You're faced with two leaders at odds. How can you bridge the gap in their communication styles?
Ever navigated the choppy waters of clashing leadership styles? Share your strategies for harmonizing discordant communication.
You're faced with two leaders at odds. How can you bridge the gap in their communication styles?
Ever navigated the choppy waters of clashing leadership styles? Share your strategies for harmonizing discordant communication.
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In my experience, it’s quite unusual for anyone to be asked to help mend fences between two executives who don’t work well together. Typically, the antagonists avoid one another and everybody else pretends not to notice the conflict. In fact, when you suggest to an executive that there might be a communication gap between themselves and another executive, they are more likely to bristle and deny it than to acknowledge the truth – unsurprisingly, because interpersonal topics are awkward and difficult to talk about. So for starters, celebrate the fact that an exec wants to improve a peer relationships! That is spectacular. From there a little unstructured time together may put the whole issue behind you. And what a triumph that will be!
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Active Listening: Encourage leaders to listen to each other’s perspectives. For example, hold a session where each leader shares their views without interruption. Common Goals: Identify shared objectives to foster collaboration. For instance, focus on a project outcome both leaders care about. Teach leaders to adjust their styles, e.g, a direct leader might practice empathy in discussions with a more relational counterpart. Mediation: Act as a neutral mediator during discussions. Facilitate conversations that allow both leaders to express concerns while finding common ground. Feedback Loops: Establish regular check-ins for constructive feedback, e.g, schedule bi-weekly meetings to review progress and adjust strategies collaboratively.
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Bridging the gap between two leaders with differing communication styles can be a powerful tool in fostering alignment and achieving goals. Start by identifying each leader's strengths and preferences – one may value concise data, while the other prefers a storytelling approach. As the mediator, tailor your messaging to resonate with both, emphasizing shared goals and respect for their unique perspectives. Encourage open, constructive dialogue that celebrates differences, creating a balanced pathway to collaboration. Remember, effective communication isn't about changing styles but blending them to build mutual understanding. #Leadership #EffectiveCommunication
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Identify each leader’s communication style, focusing on shared goals. Encourage empathy by having them actively listen and paraphrase each other’s points. Use neutral frameworks, like pros/cons lists, to structure discussions. Tailor summaries to each leader’s style post-meeting, reinforcing alignment and mutual respect. This builds understanding and cohesion.
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One thing I have found very helpful in conflict or dissent related engagements, is introducing the third perspective into a discussion. For example, Lego?? Serious Play?? offers that through the use of simple bricks and builds, in order to still create communication using an inanimate object as the point of reference, instead of a person. This often creates a sense of openness, offers a less threatening environment to share, and results in highly effective outcomes due to each side being heard, plus co-creating solutions.
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