How would you address power struggles between senior leaders in a coaching session?

Asking powerful questions like “what are you afraid of?”, “what lies are you telling yourself?”, “what 10% of the other person’s views can you stand behind?” often breaks the thought of having to be right.

Context is everything! I'm not clear on the context with this question; is it a one on one session? In which case I'd be asking how the individual knows there's a conflict? Then ask what other perspectives might be present in this situation? Then ask more questions based on their answers to the first two questions aiming to get the person to see beyond the power struggle. If it's a group session suggest some one -on one coaching to begin to make sure you understand both perspectives.

I do not know where those advices come from, but as far as power is concerned I never found a way to "put the things on the table". The appetite for power is most of the time inconscious. We can help clarify arugments of leaders that are in a disagreement. But beware not to take a disagreement on a topic for a struggle for power. They could appear similar but are very distinct.

Facilitating open dialogue to uncover underlying motivations and concerns, fostering empathy and mutual respect while guiding leaders to focus on shared goals and collaborative solutions rather than individual agendas; by encouraging introspection and emphasizing the collective impact of their decisions, leaders can transcend conflicts and cultivate a unified leadership approach that drives organizational success while fostering a culture of trust and cooperation.

The first step in addressing power struggles between two senior leaders is to speak with them individually. Designing an action plan for change starts with a clear view of each leader’s perspective regarding the issues that are creating an impasse for their relationship. Everyone, regardless of title, appreciates the opportunity to be heard and acknowledged. Another best practice approach includes the collection of quantitative (360 assessment) and qualitative (stakeholder interviews) data to identify blind spots impacting the leaders’ ability to effectively navigate their relationship. A coach is then able to identify themes from the data, to play back to each leader, and determine a path forward based on how the themes are received.

Identify Common Goals. Focus on aligning the leaders around common organizational goals and objectives. I emphasize the importance of their combined efforts in driving the company's success and help them see the bigger picture during such sessions. Highlight how their collaboration is crucial to achieving these shared outcomes.

When engaging each leader in the preliminary conversation regarding the issues impacting their work together, it’s essential to have each of them articulate their definition of a successful relationship with their counterpart. It’s then up to the coach to help each leader to identify their near term, and ideal longer term, best case scenarios of success. The coach will then use these examples to moderate the first discussion with the leaders to define short and longer term milestones for the engagement and their relationship. Change is best monitored as a series of milestone achievements to maintain focus and to provide leader participants with an opportunity to track progress.

Facilitate Open Dialogue. Begin by creating a safe space where leaders feel comfortable expressing their perspectives. I start such coaching sessions by setting ground rules for respectful communication and then guide the leaders to openly discuss their viewpoints. Encourage each leader to share their views and listen actively to understand underlying issues.

Mutual respect is the cornerstone of a successful leadership team. During coaching sessions, highlight the importance of respecting diverse opinions and appreciating the unique value each leader contributes. Employ techniques such as role-reversal exercises to allow leaders to comprehend each other's positions and challenges better. Fostering respect among leaders not only addresses existing power struggles but also serves as a proactive measure against future conflicts. By cultivating an environment of mutual respect, your leadership team will be better equipped to navigate complex situations, make balanced decisions, and work cohesively towards common goals.

My go to approach for leadership accountability is to design and moderate a discussion with senior leader accountability peers to create role clarity. Ambiguity and assumptions are often the undercurrent that fuels strained senior leader relationship dynamics. This approach ensures operating assumptions are addressed and confirmed as accountability agreements. Follow up at the 30-60-90 day mark provides sufficient time to set the leaders on a path to sustainable change in their relationship and daily interactions.

Trust is the cornerstone of effective leadership. For senior leaders, trust is particularly crucial as it fosters collaboration, reliability, and unity. Building trust requires intentional efforts, including trust-building exercises and encouraging vulnerability and honesty in discussions. These tactics can heal rifts caused by power struggles and create a more cohesive leadership team. Some strategies for building trust that I use are: ? Promote empathy and unconditional positive regard ? Encourage open communication ? Promote transparency and authenticity ? Foster vulnerability Some trust-building exercises I facilitate are: ? Team-building activities ? Peer feedback sessions ? Team charter/team contract

Assume positive intentions. It's easy for those involved in a conflict to impute negative motivations to the other. From power-hungry to ego-fragile, beliefs about the other get in the way of genuinely working towards an outcome. As the coach coming into such a situation, it is on us to bring the expectation that all are working towards the greater good of the organisation. People will often rise to our expectations. At the very least, such a premise will allow us to start a sincere exploration of the reasons behind their stance. It's been my experience that most leaders have noble, and often aligned, goals, it's in the strategies that they go awry. When that comes to light, leaders can often start to find ways to agree to strategies.

In my coaching practice, i have additionally considered: Reframe the ''power struggle'' as an opportunity to strengthen leadership. Senior leaders respond well to the opportunity to get their abilities sharpened through this challenge. Then, enable leaders to recognize and appreciate what is great about one other has helped. This way, one moves from opposite stand into a shared place, where they may understand both are great professionals and there is room for win-win strategies.

Mediate with Neutrality. As a coach, maintain a neutral stance and mediate the discussion impartially. Address any biases or emotions that might escalate the conflict. I ensure that my role as a neutral facilitator during such sessions helps both parties feel heard and respected, which is essential for resolving conflicts.

In addition to what you have said, creating/demonstrating WIIFM(whats In It For Me) for each of the parties involved and enabling them to find the common zones where each of them can win by contributing to other’s success can go a long way in harnessing sustainable relationships.

Embrace the Art of Strategic Vulnerability: Counter-intuitively, true power often lies in the ability to show vulnerability. Encourage leaders to share their fears, insecurities, and personal stakes in the conflict. This isn't about group therapy; it's about creating human connections that can withstand the pressures of high-stakes decision-making. Map the Invisible Networks of Influence: Power isn't just about org charts and job descriptions. It's a complex web of relationships, favors owed, and unspoken alliances. Help your clients map out these hidden power structures, identifying key influencers and potential allies who may not hold official authority but wield significant sway.