You're coaching executives on team collaboration. How do you tackle power imbalances between them?

To assess team dynamics, I start by observing interactions and gathering feedback. I use a mix of surveys and one-on-one interviews to understand how team members perceive power dynamics and communication patterns. I ask questions like, "How comfortable do you feel voicing your opinions in meetings?" and "Do you feel that your contributions are valued equally?" These questions help identify any underlying issues of power imbalance. Additionally, I pay attention to non-verbal cues during meetings—who dominates the conversation, who seems disengaged, and who defers to whom. This holistic approach provides a comprehensive view of the team's dynamics.

Address power imbalances by first fostering an environment of mutual respect and open communication. Encourage executives to recognize and value each other’s unique contributions, regardless of hierarchical position. Facilitate discussions that highlight the importance of collaboration over competition. Use exercises that promote empathy and perspective-taking, develop awareness, helping leaders understand the impact of their power on others. Make them to provide feedback to each other in a safe space. Encourage a shared vision and collective goals to shift focus from individual authority to team success. Regularly review team dynamics to ensure that power is balanced, creating a more cohesive and effective collaboration.

Start by aligning the coaching goals with both the executives' and the organization's broader objectives. Clearly define the purpose of the coaching, emphasizing that the aim is to enhance collaboration and team effectiveness, not to undermine authority.

For instance, imagine coaching an executive team where the CEO’s decisions consistently override the input of other team members. This dynamic can lead to resentment and disengagement, stifling the team’s potential. By assessing these dynamics, you can identify the root causes of power imbalances and their impact on team cohesion. Practical Insight: Begin by observing team meetings, one-on-one interactions, and decision-making processes. Look for signs of dominant voices overshadowing others, reluctance to share opinions, or passive agreement. Use assessments like 360-degree feedback or team surveys to gather insights from team members themselves. This comprehensive understanding will inform your approach to addressing power imbalances.

Build trust by ensuring confidentiality and a non-judgmental space where executives can openly discuss their concerns. Emphasize that the coaching process is a partnership, where both coach and executive collaborate to achieve the desired outcomes.

Establece un entorno donde todos los ejecutivos se sientan seguros para expresar sus ideas y preocupaciones sin temor a repercusiones. Emplea técnicas como rondas de conversación, donde cada persona tiene un tiempo determinado para hablar, o la técnica de “Thinking Rounds,” donde cada miembro comparte su perspectiva antes de tomar decisiones. Anima a los ejecutivos a valorar y buscar activamente opiniones diversas dentro del equipo. Esto se puede lograr asignando un “defensor del diablo” en las discusiones para asegurar que se consideren todas las perspectivas. Enfoca al equipo en metas y objetivos compartidos que requieren la colaboración de todos, minimizando la influencia de las jerarquías y maximizando la cooperación.

A relevant example can be found in the leadership style of Sheryl Sandberg, who is known for promoting open dialogue within her teams, encouraging members to voice their concerns, especially when it comes to issues of power and influence. This approach not only surfaces underlying tensions but also empowers team members to contribute more effectively. Practical Insight: Facilitate discussions where team members can express how power dynamics affect their ability to collaborate. Use structured formats like round-robin discussions or anonymous feedback to ensure that all voices are heard. As a coach, guide these conversations to remain constructive, helping the team move towards resolution.

Power imbalances can be a result of unintentional lack of awareness. In one of my coaching session with a leadership team, I observed that the CEO unintentionally dominated conversations, causing others to withhold their input. I facilitated a discussion where each member shared their perceived role, uncovering hidden hierarchies. This revelation was eye-opening, particularly for the CEO, who hadn’t realized the extent of his influence. Once the team openly discussed this dynamic, the CEO adjusted his approach, leading to a more balanced and collaborative exchange of ideas.

Redefining roles begins with transparency and inclusivity. I facilitate workshops where team members can openly discuss their current roles and responsibilities. I ask, "What aspects of your role do you find most fulfilling?" and "Where do you see overlaps or gaps in responsibilities?" This dialogue helps clarify expectations and ensures everyone understands their unique contributions. I also encourage team members to draft their role descriptions, which we then review collectively. This participatory approach not only clarifies roles but also fosters a sense of ownership and accountability, reducing power imbalances.

Consider the approach taken by Satya Nadella, CEO of Microsoft, who transformed the company’s culture by redefining roles and promoting a more collaborative leadership style. Nadella’s emphasis on empathy and inclusion helped dismantle hierarchical power structures, leading to a more cohesive and innovative team. Practical Insight: Work with the executive team to clearly define or redefine roles, ensuring that responsibilities are distributed in a way that reflects each member’s strengths and expertise. Encourage a culture where decisions are made collaboratively, and contributions are valued based on their merit rather than the position of the individual making them. This redefinition helps to balance power dynamics (if any).

Setting norms involves co-creating a team charter that outlines acceptable behaviours and processes. I initiate this by asking, "What behaviours should we adopt to ensure everyone feels heard and respected?" and "How should we handle conflicts when they arise?" These questions guide the team in establishing norms around communication, decision-making, and conflict resolution. I also explicitly introduce the concept of psychological safety, emphasising that mistakes are opportunities for learning. Regular check-ins to review and adjust these norms ensure they remain relevant and effective, fostering a collaborative and balanced team environment.

Encourage executives to foster a culture of transparency and open communication within their teams. Guide them on how to give and receive feedback effectively, ensuring that all team members feel valued and heard, regardless of their position.

In my experience, Psychological safety (where team members are confidant that they won’t be punished or humiliated for speaking up) is a critical aspect of Leadership Development. I coach leaders to foster an environment where all voices are heard and valued. This might involve setting ground rules for meetings, limiting speaking time to ensure everyone has a chance to contribute, and encouraging the shy ones to speak up.

Empowering quieter voices involves creating a psychologically safe environment where all team members feel valued and heard. Encourage less dominant members to lead discussions or projects. Use ground rules in meetings to limit speaking time and ensure everyone contributes. This approach not only balances power dynamics but also leverages diverse perspectives, driving better team performance.

it's important for leaders to foster an environment where all contributions are recognized and valued equally. For instance, during a team meeting, a leader could highlight a successful initiative led by a junior team member, detailing the specific actions they took and how it positively impacted the project. By implementing this practice, leaders can create a more balanced and inclusive team environment, where every voice is heard and valued.

Addressing power imbalances is an ongoing journey, and providing continuous support is crucial. Regular check-ins enable you to assess the effectiveness of implemented strategies and make adjustments as needed. Embrace successes and learn from setbacks, cultivating a culture of continuous improvement and collaboration within the team. By monitoring progress and offering steadfast assistance, you contribute to the development of a balanced, harmonious, and productive work environment.