Your team does not agree with a decision of management that team must follow. How would you convince your team and retain your popularity?

First it depends on the nature of the situation. But In this case I have to explain the problem and ask each one of them to give a solution with the positives and negatives.

 

After discussion with all alternatives, explain to them the positives of the decision taken.

 

 

Firstly, forget about popularity.  It doesn't matter.  It's nice to have it, but it doesn't matter.  What does matter is respect.  (This is covered by Machiavelli in the The Prince".)

 

Secondly, listen to your team's point of view and consider it carefully.  Do they have a point? 

 

Thirdly, explain why you think the decision is the right one.

 

Fourthly, let the result speak for itself.  Assuming you were right, of course.  If listened, expained and were right, and were nice about it, popularity will not be seriously affected.

I would explain them  the reason behind the managment decesion.I would motivate them to take this poitively indicating that we should able to take any potential challanges.

Keep them up to date for to perform their principal activities correctly.

I will rather explain the team more about the decision and make them understand the positives of taking such a decision. Will try to convince them the need of such a decision at this particular time and gain their confidence by sharing all the available details.

We need to explain in detail the  back ground, enviornment, constraints and seek for better decisions and involve te team in understanding the reason for  decision. Team involvement  and conviencin te team it is better decision for oranization and team witin te constraints .

In 21st century global village there is no place for taboo and imposed decision, unless they are easy explainable and realistically achievable, no matter coming from C or any other management level. People are not stupid, on the contrary, and it's just question of trust, competence and willingness to share the vision, but also capacity of manager to hear the opposite opinion. Our differences create the added value, and we have to cherish that…

We voice our opinions and suggestions to the management only if we can convince them for the same. If I suggest for a core Switch upgrade just because the device is old doesn't make sense, rather suggest an upgrade with proof on perfomance and vendor support. Mostly we don't come accross huge difference in opion professionally, that would affect the team morale and perfomance and come up with a feasible and required business solution.

It really depends on the situation and management decision, if the management decision is in the benefit of the company in the longer run although it is hurting the employees in the short run then I would try to make them see the longer term view of situation. However, once has to be careful becuase if you are always trying to convince the team of the management decision then you will very soon be seen as a pawn of management looking after your own interest losing creditibility with the team

On the one hand, the team has to be open minded to embrace management's decision.  On the other hand, hearing out the team's ideas could (possibly) open doors to better way of achieving results sought by management.  The manager's delicate role is to balance these two options with a view to achieving results because at the end of the day management wants results.  And that's what pays the salaries ... for management, the manager and the team!

I would focus mainly on teamwork and assure the decision will bring benefits to team, first of all. We need to reinforce in a daily basis how import each of our team members are important to the company. Their efforts, actions, participation, and results must also be emphasized. In a multicultural environment it's hard because we all focus on our own way of applying and accepting decisions. People need to feel important and most of all, responsible for the results we bring into the organization. When we understand that the results, good or bad, are our own responsibities we are more succeptible to cooperate. Management has to assume responsibilities too on the results when taking decisions. It's a two way play. Make sure the decision is coherent and will bring the expected results. Also assume responsibilities for the results.