Make your matrixed team easier to lead, one conversation at a time.
You’re leading a matrixed team, and it feels like no one’s really in charge—but everyone wants to be. Priorities conflict. Meetings drag. People say things like “we need alignment” but leave without making a decision.
And somehow, you’re supposed to lead through this. It’s tricky. Matrix organizations are built for speed and flexibility—but without the right conversations, they can grind people down.
The good news? Even without formal authority, you can change the game using four focus areas: Connection, Clarity, Curiosity, and Commitment—along with some language that can help you get there.
Who’s Actually in Charge Here? (An Asking For a Friend Video)
In this “Asking for a Friend” video, Karin Hurt shares practical advice and powerful questions to improve collaboration in a matrix organization.
1. Start With Connection
In complex organizations, conflict is often baked into the structure. That tension can be good, leading to innovation and learning. Or destructive–when people avoid or mishandle the tough conversations.
One of the most useful things you can do is bring your team into a shared conversation about how they’re showing up.
“What are we doing that’s hurting collaboration with our matrix partners?”
“What’s working—and how can we do more of that?”
This doesn’t require a formal meeting or deep trust. Just a moment of honesty and shared ownership.
Try this: “What do we want it to feel like to work with our team?”
Start here, and you create the psychological safety that opens the door for real collaboration.
2. Bring Clarity
Matrixed teams don’t usually lack talent—they lack clarity. What are we doing? Who owns what? How will we make decisions?
Instead of defaulting to vague alignment talk, name what success looks like for each of you. At a practical level AND underlying motivations.
“What would a successful outcome do for you?”
“How do our priorities support the customer’s success?”
These questions reveal unspoken pressures and motivations, and help create a path forward. And when decision-making is stuck, redirect with:
“Who owns this decision, and how will we know it’s been made?”
One well-timed question can save five meetings.
3. Lead With Curiosity, and Simplify
Simplify.. You’ll stand out by asking the questions that cut through the noise:
“What’s the simplest way to do this?”
What’s one thing we could stop doing that would free up energy for what matters most?”
And when people feel like they’re spinning:
What’s getting in the way of making this easier?”
These questions help keep your matrixed team focused on the most important thing.
4. Make Commitment Visible
In a matrix team, accountability is often assumed but rarely agreed on. That leads to confusion, finger-pointing, and dropped balls.
Make commitments visible and mutual.
Ask:
“How will we hold ourselves accountable?”
“How will we know this is working?”
“How will we celebrate success, progress, and meeting our commitments to one another?”
Note: Many of the matrixed teams we work with find that creating team agreement (or “couth code”) makes accountability conversations so much easier.
Where to start? Have the conversation. “I know you care about the success of our work and this team, and so do I. Can we schedule time to discuss how we can work even better together?
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