Sometimes people who “grow up” or work in an adversarial work environment for a long period of time assume that approach to working. Even if you fix the problem, and create supportive collaborative team environment, they will find a way to create a divide. They have adapted to the adversarial environment. For instance, I was working with a team that had a problem with the way another team they were working with was treating them. They felt that the other team was overstepping their bounds, not staying in their swim lane, and responding in a negative manner towards all the ideas they put forth. Sitting and having a face-to-face meeting with the other team leader we discussed areas of improvement in communication, and leadership; we ensured that our goals for the project were in alignment. We came to an agreement and went back to our teams to discuss our meeting, our discovered shortfalls, and how we could improve. We started afresh at our next collaborative meeting and after some initial hesitancy by both parties, we really began to work together well. This lasted about a week.Then the finger-pointing began again. Most noticeably from one member of the team…

Lessons Learned:

A problem will continue if it is not addressed. Someone needs to take the lead and communicate with the other members of the team that there is a problem.

It does not help to verbally bash the other team amongst your team. This creates animosity and destroys the ability for the teams to work together in the future. Each member will nitpick every comment and voice inflection of the other team jumping to the conclusion that the other team is out to get them in some manner or another.

Leaders must lead. Stand in the front, take blame where and when necessary, bring attention to issues that must be addressed and focus on completing the mission.

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