Your event team members have conflicting work styles. How can you effectively navigate these differences?

Identify and understand the different work styles within your team. Use assessments like Myers-Briggs or DISC profiles to gain insights into each team member's preferences and strengths. This knowledge will help you understand how different styles impact team dynamics and project execution.

I second what Bhupendar Singh said earlier on - using assessments can help in providing a great starting point. I have completed and utilised DISC profiles at two different work places - it's interesting to understand my own working style and reactions in a bit more detail, but also understand how people around me operate. Increasing people's understanding of varied working styles and personalities, and how to work with each is definitely helpful. I also strongly believe in open and honest communication - nothing better than talking through issues and finding solutions and perhaps new points of view!

One size certainly does not fit all. Team building is not as easy as it looks. It's logical that investment in human capital is premeditated. You can assess all the predictive indices and use all the new-tools to map management styles that help bring perspective, but a simple approach is best: know your team members individually, build rapport, provide a format for idea sharing, articulate a division of labor between staff so there is no ambiguity, provide tools for success including opportunities for professional development, communicate often and motivate!

Planning an "Event" is like producing a Live Broadway Play. The only real challenge is the actors and supporting cast and crew are different for every performance. I like face to face communication with each team member and the outside vendors. I need to know everything they are doing and all the challenges they may have in order to perform perfectly. This is true for every part of the Event. Basically, I am the Conductor and I know the "Full Score" of the entire performance. The goal is to get everyone to play their part at the time requested and remove all obstacles that could prevent a perfect performance. This is a great deal of work and requires constant communication. It is not easy if you want perfection, however, it can be done!

Differing styles are important to provide a varied view and improve results, it is important to consider and bridge communication gaps to create cohesion between conflicting styles, establishing a base line to operate under and to take considerations and views of all involved. It is important to know when to compromise and accept others views especially within a multi-cultural environment. A culture of nurture and respect between peers should be instilled within the team.

With an increase of distributed working/coordinated hybrid this step is often misunderstood. It's not always as meritocratic as some discourse shares - and shouldn't be. Each org structure, hierarchy and info flow is different. It's important for leaders to collect feedback from teams, share their logic and expectations. But also, the buck stops somewhere - and that's with leaders. It works well when we create scaffolding and boundaries for teams to act within, as opposed to a more mindless dictatorial approach to policy and comms.

Clearly define roles, responsibilities, and expectations. Ensure that every team member knows what is expected of them and how they fit into the overall event plan. This clarity can reduce misunderstandings and friction caused by differing work styles.

I’ve been reading some of the comments and there’s so much reliant on series and processes and everything like that and you take somebody on to do a job use as a manager need to allow them ownership and the ability to fail as we learn from these failures and you need to remember these individuals aren’t bottles to be filled with candles to be lit and you need to take responsibility for that to inspire but also to enable them to take the risks, failure is not a bad thing. It should be seen as a positive.

Na produção de eventos, comunicar claramente as expectativas é essencial. Certifique-se de que cada membro da equipe entenda os objetivos do evento, suas responsabilidades individuais e como suas tarefas se interconectam. Ao definir essas expectativas desde o início, você cria um roteiro claro que reduz conflitos e mal-entendidos. Em ambientes dinâmicos como a produção de eventos e teatro, essa prática é crucial para garantir a colaboração e o sucesso do projeto.

By setting expectations towards your team is a good thing because it gives the team a sense of direction their working towards and the aim of a particular task why its urgent or important ..

Schedule a meeting between the parties of tension and listen to them equally. Establish general rules before starting the dialogue, emphasizing respect for the dialogue language and accepting you as the arbitrator and guarantor of conflict resolution. Focus on the positive points while downplaying the negative ones, supporting both parties equally as there should not be a winner and a loser. Inform them both that they are right, but there is always another perspective and their interest lies in the success of the work and the common good. Express your utmost appreciation for their understanding and willingness to resort to you for conflict resolution to prevent its occurrence in the future.

This will help to grow each and every member to know that their views matter and will always be considered by so doing a positive work environment will develop and employees will have certain goal they wake up for when coming to work ...I believe now workplaces should now consider team members feelings and opinions more that to always see them as tools..

Adapt management approaches to accommodate different styles. Some team members may excel with tight deadlines and structured tasks, while others may prefer more autonomy. Tailoring your management style to suit these preferences can improve productivity and morale.

From my perspective, embracing this adaptability can lead to a more dynamic and innovative work environment. When team members feel their unique approaches and ideas are valued, they are more likely to be engaged and motivated. This inclusivity fosters a culture of trust and collaboration, where diverse perspectives can spark creativity and drive progress. Additionally, an adaptable work environment can better respond to the fast-paced changes in today's global market. Companies that prioritize flexibility are often more resilient, able to pivot quickly in response to new opportunities or challenges. This agility not only enhances the organization's competitive edge but also prepares it for long-term sustainability.

Once you’ve got your team working, take a step back zoom out like they do in the movies look at the widest shot of what’s going on and listen and be part of what’s happening and support them and make the changes in a subtle way

Versatility is key in the business world and as a leader because you are able to accompany different ideas to find a common goal and this always helps because you know that one answer or one solution is not enough.. It is just like the story of David from the bible he took 5 stones when he went to fight against Goliath because his opponent had 4 brothers so each stone David was going to use for each one of them ..

Very helpful, although i think it really depends on the team, team building has to be concrete and in place before you can implement any strategies, goals,or any tools necessary to perform duties! with gratitude Christina

Stop and take the due time to relate to each other as members of the whole rather than competitors for attention, dominance and promotion which atomizes and radicalizes team member against team member. This is the way many employers divide to control, but it wastes time and resources Each member of the team relies upon and benefits from the others as long as they are all truly seeing the capacity and potential rather than seeking fault and blame. Noticing rivalry and sitting those members down to truly hear each other and truly be heard is important. Model the process of listening and reflecting what has been heard, and then engaging each staff involved in the same. This is the process of transformative conflict resolution.

In conflict resolution it is very important to understand and know The Cause Of The Problem and this will better help you and your team to find solutions and its very wise to brainstorm ideas to find a good outcome and then after apply your action plan to see whether your solution will work .. in the later stage evaluate the outcome of the resolution to find were you can improve and why you won or failed..

Every individual is different. Their working style is different, and we need to understand and encourage that. It's important for everyone on the team to feel comfortable and understood in order to give their best. As the winning captain Rohit Sharma said in an interview, "I don't force my players to do or not do something. I try to give them an environment where they can follow their own process and yield results." One should not feel pressurized or forced. It's okay to follow different ways as long as you're getting the results.

One thing I found helpful when I was green in my career was working with others with different work styles than mine. I think acknowledging and embracing different work styles and finding common ground/communicating expectations is key as a leader— make it a goal of the event. Challenge and empower your team to excel and overcome the differences. Ultimately, I think it will strengthen a team and project and provide a learning experience for all involved.

Diversity is great what is an ever-changing sea LGBTQ and everything in between? and the range of communities need to really make their mind up rather than beat somebody over the head who made a slight mistake to help and educated so they understand but also not force it down peoples throats so that they react against it. they need to get some kind of balance and all of this is it’s moving. It’s such a fast pace what somebody might identify one moment would change within the next five minutes and that individual needs to understand that that’s their choice to be tolerant just because as they want to, they can’t jump to the front of the queue in their hysteria to be acknowledged

I think that the main thing is to establish the goal, and that everyone achieving it is the main objective. There may be more effective methods than others, but I believe that teamwork is precisely about that. Celebrate differences and find the best way to achieve the team goals.

As Stephen Covey says: working interdependently is key to driving optimal results. This means embracing all opinions with an open heart, and open mind. It takes practice, it takes effort but getting to that stage is where we see growth.