Managing Conflicts in Cross Functional Team - 1146 Words

Managing conflict in cross functional team Case study A large retail chain Howard Guttman aligned a large retail chain’s senior HR team. After the alignment session, he provided the team with the basic influencing and conflict management skills they were going to need to work together in the new horizontal, high-performance environment. But in order to cascade the model down through the function, the team’s 60-70 direct reports also needed to acquire new capabilities. A Guttman consultant began by asking selected members of the senior team three questions: * In what business situations would your people benefit from improved influencing and conflict management skills? * How does the corporate culture support or hinder the†¦show more content†¦The results: a common language and a set of common practices that accelerated the shift in the organizational culture. A supplier of food additives At the end of 2008, the head of the North American Division of a global supplier of food additives and his senior team went through an alignment session led by Guttman. As a result of this session, it was determined that both the senior team and the levels below it needed additional capabilities in order to keep them moving on the path to becoming a high-performing team. Influencing and conflict management skills were the focus of a series of two-day programs, which were attended by executives, managers, and individual contributors from the first, second, and third tiers, along with a one-day program on influencing skills for administrative employees. By January 2011, the top two levels had made significant progress, and there was general agreement that in order to cascade the new high-performing-team model further down in the division, another tier should be aligned. This time, individual contributors and managers from the first three tiers—a total of 90-100 people—were included in a special multi-tier team alignment session. All three levels were now speaking the same language and shared the same goals. The new high-performance-team model was being followed by all. A software development firm One of this company’s cross-functional project teamsShow MoreRelatedCross-Functional Team Management971 Words   |  4 PagesCross-Functional Team Management Cross-functional teams have a broader communication that represents the entire organizations interest (Marketing, 2009). This allows individuals to communicate issues and roadblocks while the group works to solve issues from departments and share positives. It also allows individuals to share ideas and goals where improvement can be made for the organizations best interest and all employees. 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