Redesigning Roles for Long-Term Impact

When dysfunction is deep-rooted between two divisions, a systemic approach is needed. The confrontational, risk-averse attitude from the leadership is likely reinforced by the structure of the division and how roles have been defined. In this advanced tactic, you will work to restructure their roles, responsibilities, and workflows to prioritize collaboration and make partnership a core part of how these leaders operate. This approach aims for a long-term shift in how they view their work and interact with the rest of the organization.