When opinions differ, it is important to shift the focus from arguments to common goals. A clear structure for the discussion, where everyone can speak without interruption, helps. Another good technique is to ask questions that force you to look at the situation from a different angle. And, of course, respect for each other's positions is essential. What methods work for you?

When handling conflicts in executive coaching, I focus on creating a safe space where both sides feel heard and understood. I guide them to recognize that their differing views stem from different perspectives, not necessarily opposition. By encouraging active listening, I help them find common ground. I also prompt them to explore the bigger picture—how their collaboration can drive the organization's success despite their differences. It's all about reframing the conflict as an opportunity for growth. After all, in leadership, the best outcomes often come from embracing diverse viewpoints and steering them towards a unified goal. Leaders aren't defined by agreement, but by how they navigate through differences!

Conflicting views always exist when there is no common vision in place. This is where maturity and understanding of a corporate environment come into play. The corporate environment is not about the individual, it is about vision, profit, revenue and customers. A company that does not make its vision, mission, values and goals clear will always have people creating conflicting situations. Let's get practical: 1) Understand the values of the individuals, they will feel welcomed by this. 2) Make the values and corporate vision clear. 3) Ask the Executives, "What adjustments can be made to make your values more compatible with those of the company?". 4) How can I help you with this?

When coaching two executives with conflicting views—both of whom are my clients—my role is to facilitate alignment in service of their stated goal: reaching an agreement. I start by ensuring both leaders are clear on why this agreement matters and what a successful outcome looks like. From there, I guide them to identify common ground first, so they’re working from shared priorities rather than entrenched positions. I also use reflective techniques, like having each executive summarize the other’s perspective before responding, to ensure real listening is happening. When tensions run high, I bring the conversation back to the bigger picture—what they’re building together.

Aqui est?o algumas estratégias que ajudam a transformar conflitos em oportunidades de colabora??o e inova??o: -Crie um espa?o onde se sintam à vontade para expressar suas opini?es sem medo de represálias. -Comece a reuni?o estabelecendo os objetivos da discuss?o. -Incentive cada parte a compartilhar seus pontos de vista. -Procure por áreas onde há concordancia, mesmo que em pequenas quest?es. -Pe?a a cada executivo que explique como suas experiências e preocupa??es influenciam suas opini?es. -Incentive o grupo a trabalhar junto para desenvolver solu??es que sejam aceitáveis para todos. -Quando um consenso é alcan?ado, assegure que todos concordem com as a??es a serem tomadas e seus respectivos papéis.