Conflict within an audit team over roles and duties is common, but it can be an opportunity for growth. First, I would step in as a mediator, not as an authority figure, to encourage open communication. I’d clarify the objectives of the audit and ensure everyone understands their individual contributions to the bigger picture. Then, I’d redefine roles based on team members’ strengths, ensuring balance and reducing overlap. Finally, I’d establish clear processes for collaboration and follow up with regular check-ins to prevent future misunderstandings. A cohesive team isn’t built overnight, but with alignment and mutual respect, it’s achievable.

Using a RACI matrix would help. RACI stands for Responsible, Accountable, Consulted, Informed. If the team has not used it before, clarifying who is responsible for which tasks, who is accountable, who needs to be consulted and who needs to be informed can clear up confusion. In summary, steps could include: 1. Create an open discussion to raise concerns. 2. Use tools such as RACI to clarify roles. 3. Revisit and adjust the audit plan as needed. 4. Assign roles according to strengths and balance workloads. 5. Document agreed roles and responsibilities. 6. Plan follow-ups to monitor progress and make adjustments if necessary.

Three steps which have to be taken: 1- Review the best practices for the related audits. It can be accessible inside the company, if you work for a multinational. Or you need to find some online. The best practices help you to use previous experiences to set the roles and duties. 2- Develop the best structure of roles and duties for your company and customize all the items to serve the best in your context. 3- Set communication session to clarify everything for the team. Also, periodical meeting to review and reinforcement is necessary.

Mediation exercise should involve:- - identifying right person for the right job and then allocation of work on the basis of expertise of the personnel to ensure productivity. - identifying conflicts amongst the team members and guiding those who are dissenting after hearing them and help putting forth their stand, if found in the interest of achieving objective of the team’s goal. -educating the members about the common goal and self learning. - identifying personnel deserving reward and recognition to create an atmosphere of motivation and inspiration for those underperforming without making them feel belittle. - organising training and group discussions so that chances of conflicts could be minimised as everyone will be heard.

In my experience, resolving team conflicts effectively often involves this one. 1. One-on-One Conversations: Speaking with team members individually before a group discussion helps uncover underlying issues and ensures everyone feels heard. 2. Neutral Mediation: Having a neutral third party, such as a senior team member or supervisor, mediate the discussion can prevent emotions from escalating. 3. Fact-Based Resolution: Encouraging a data-driven approach, especially in an audit team, helps shift the focus from personal disagreements to objective solutions. 4. Establishing Mutual Accountability: Encouraging team members to hold each other accountable in a constructive manner fosters collaboration and minimizes misunderstandings.