Thanks for letting us know! You'll no longer see this contribution
In the times of change, we are exposed. We are vulnerable to the unknown. Culture change dynamics involve questioning behaviors and values.
In a diversified organisation, conflicting behaviours in the area of power dominance are not uncommon.
They can be seen as communication styles conflicts.
They are however the expression of diverse values and beliefs. They are also a sign that some individuals may fear of losing their power.
As a change champion, to navigate power plays, first, detect where the interactions became inflamatory.
Connect with those individuals and listen to them very carefully.
Learn, what value is seen by them at risk.
To bridge power conflicts it is important to unfold and reframe these values.
Thanks for letting us know! You'll no longer see this contribution
Act early - positive conflict is good, but there needs to be ground rules.
Have a meeting with both parties together as soon as you notice there is some character clash bubbling.
Is it ok if I share something I’ve noticed of recent…… I’d like to work with you both on some ground rules on how we share difference of opinion, for mutual gain. The best teams have difference, and strong players … let’s ensure it adds strength to reaching our mutual goals’
Open up the conversation and listen, listen, listen. Summarise and listen some more.
It’s refreshing when people are open and honest.
Thanks for letting us know! You'll no longer see this contribution
Handling power struggles during a culture shift is like guiding a flock of birds; everyone needs to fly in harmony. Encourage open communication and foster a safe space for discussions. Clarify roles and responsibilities to minimize confusion. When conflicts arise, mediate by focusing on common goals.
This way, collaboration flourishes, and everyone feels valued. How do you promote teamwork in your organization?