Different Leadership styles can get into conflicts if they are not properly aligned with set goals. To navigate that as a mediator first need to understand their leadership & approach towards the goal. Fostering open communication and listening to their prospective. Educate them about the outcome which is expected and inspire for the decision making to integrate their styles to reach expected goals. Identify the personality traits of both to strategies the approach to address the conflict in a smooth way. Set the common goals for each to achieve the desired results within the timeline by making them responsible for the success. On-going frequent checks for fats actions and better results.

Seek to understand each perspective. Outline each others needs and where there are differences work together on generating options that will meet each others needs ie win wins not compromise.

When I’ve had team members clash over leadership styles, I’ve found the best approach is to sit down with both of them individually first, to understand their perspectives and what’s really bothering them. Then, I bring them together in a neutral setting and encourage open communication, focusing on finding common ground. It’s not about who’s right but how they can complement each other’s strengths. I’ve seen this help shift the focus from conflict to collaboration, with a little compromise on both sides.

Quando me deparo com um ambiente de conflito entre estilos de lideran?a, minha primeira a??o é tentar melhorar o ambiente de trabalho, garantindo que haja respeito e abertura para o diálogo. Depois disso, gosto de realizar um exercício onde cada líder tenha a oportunidade de enxergar a situa??o pelo prisma do outro, promovendo empatia e compreens?o. Em seguida, busco separar o fato da emo??o, focando na resolu??o objetiva do problema e deixando de lado os sentimentos pessoais, para que possamos encontrar uma solu??o equilibrada e eficaz para todos.