Try to get the expectations set formally and define the action items. To avoid politics, more formal process and regular update to senior management is needed.
Saving Changes...
Communicate with both and confront them with facts and offer to resolve issues if any. You have to cultivate a transparent system where no energy is wasted in internal politics and all efforts are directed towards achievement of strategic objectives. Saving Changes...
arlene trimbleAssistant IT Director| Local GovernmentAlamo, Ca, United States
I agree with Suhail and Pravin. We need to communicate the project roles and expectations upfront. Having the roles and responsibilities and project success criteria clarified upfront in project charter is very important so that the team members are clear about the project goals and objectives and the responsible persons. Doing retrospectives and performance metrics along the way would be helpful as well. Saving Changes...
saurabh mahajanPMP, ITIL, PRINCE2| vodafonePune, Maharashtra, India
I always say and believe "Let your action speak". Politics is not always BAD. sometimes to make some things good you have to indulge in politics, but remember politics for the better of project and project members.
For your situation everybody has given you ways to handle it. I will give motivation.
1) Set your target. (the result desired by your organization/Client)
2) Plan your action
3) Execute your action to get the target.
If target is achieved then nobody will blame you, plus nobody will dare to come in between your work as well. This way of politics always rewards :-) Saving Changes...
Try to distinguish by employing a RACI (RASCI) matrix to allow all of you to differentiate between tasks, competencies, and responsibilities.
Last time I found myself in a situation where roles and responsibilities only seemed to be clear - but differently for everyone - I just went to the senior manager and kindly asked for his help to support me in clarifying my role. As he asked for an explanation I just honestly answered that I was not so sure about where my competency ends and his starts and thus needed help in defining limits. Long story short, he agreed and we defined (and documented) the roles and a RACI and then the project work went on smoothly.
Although I absolutely understand that this behavior is unfair and offending try to be strong and self-assured and reach out for collaboration. The point is - you cannot solve it without them. The more problematic the collaboration the nearer try to get to identify causes and possible solutions. It might be hard to overcome the anger and to gain trust again, but usually it's worth it. Just ensure everything is taken down and meeting minutes and agreements are shared among the team to achieve transparency as well as reliability.
