: Setting clear expectations involves open and transparent communication. Just as actors need to understand the director's vision, team members need to grasp the project’s goals, their specific tasks, and the acceptable standards of behavior. This transparency not only aligns the team but also builds trust, as everyone knows what is expected of them and their peers. Proactive Conflict Management: By establishing expectations upfront, you’re effectively putting in place a proactive conflict management strategy. When roles and responsibilities are well-defined, any deviation from the expected behavior or performance is more easily identifiable.

This is quite possibly the most important function of a program manager, to define clear expectations. As a program manager, we set the tone and style for communication. It is up to model the behavior we want to see from our team members. Oftentimes issues arise when team members are unclear on their project parameters and expectations. This can be nipped in the bud with clearly defined roles and acceptable standards defined by the entire team. People need to feel ownership for accountability. We can also be sure to ask if members are clear on their roles, rather than assuming they are before leaving them to their projects. It's about making sure communication is both ways, sometimes we need to listen more than we talk.

Scenario-Based Simulations: Design scenarios that mirror the types of projects your team works on. For example, if your team often deals with complex client requirements, create a simulation where they need to address a challenging client request under time constraints. This method helps team members practice problem-solving and collaboration in a context that directly applies to their work, thereby enhancing their skills in a meaningful way.

Emphasize Collaborative Problem-Solving: Encourage team members to co-create the action plan. When everyone has a hand in shaping the solution, it fosters ownership and commitment. Facilitate brainstorming sessions where all perspectives are valued, ensuring that the final plan reflects a comprehensive understanding of the conflict and its implications. Align Solutions with Program Objectives: Ensure that each action plan is directly linked to the overall program objectives. This alignment helps to maintain focus and demonstrate how resolving the conflict contributes to broader goals. When team members see the connection between their efforts and the program’s success, they’re more motivated to engage with the plan.