How would you navigate conflicting feedback from different senior leaders on project direction?

To handle contradictory comments from top executives on project direction, synthesise their contributions to uncover shared aims and concerns. Prioritise alignment by fostering a discussion to resolve disagreements and create a shared vision. Communicate the reasons for the chosen paths clearly, demonstrating how they handle input fully. Implement a feedback loop to keep leaders informed and active, ensuring continuing alignment and making modifications as needed.

Negative feedback can arise from various aspects of the project i.e. job cost, schedule, QC. Were the expectations clear at the onset of the project? Tackling the "negative" feedback requires an understanding of the why - why do they feel this way? Was the result not as expected, is the project behind schedule, etc. Forward thinking, clear objectives, and comprehensive project planning pave the way to success. I've found that when I've taken over a project with poorly written SOW's, lack of accountable scheduling, or just plain old miscommunication - it's necessary to go back to the "drawing board" to discover the objectives. Deciphering what/when things went awry can lead to problem solving the "why" and create a new path forward.

Assess the impact and risk of each feedback on project and business. Understand the real reason behind each feedback. Each leader will look into the situation from their perspective. We need to decide what is the most important problem to solve.

I would navigate conflicting feedback from different senior leaders on project direction by facilitating a meeting to discuss and align on priorities, seeking common ground, clarifying the project's goals, and proposing a balanced approach that addresses key concerns from each leader 🚀

The way I've tackled such situations is by being focussed on Results, Goals and Accountability. If the feedback aims at improving the results and goals it has to be addressed positively! Your leadership skills are tested only on basis of such feedbacks. The important point in addressing the resolution of the feedback is effective communication! If the positive Results are delivered all such feedbacks see the backburners.

Prendre du recul est essentiel, mais ce n'est que le début. - Écoutez vraiment : L'écoute active de chaque dirigeant permet de saisir les nuances et les motivations derrière chaque commentaire. - Analysez les motivations : Comprenez ce qui pousse chaque leader à avoir un certain point de vue. Est-ce la vision à long terme, la rentabilité immédiate, ou un autre facteur ? - Cherchez les tendances : Identifiez les schémas et les points communs dans les commentaires. Cela peut révéler des préoccupations ou des objectifs partagés. - Formulez une synthèse : Avec ces informations, créez une synthèse qui prend en compte les aspects clés de chaque perspective. Cela vous donnera une base solide pour élaborer une stratégie équilibrée.

In my experience, it’s important to remain neutral and focus on what’s best for the project. Few approaches: Understand Both Perspectives: Take the time to fully understand the reasoning and priorities behind each leader's viewpoint. This will help you find common ground or a compromise. Communicate Transparently: Keep both leaders informed about the other's viewpoint and concerns. This can help prevent misunderstandings and might encourage them to work together to find a solution. Focus on the Project’s Goals: Bring the conversation back to the project's overall objectives. Propose Solutions: Based on your understanding, suggest possible compromises or alternatives that address the key concerns of both leaders.

I have gone through these situations often. Here are some tips to help you navigate this situation: 1. Take a step back and assess the situation thoroughly. 2. Listen to each leader's perspective and understand the reasoning behind their feedback. 3. Identify the core objectives and concerns that each leader has. 4. By doing so, you can begin to discern the common ground and differences. 5. This understanding will form the basis of your approach to reconcile the feedback and will help you communicate effectively with each leader.

When faced with conflicting feedback from senior leaders on project direction, seek clarification from each leader to understand their perspectives. Identify common ground among the feedback to establish a foundation for moving forward. Facilitate a meeting where all leaders can openly discuss their viewpoints and provide data to support your proposed direction. Be open to compromises and alternative solutions that address concerns raised by different leaders. Keep all leaders informed throughout the decision-making process and escalate the issue if necessary for higher-level guidance.

Identifiez l'essentiel : Concentrez-vous sur ce qui est vraiment important pour le succès du projet. Classez par importance : Faites une liste des objectifs clés et classez-les par priorité. Communiquez clairement : Expliquez pourquoi certains objectifs passent avant d'autres. La transparence crée l'alignement.

Determine the overarching goals of the project and align the feedback with those objectives by the organization. By prioritizing the goals, you can assess which feedback aligns best with the project’s vision and should take precedence in decision-making. Use an agreed process to leave the biasness out as much as possible.

Créez un espace sûr : Assurez-vous que chaque dirigeant se sente à l'aise pour partager ses idées. Facilitez l'écoute active : Encouragez chacun à vraiment écouter, pas seulement à parler. Cherchez des solutions ensemble : Guidez la discussion vers des compromis qui bénéficient au projet.

When facing conflicting feedback from senior leaders, first clarify each viewpoint and identify common ground. Prioritize actions based on their impact on project goals, and consider facilitating a discussion between the leaders to reach a consensus. If needed, seek alignment from your direct manager to mediate. Propose a balanced solution that addresses key concerns, document decisions, and communicate them clearly to all stakeholders. Stay flexible and adapt as new feedback arises, ensuring project momentum is maintained while managing expectations effectively.

Move past surface-level discussions and encourage open, candid conversations where leaders feel safe expressing their disagreements and perspectives. Use conflict as a creative tool—often, the best solutions emerge when divergent viewpoints are explored thoroughly and integrated thoughtfully.

Let the people share their ideas. Often we just need to be heard. Encourage open communication among the senior leaders to discuss their differing viewpoints. Facilitating a dialogue can lead to a better understanding of the rationale behind each perspective, potentially uncovering a consensus or compromise.

Explorez toutes les solutions : Pensez à plusieurs scénarios possibles pour répondre aux attentes. Présentez clairement : Montrez les avantages et inconvénients de chaque option pour éclairer les choix. Encouragez la réflexion : Aidez les dirigeants à comprendre les compromis nécessaires.

Based on the feedback and the prioritized goals, brainstorm various options that incorporate elements from each leader’s input. Presenting multiple solutions allows stakeholders to see different approaches and can lead to innovative solutions that satisfy everyone involved. Look for the win-win. Sometimes some options need to wait for a later time.

Passez à l'action : Une fois la direction définie, lancez les initiatives sans attendre. Communiquez clairement : Informez tous les dirigeants de la décision et des raisons derrière celle-ci. Surveillez l'avancement : Suivez de près les résultats et ajustez si besoin.

Once a decision has been reached, create a clear implementation plan that outlines roles, responsibilities, and timelines. Communicating the plan effectively ensures all leaders are on board and understand how their feedback has shaped the final direction. Do thing you said you were going to do and document it.

Prenez du recul : Analysez ce qui a bien marché et ce qui peut être amélioré. Tirez des leçons : Utilisez ces insights pour renforcer vos compétences en leadership. Voyez le conflit comme une opportunité : Bien géré, il mène à de meilleures décisions.

Seek help from your peers and management too who have worked on similar projects. This will help in focusing on the relevant feedback and way forward.