It can be tricky when there’s a divide on autonomy within a team. Finding that sweet spot where everyone feels empowered but also connected can make a huge difference in collaboration. I think it’s all about communication and understanding what autonomy means to each person. Some may want more freedom to make decisions, while others might prefer more structure. As leaders, it’s about finding a balance that plays to everyone's strengths and keeps the team aligned with common goals. Regular check-ins and clear expectations can help create that trust and collaboration.

I would take the following steps: 1. Facilitate Open Communication and Discussion - This creates a space for everyone to voice their concerns and expectations. 2. Clarify Roles and Expectations - By setting clear expectations around autonomy, I can reduce confusion and ensure everyone knows when they can take initiative and when they should collaborate. 3. Establish a Balanced Framework for Autonomy - This balance ensures that autonomy is encouraged without sacrificing team cohesion. 4. Foster a Culture of Trust and Accountability - Building trust is key to promoting autonomy & accountability. 5. Encourage Regular Check-Ins and Feedback Loops - Regular check-ins foster communication and allow me to provide guidance when necessary.

I take steps to align their perspectives while respecting individual preferences. I introduce role clarity workshops where each member maps out their responsibilities and understands where autonomy serves the team's objectives. We also use regular feedback loops that adjust levels of autonomy based on project needs and individual performance. This approach ensures everyone feels both independent and integral to our collective success.