You have two top sales executives at odds. How do you navigate their conflict effectively?

Eu pessoalmente já vivenciei algumas situa??es como esta e estava no meio dos dois. Você já deve ter ouvido aquele ditado que diz “ na disputa do rochedo como o mar quem se dá mau é o ouri?o” portanto tome cuidado para n?o ser o ouri?o. Entenda a situa??o dos dois lados e sempre tente baixar a temperatura e nunca deixe ou incentive o conflito. Sempre clarificar a opini?o dos dois lados e também saber criticar ambos de forma construtiva, vai ajudar bastante no relacionamento de todos e na melhor condu??o das decis?es.

Navigating conflict between top sales executives requires a delicate balance of assertiveness and diplomacy. Facilitating a mediated discussion to understand each executive's perspective. Encourage open communication and active listening to foster mutual respect. Implement conflict resolution protocols and consider external coaching if necessary. Focus on aligning both parties with the company's goals and values, and explore compensation schemes that promote collaboration over competition. If you have any additional thoughts or contributions, please reply to this comment. I always appreciate and look forward to hearing more from you. Thank you!

The first step is to hold one-on-one meetings with each executive to understand their perspectives and concerns. Chart the opportunities and their impacts relative to each individual’s strengths. This approach may helps navigate team conflicts effectively.

To navigate the conflict between two top sales executives, listen to both sides individually, identify common goals, mediate a discussion to address concerns, set clear expectations for roles and responsibilities, and follow up to ensure the resolution is effective. For a detailed plan, please DM me.

Saw this first-hand not too long ago. You have to acknowledge and discuss. If you don't, the pressure builds and in the scenario I observed - the company lost BOTH! Radical Candor is critical in identifying and opening up dialogue to resolve conflict.

Address the conflict by setting up a private meeting where both can air their grievances. Facilitate open, honest dialogue, focusing on mutual goals and solutions. As "The Godfather" taught us: "Leave the gun, take the cannoli" – ditch the grudges, focus on what sweetens the deal.

Open discussion to break the barrier is important once the conflict is acknowledged. Setting the expectation for this discussion so as to identify the cause and not pressuring to compromise on a solution can help free thought sharing. I also think high performing sales person with a mentor or a career development plan would have less chance of a conflict if they have self awareness.

En mi opinión el diálogo abierto es crucial. Se debe escuchar a ambas partes, para identificar el problema subyacente, luego facilitar la comunicación abierta y buscar soluciones colaborativas para resolver el desacuerdo de manera efectiva y así mantener un ambiente de trabajo productivo.

Establish clear ground rules for discussions, such as respectful listening and avoiding interruptions,m. These rules should be communicated prior to the dialogue and accepted by all participants. It can also be beneficial to request concrete examples and facts to support arguments, which helps minimize emotions and subjective impressions. Employ techniques like “active listening,” where you paraphrase each party’s statements to ensure their viewpoints are correctly understood. This not only demonstrates respect but also helps clarify any misunderstandings.

If the problem cannot be worked out among themselves maybe they can be seperated to different departments. It is not the job of the company to try to negate who's right and who's wrong. In the meeting when telling them there could be consequenses. Without getting involved let them talk and don't side with either, if there is a right or wrong way make the person understand it without the other being in the room. In other words if it does have to do with work and let's say it's about someone's commision and you know the comapny's policy on that. That would be the only time I would get involved.

To effectively navigate the conflict, it’s crucial to identify the root causes. Begin by using data to spot performance patterns and feedback that might reveal underlying issues. Conduct a 360-degree review to gather comprehensive input from colleagues and other stakeholders. Employ root cause analysis tools, like the "5 Whys," to drill down to the heart of the problem. Ensure you differentiate between symptoms and actual causes to avoid misdiagnosing the issue. Consider how cultural and environmental factors within the company might be contributing to the conflict. This multifaceted approach will clarify the situation and facilitate precise, effective resolution.

I think arranging one to meetings with each one will help to understand their perspectives and the underlying issues causing the conflict, and I must be listening actively to their concerns without being judgmental.

Primero validar el origen del "problema" en ocasiones los supuestos problemas son derivados de percepciones, una vez identificado la clarificación de expectativas es una de las mejores maneras para solucionar

To navigate the conflict effectively, identify the root causes. Are the issues personal, or do they stem from professional competition? Understanding these factors allows precise conflict resolution. Encourage your executives to be specific about their grievances and provide examples. This clarifies the situation and prevents the discussion from becoming abstract and unproductive. Sometimes, simply being heard can defuse much of the tension. Addressing the root causes directly can lead to a more constructive dialogue and a stronger, more cohesive team.

De ser necesario, reforzar la clarificación con los valores empresariales o personales, ya que así podría evitar juicios de valor

Define Desired Outcomes: Clearly outline what a successful resolution looks like. Set expectations for behavior and collaboration moving forward. Mutual Agreements: Ensure both executives agree to the expectations and understand the impact of their conflict on the team and business.

Once the issues are on the table, set clear expectations for future interactions. As a sales manager, outline acceptable behaviors and reaffirm your team’s values. Establish ground rules for professional conduct so all team members understand the standards they must uphold. This step also reminds everyone that while competition can be healthy, it should never undermine teamwork and respect. Establishing these guidelines helps maintain a positive and productive work environment.

Once issue is on open table instead of taking sides it's best to pin point middle way which is beneficial for business and overall environment for which authority involved needs set clear expectations for both sides involved so that there is ambiguity in current or future scenario in case same conflict occurs

Defining roles and responsibilities will prevent overlapping or misunderstandings, beside establishing clear guidelines for communication

é muito importante ter um plano de a??o para lidar com este tipo de conflito. Ouvindo as partes, definindo as regras do jogo e elaborar um cronograma para acompanhamento s?o fundamentais. é importante que o plano seja claro e comunicado aos envolvidos e que sejam feitos checkpoints regularmente. Uma outra dica é quebrar a resolu??o ou objetivo final em objetivos para menores para ter sensa??o de avan?o e corrigir possíveis ajustes.

An action plan serves as a strategic roadmap, guiding us towards our goals with clarity and purpose. It outlines specific steps, timelines, and responsibilities, ensuring accountability and progress tracking. By breaking down larger objectives into manageable tasks, an action plan enhances efficiency and focus, fostering a systematic approach to achieving success. Regular evaluation and adjustments allow for flexibility and alignment with evolving circumstances, ensuring adaptability and continuous improvement. Ultimately, an effective action plan empowers individuals and teams to work cohesively towards shared objectives, driving meaningful outcomes and sustainable growth.

il me parait d'un point de vue pratico-pratique que le fait de dessiner un plan d'action à deux individus qui ne se "sentent" pas, ou qui ont des préjugés solides entre eux, ne peut en aucun cas faire avancer les choses. Surtout si ces individus sont deux profils différents, deux cultures diamétralement opposés. On ne peut aussi inviter un psychologue pour délier les noeuds dans la relation. je propose que le seul bon plan à activer soit le rappel à l'ordre et à la discipline. N'oublions pas qu'il n'existe pas que le management bienveillant qui fonctionne dans tous les cas. Il y a parfois et souvent (dépendant du modèle de management dans lequel on se situe) où l'autorité et la fermeté dans les décision règlent des problèmes compliqués.

Introduce an action plan. Review the effectiveness of the action plan after three months and make necessary adjustments. Delegate Responsibilities: Sales Manager, Line Manager and HR Representative. Timeline three months after the implementation. By following this action plan, you can systematically address the conflict, set clear expectations, and create a supportive environment that fosters collaboration and productivity.

Developing an action plan is a collaborative effort involving both executives. Work together to create a roadmap for moving forward and coexisting successfully within the team. This might include regular check-ins with you to monitor progress or a shared project to rebuild trust and cooperation. The plan should be specific, measurable, and time-bound, with clear objectives and milestones that both parties agree upon. This structured approach ensures accountability and helps in tracking improvements, fostering a more cohesive and productive work environment.

When two top sales executives are at odds, effective conflict resolution hinges on thorough follow-through. Begin by mediating an initial meeting to understand each side’s perspective and establish mutual goals. After setting clear expectations and roles, schedule regular check-ins to monitor progress and address any ongoing issues. Consistently reinforce the importance of collaboration and respect in achieving team success.

Quando se promove colabora??o o acompanhamento é parte do jogo. Incentivar a participa??o deles em projetos conjuntos refor?a uma cultura de colabora??o. Acompanhar pode exigir do líder muita paciência e compromisso. Cada indivíduo é único e merece uma abordagem personalizada para garantir sucesso das a??es e resultado da empresa.

En la actualidad percibo una oportunidad de dar seguimiento a los acuerdos de reuniones, de pronto "nos gana lo urgente" y dejamos lo importante por atender

The final step in resolving conflict between your top sales executives is to follow through on the action plan. Regularly check in with both individuals to gauge progress and provide support as needed. It’s important to hold them accountable for their commitments and continue fostering open communication. By maintaining this level of engagement, you ensure the current conflict is resolved and set a precedent for handling future disagreements. This consistent approach helps in creating a more harmonious and cooperative work environment.

We need to regularly check in with both individuals to gauge progress and to provide support where needed. By maintaining this level of engagement, you not only ensure that the current conflict is resolved but also set a precedent for handling future disagreements. It's important that we hold them accountable to the commitments they've made and that you continue to foster an environment of open communication.

Navigating a clash between your top two sales execs is like handling a spat between Iron Man and Captain America. First, get them in the same room, making it clear you're Nick Fury here—neutral and aiming for the greater good. Let each explain their perspective, uninterrupted. Highlight their shared mission and how their unique strengths can save the day together. Sprinkle in some humor: "If we combine your superpowers, we might just assemble the ultimate sales Avengers!" End with a mutual plan of action and maybe a team-building activity. Sometimes, a shared laugh and a heroic meal can work wonders.

There are 3 ways to handle 1. Avoid it 2. Handle it poorly 3. Handle it well by listening, isolating the core and associated problems through questions, solve it and take feedback by checkin If you choose option 1 you will face undesirable consequences If you choose 2 make the mess of it If you choose 3 then you might get a chance to build a long lasting relationship

Advertise the fight. Show the fight live on social media. Let the customer know how badly they'll fight to keep their business.

A lo largo del camino profesional, me ha tocado vivir varias de estas situaciones, entre colegas, con jefes, y hasta a veces alcanzando niveles muy fuertes de discusión. Lo que hay que entender, es que esto siempre sucede y sucederá, sin embargo, es tiempo que quitamos de atención en nuestro cliente, en nuestro público objetivo, en nuestro producto, y un competidor puede sacar ventaja de eso. No vale la pena perder tiempo en discusiones qué no llevan a ningún lado.

Leverage Leadership and Rapport-Building Skills In these individual meetings, use your interpersonal skills to build rapport and trust. Show genuine interest in their professional development and personal well-being, reinforcing that you see them as leaders in their own right. This aligns with my philosophy of treating all subordinates as leaders rather than followers, fostering a sense of responsibility and ownership in the resolution process.