I would first meet with both leaders individually to understand their perspectives and concerns. Next, I’d facilitate a joint discussion, encouraging open communication and mutual respect. I would focus on finding common ground and aligning their goals with the team’s overall success. For example, in a previous project, two team members disagreed on strategy, but after a transparent conversation, we aligned their ideas, resulting in a stronger plan. I’d emphasize collaboration, compromise, and keeping the team’s vision at the forefront to ensure the conflict is resolved positively and constructively.

Bring them together, state your good intent which should be to work together and not against each other. State facts - what have you seen or heard that has given you the impression they are at odds? Is it something that is a one time/first time thing or is it recurring? Is it impacting other team members? Share with them the facts and what the facts lead you to believe about the situation and potential end results, and then ask them for their take on it. Hopefully this creates a safe space for dialog. Finally, find something that all parties can align and agree on. Start from there and work backward.

To resolve conflicts between emerging leaders, I employ a structured approach based on the Conflict Resolution Framework, which focuses on open dialogue & shared objectives. In a project, I facilitated a neutral discussion to uncover each leader's motivations & concerns, which brought hidden issues to light. By clarifying each leader’s roles, we minimized overlap & aligned their goals, fostering a collaborative environment. If needed, mediation with a third party can also smooth the process. For further insight, "Crucial Conversations" by Patterson et al. offers valuable techniques. Managing team dynamics is like untangling headphones—you need patience to get everything working together! ???? Do follow for more insights like this! ??

Facilitating open dialogue really helps uncover the root causes and fosters mutual understanding. Setting clear roles and providing mediation can transform tensions into opportunities for growth. It's all about creating a collaborative environment where everyone thrives.

When two emerging leaders clash, step in as a facilitator to help them refocus on common goals. Encourage open dialogue where each can share their perspective. Then, guide them to find shared ground and remind them that differences can lead to growth if managed with respect. Promote a solutions-focused approach, highlighting that healthy conflict is part of leadership development. "Conflict is inevitable in leadership; it’s how we use it that shapes our success." Wishing you a productive, harmonious, and forward-focused day. Keep building that strong team foundation! Chris Clevenger