Mending fences after a disagreement in leadership starts with a mindset focused on resolution, not confrontation. First, active listening is key. Create a safe space for the team member to express their concerns without interruption. Truly hearing them out shows respect and signals that their viewpoint is valued, even if there was a disagreement. Next, transparency is crucial. Clearly explain the rationale behind the decision that sparked the conflict. When team members understand the thought process behind leadership decisions, they are more likely to appreciate the broader perspective and align with the team’s direction. Acknowledge any areas where their input may not have been fully considered and discuss those openly.

Challenging a leadership decision should be normalised. This is what true leadership is about. It does not show a lack of trust, in fact I believe it shows a deep trust. If leaders can create an environment where decisions can be challenged and discussed by getting into healthy conflict, then teams can thrive. How can we expect people to commit to action if they don’t believe in that action? Once we have had a healthy debate we can choose the best course of action and everyone can commit to this.