[MUSIC] Quite recently I've had an experience where undefined roles affected not only the project plan, but the functioning of the entire team. An example would be, we have a large technology, I'm the technology officer so I'm involved with a lot of those kind of projects. A large initiative that involved players from the business as well as the technology group, the executive group, and myself, and we found ourselves in a situation where everyone started to think that they were responsible for a certain part of a website that was being developed. Naturally, everyone had a different concept of a website, what it should look like and feel like and respond, so we had to get back together and redefine who took the responsibility role and who acted in a supportive and consultive role in order to get the project back on track. And start receiving actionable, deliverables, and meeting our milestones. Oftentimes in team dynamics, there can be a situation where the team is accustomed to a certain level of performance, certain level of achievement. Oftentimes, conflict can arise within the team or from outside influencers that can push that team to a new level, raise that bar, or they previously didn't really understand that, that could be achieved. An example of that is a project I was involved with. I came in to a new company and I wanted to see a certain performance rating with the network, which had never been achieved before. Naturally, when the new person came in and started spouting off the goals that had never been done, it caused a lot of conflict in the team and through the exercise of that, and rationalizing how we would approach it as a problem rather than as a team dynamic, it was, in fact, achieved and exceeded. So I call this, I use a lot of analogies and things, I call this a journey of self-discovery. Sometimes conflict is a healthy thing in a team, whether it might feel that way at the moment or not. There's often an urge to jump in and provide a resolution immediately because sometimes conflict is uncomfortable. However, letting people kind of work that out and not go through a journey of discovering that they can't be successful without each other, or perhaps learning more information about their goal. And then gently coming in later through suggestions and through a little bit of exercise guidance can often help people realize the resolution themselves. And that's always more readily adopted than being have it, being basically, put to the group, or put to another person. [SOUND]