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[quote=Anonymous][quote=Anonymous][quote=Anonymous]That sounds frustrating, OP. It sounds like Team X is the profit center and you are the person who has to rein them back to reality and compliance, so you need to position yourself as a partner rather than an obstacle.

I would brainstorm all the things you can do to make Team X feel like you are on their side - e.g., meeting with them in person, regular check-ins, asking about their goals for the quarter, etc. Try to find out what issues were escalated to the c-suite and think about whether they could have been resolved with you / whether you could have reduced the scope of the problem.

Try a couple of the easy ones, like meeting with them, and then report back to your boss. "Hey, one of my goals this year is improving my collaboration with Team X. I met with them and I learned that what they need from us is #1 and #2. I think we can get to yes on #1 but someone in c-suite needs to approve #2. What do you think?"

Continue to tell your boss, at least quarterly, what you are doing with Team X and how you are trying to help them. And ask his input on resolving things with them, which gives him more ownership and makes it less likely he'll believe you didn't do anything. [/quote]

What’s interesting is Im already doing these things : meeting 1/1, pushing my team to build trust with their team ect. Friction happens when they want to for example ship an experiment and my team isn’t aligned on how the experiment is ran or how it should be priced or how a product is launched. I’d like to clarify that my manager and I are in the same meetings with the product team, and the head of product will still escalate to c-suite above my manager.[/quote]

Time for a new job. [/quote]

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