I am in a similar situation myself, but having to deal with the regional challenge of helping out a laboratory 2 hours away and keeping my skills fresh. Keep in constant communication with your supervisor and be mindful of your energy. If it's getting too much,speak up. Also know that this is great experience to put on your resume. Remember to breathe and know that this time will pass.

Who is in charge of the manager in charge of department B? If I were them I would want to know that manager B is getting in the way rather than helping. Can you bring this up to your boss and see if you can get help there?

when you have great leadership skills...finding balance is much easier as you go where you are most effective. Your mind prioritizes the needs of the company and the impact of your leadership. You find balance from need. Its clearly a good way to flex those leadership muscles.

I was put in a similar situation at the beginning of Covid - it was close to a recipe for disaster as Team "B" was struggling big time and they had been under the same manager for 20 years - it was NOT doable and ultimately I was asked to choose between the two teams - OF COURSE I wanted to keep my original team but I also knew I would be looked at as weak if I did not choose to migrate permanently to Team B". I am still quite resentful that I was put into this position - especially during such a stressful time as the beginning of a PANDEMIC and while we were ALL adjusting to working remotely for the first time - YES it was VERY difficult and I nearly had a nervous breakdown. AT one point I took a week off for my mental health

This sounds like a tough situation, Jennifer. I think a combination of what has been suggested so far is ideal. Try talking to the manager first. Be open with him/her about the resistance you believe you are experiencing and see what response you receive. If he/she is open to the discussion and smoothing things out, that's the best outcome. If he/she claims to not know what you're talking about or is otherwise dismissive or evasive, go back to the management responsible for giving you this responsibility, highlight what you've accomplished, share what you're currently experiencing and how the conversation went, then let them know you believe the manager will have to take over from there because you're at an impasse.

I would make sure that everyone understands that you cannot, no matter how good you are as a leader, manage "up". The current Manager runs his/her department ultimately. He/She has deliberately made themselves central to every process in that department. No need to focus on their the maanger's not cooperating. You shouldn't insinuate yourself further if you meet resistance. Ultimately you are trying to help and improve things as requested. I suggest you review the success you have had so far with your management and suggest that because the Manager of the group is making further change difficult or unnecessarily complicated due to that manager's need for control, you suggest that that Manager must now take the reigns moving forward. If this is not a highlighted and well meaning strategy, you will not be successful in future endeavors with the department. You will butt heads and clearly not be as ineffective. I would step aside and allow management to deal with the manager and his department (as clearly he has issued or why would your help have been enlisted in the first place). The management will will either address the issues directly and their need for your continued leadership or will allow the Manager to try to keep improving his/her department alone. You need to be strategic about your efforts and not unwittingly set up an adversarial position.

Hi Jennifer, That is tough! To echo what Monica mentioned, you clearly embody the needed leadership skills to be pulled in both directions, but it almost sounds too like the Managers in both departments need to be able to step up a bit more as well. With the manager in Department B, it sounds like they're showing signs of resistance. You may need to start at the beginning and rebuild a relationship with that manager as they are going to be your partner in ensuring things are getting done in that department. Were they involved with the changes before it was implemented? You both may need to start over and get together to highlight the benefits of why these changes are happening to achieve buy-in. Find out why there's resistance to understand how you can facilitate a partnership. Also, because you are starting to feel stretched thin, it sounds like you may need to talk to your direct manager about having a team or a coordinator to help support and manage different items you have. Another idea is, I'm not sure if you have any delegating responsibilities, but it may help to delegate a "Team Lead" in each department to help drive initiatives and collect updates for you as you oversee them and manage the changes and processes. Best wishes and hopefully things go well on your end!!

Jennifer, it sounds like you're exceptionally good at what you do, hence they asked you to assist in Department B. I've been in your shoes, so I speak from experience. You can only do what you can do. When a department manager fights you, it makes it difficult. It sounds to me like the manager feels threatened. The fact that you were brought in may appear as though he/she is not able to do their job. I would recommend that you have a one on one with the manager in Department B. Maybe ask how you can work together to improve the department. I wish you the best in all you do. I'm here to help if you wish to chat more. Clearly, you're amazing at your job!