Here are some steps I would look at taking to aid in the shift:

Identify the source of the conflict or confusion. Is it a person or is it a process? If it's a process, and there is an existing outline, it might be outdated. If it's a person, it likely stems from fear.
Update and clearly define the roles and responsibilities of your team. This should involve creating a list of goals and tasks for which your team is responsible. This helps with overlap and prevents confusion. I would do a one-sheeter on this and just keep it simple.
After you have come up with the process, I would encourage you to set up meetings with other teams you'll be working with closely in order to set the tone that your team wants to be inclusive and work together but wants to streamline the process. This will encourage others to follow suit.
Create and enforce boundaries. I'm not saying you should be the person who is always saying "that's not my job," but it can help your team take ownership of what they should and bring in an alternative team when it falls into their wheelhouse. This will help modeling become more inclusive, which is what you want.
Lead by example. If your team is feeling left out, don't do that to another team. We all know everyone doesn't need to be in every meeting, but sometimes by giving others the option to participate and letting them know that you value their voice, you'll see a shift and they will start to value yours.

This isn't an airtight strategy to prevent all conflict in your organization;, however, when there is conflict, it's often due to a lack of direction or information. If there is a deficit, his will help to clarify both.

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The Syrup: conflict management

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