The Hidden Danger of Executive Misalignment

Conflict is never the problem: Mismanagement is. The worst mismanagement may seem like it's between a mid level leader and employee complaints, but that's just a distraction. The biggest mismanagement is unresolved conflict at the top. When senior leaders can’t align, the entire culture is at risk. The message is clear to employees, even if it’s unspoken: when the leadership team is fractured, everyone feels it, and there's a domino effect. When the C-Suite Battles, the Whole Organization Suffers.

Red Flags that Indicate Executive Misalignment

• A change agent is hired but not supported once the inevitable pushback happens.
• There's a new C-suite leader who has too many blind spots and very little self development.
• Executives gossipping about each other to build alliances.
• Executives keeping information from each other as well as from the CEO.
• Talking about culture as if it belongs solely to the HR and OD team.
• Trying to solve a culture problem from reading a book rather than hiring the consultant who wrote the book. (OK that's clearly my issue, but it happens all the time!)

The Hard Truth: Infighting at the Top Feels Like “Parents” Fighting

When executives are not on the same page, it’s like parents fighting and blaming the kids for misbehaving. Employees are left feeling unsure, insecure, and, often, demoralized. They look for guidance and stability, but when executives are focused on internal battles, that sense of stability is shattered, putting the organization at risk.

Where to Start

Resolving infighting and creating executive alignment doesn't have to be complicated. You don't necessarily need 360s, DiSC assessments, complicated initiatives, or a coach for the one person you think is the problem. The truth is, it's never just one person; it's the dynamics of the entire team. Consider a Clarity and Alignment Retreat as a first step. Set a date, secure your budget and reserve a day for all executives to gather together. We get the issues on the table, address the elephants in the room, and gain the leadership clarity needed to take the next right steps. Reach out here to explore!

Conclusion: The Cost of Avoidance is Too High

Executive alignment isn’t optional—it’s foundational. When leaders engage in infighting, they sacrifice their credibility and compromise the organization’s success becoming a culture of avoidance. By committing to open, honest communication, senior leaders set the stage for a culture of trust, resilience, clarity and accountability.

Marlene Chism is a consultant, speaker, and the author of?? From Conflict to Courage: How to Stop Avoiding and Start Leading (Berrett-Koehler 2022). She is a recognized expert on the LinkedIn Global Learning platform. Connect with Chism via?LinkedIn,?or at MarleneChism.com