1) Ensure ‘Open, Transparent and Honest’ communications with your team. 2) Having a shared “Vision” (big picture - long term strategy), ‘Target condition’ enables employee engagement and collaboration, involving team in decision making process, value their opinions which “builds trust”, learning from each other that breaks down organisational silos. It is critical to encourage diverse thoughts and opinions for more innovative solutions. 3) Getting the ‘Buy-in’ from the employee (s) who need to implement the strategy. High commitment levels can be seen once the logic/ rationale behind the decisions are well aligned. 4) Be a ‘Continuous learner’ - look for individual ‘blind spots’, be self-aware (your strengths, weaknesses and EQ)

When a team member challenges your call, it's not an attack—it's an early warning system firing! Here's one approach: Transform that challenge into a problem-solving session. "Thanks for flagging this—walk me through your concerns so we can test this decision together." Resist the reflex to defend. Instead, ask the questions that uncover their expertise: "What factors do you think I might have overlooked?" Their perspective often reveals blind spots. Share your decision roadmap that shaped your thinking. Sometimes resistance melts when they see the full picture you're working with. Close the loop visibly. Whether you modify your decision or stick with it, explicitly address how their input influenced your thinking - it can help buy-in.

Resistance means fear. I invite the team member into conversation with an intention to stay curious. I create space for them to share their perspective fully. I ask questions, paraphrase, and ask, “What am I missing?” I listen for & acknowledge their expertise & viewpoint. Then I ask if they are willing to complicate the story they’re telling about the decision, and share context/ constraints that influence the decision that they might not be aware of. I'm direct about whether the decision is final or open to modification. If needed, I outline supports that are available to help them adapt, look for any areas where their input could improve implementation, and share how they can continue to communicate concerns and needs.

Meinungsverschiedenheiten gehören für mich dazu – sie bringen neue Ideen und helfen, bessere Entscheidungen zu treffen. Deshalb ist mir ein offener Austausch wichtig. Jeder soll seine Meinung frei äußern können, ohne Angst vor Kritik. Ich höre genau zu, stelle Fragen und versuche, die Sichtweise meines Gegenübers wirklich zu verstehen. Streit vermeide ich nicht, aber ich halte Diskussionen sachlich und respektvoll. Gemeinsam suchen wir nach Lösungen, testen Ideen und lernen daraus. Am Ende zählt für mich, dass sich jeder gehört fühlt und hinter der Entscheidung stehen kann – auch wenn nicht alle einer Meinung sind. Denn nur so wächst ein starkes Team (zusammen).

- Prendre un moment pour l'écouter attentivement. -Intégrer les différents retours dans le processus décisionnel. - Prendre du recul et analyser la situation sous différents angles nous permettra de mieux évaluer les risques, les avantages et les implications de cette décision. -Encourager le partage des observations - Favoriser un dialogue respectueux, encourage la transparence et assure que les préoccupations sont prises en compte tout en renforçant la collaboration.