Start with a question - What are we trying to solve for our stakeholders? Being outcomes focused shifts conversations from which technique to use, to what value your team is creating. There'll be multiple ways to produce solutions, so pick the one that offers the right balance between effort/quality/timeliness for the use case. Set the right culture and values for your team to align with your organisations mission and vision so they select the right approach. One proud moment I had during a culture transformation was in a planning session when a team member challenged a group saying "We're not being customer centric enough!". That one line was so powerful to pause the conversation, create a solid plan and unify everyone around the goals.

Methods might be different but the thought process behind each methodology is a value add. So open brainstorming sessions to achieve a common goal, connect over competency sharing, share knowledge across to avoid differences as differences comes when there is an unknown. Facilitate cross methodology work to effectively share knowledge. This might impact productivity for a shorter span but might foster unity and productivity and lower the risk of tight dependency on a resource.

To ensure unity and productivity, you need to first set a clear goal. This is so that everyone would know what they are supposed to achieve through their own analytical methods. You need to then conduct open discussions. This is so that everyone would be able to listen and understand about each other's analytical methods. You need to also find a common or similar method of analyzing the data. This is so that everyone would be able to reach an agreement on the methods used.

The key is corporate culture. If each team member knows what is expected of them, they should be given the freedom to showcase the strengths and weaknesses of their chosen method. There should be no interference in daily tasks; instead, through periodic follow-ups, the leader should be able to highlight the advantages of the best method, allowing the team to draw conclusions independently.

Primero que nada considero que es importante que se puedan comunicar abiertamente, deben de poder expresar sus ideas, opiniones e incluso preocupaciones, y siempre respetando escuchar a los demás. Los objetivos deben de ser comprendidos por todos los miembros, debemos de analizar los métodos actuales y así poder identificar si tienen debilidades y fortalezas que pudieran estar generando la división en el equipo. Con lo anterior se podrán tomar decisiones adecuadas tomando en cuenta la opinión de los miembros del equipo, a su vez se puede fortalecer su participación a través de capacitaciones y oportunidades de desarrollo para ellos, a través de un liderazgo claro.