Two senior executives are at odds in the C-suite. How will you navigate the power struggle?
When two senior executives clash, it's crucial to maintain C-suite harmony. To navigate this challenge:
How do you handle leadership tension? Share your strategies.
Two senior executives are at odds in the C-suite. How will you navigate the power struggle?
When two senior executives clash, it's crucial to maintain C-suite harmony. To navigate this challenge:
How do you handle leadership tension? Share your strategies.
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Think of C-suite dynamics like a microservices architecture - autonomous but interdependent. While TOGAF emphasizes stakeholder mapping for understanding perspectives, I've found combining this with BizBok's communication patterns creates a robust framework for resolution. The key? Establish clear governance protocols before conflicts arise. Just as we design systems with failure modes in mind, build your C-suite interaction patterns with resilience built in. Remember: good architecture is invisible until it's needed!
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When two senior executives clash, shifting the focus to the organization’s bigger picture can help diffuse tension. Begin by acknowledging both perspectives and highlighting how their combined expertise is critical to achieving shared goals. Facilitate one-on-one discussions to uncover underlying concerns, then guide a joint conversation where solutions, not positions, take center stage. By steering the dialogue toward collaboration and emphasizing mutual benefits, you can help turn a power struggle into an opportunity for alignment and stronger leadership.
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Is it truly a power struggle or is it a difference in philosophies? A power struggle is just about ego and there is no place for that. That issue gets dealt with head-on. However, if it is a difference in vision or philosophy that is wonderful opportunity for organizational growth. I get excited to have two passionate folks challenging each other for the right reasons. This is a sit down and learn from each other moment. I guarantee the solution is somewhere in the middle and everyone comes out stronger and more cohesive. Communication with a facilitator and open minds can move mountains.
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In the realm of executive management, maintaining harmony among senior leaders is paramount for organizational success. When conflicts arise, it is essential to foster open communication and encourage a culture of collaboration, allowing diverse perspectives to contribute to innovative solutions. Leaders should embrace change and view conflicts as opportunities for growth, leveraging their unique strengths to drive the organization forward. By leading with purpose and vision, executives can transform challenges into catalysts for positive change, ultimately unlocking the full potential of their teams and enhancing operational performance.
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My approach to navigating a power struggle between senior executives would be to prioritise open communication, ensuring both parties feel heard and understood. I would facilitate a neutral space for discussion, encouraging a focus on shared organisational goals. By fostering collaboration and aligning their priorities with the broader strategy, I would aim to reduce conflict and promote a constructive working relationship. If necessary, I would consider bringing in external mediation to help resolve any persistent issues. Ultimately, maintaining professionalism and a clear focus on the company’s success would guide my actions.