Part of getting clarity on what is happening is to speak, confidentially, with all team members. If there is sufficient trust in you as a leader and in the organisational (culture) in general, the issues are likely to surface. As a next step, sharing the problem statement combined with quotes of what people say is a good starter to the team conversation. As a next step, aligning on the goals (I often call them Must Win Battles) for the team helps get people realigned on the shared purpose. Keeping your eyes on the people in the period that follows, combined with regular check ins would be essential to cure and not just cover the problem.

Start by acknowledging that conflicting feedback isn’t a problem—it’s a resource. Different perspectives cover blind spots and lead to stronger decisions. Imagine a team debating a product launch. One sees risk, another sees opportunity. Instead of choosing a side, a great leader weaves insights together to refine the strategy. Common ground isn’t about who’s right—it’s about aligning ideas toward a goal. Facilitate this by asking powerful questions, summarizing key themes, and co-creating a path forward. When leaders guide the conversation, diverse input becomes a competitive advantage.

When team members provide conflicting feedback, I focus on aligning everyone to the shared goals, as differing opinions often arise from different interpretations. I guide the conversation by moving from subjective views to objective facts, using data to minimize biases and focus on what’s most relevant for the business. I encourage active listening and validate emotions to foster psychological safety, allowing team members to express themselves fully and move beyond initial biases. This approach ensures the team reaches a constructive resolution.

When team members offer conflicting feedback, I prioritize realigning everyone with shared objectives, as differing viewpoints often stem from varied interpretations. I steer discussions from subjective opinions to objective facts, leveraging data to reduce biases and focus on what truly matters for the business. By promoting active listening and fostering psychological safety, I create an environment where team members feel heard, enabling them to move past initial biases. This approach ensures a productive and solution-oriented outcome.

Conflicting feedback is a leadership challenge that requires active listening, clarity, and alignment. First, acknowledge all perspectives without immediate judgment. Identify common themes and underlying concerns to find patterns. Facilitate open discussions to encourage collaboration rather than competition. Clarify the team’s shared goals and ensure feedback aligns with them. If necessary, make data-driven decisions to minimize subjectivity. Communicate your final decision transparently, explaining how different viewpoints were considered. Effective leadership is about balancing differing perspectives while driving collective progress with clarity and conviction.