Last updated on Sep 12, 2024

You're facing a clash of opinions between top executives. How do you steer through the decision-making storm?

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Selected by the community from 22 contributions. Learn more

Eric Goodman, Ph.D.
Jim Moss

Trusted Advisor, Thought Leader, and Professional Development Specialist at the Intersection of Culture, Community and…
Kasia Grabda

InnerDrive Coach | Psychological Safety | Motivation | Cognitive Diversity | Leadership Development | Team Development…

When top executives clash, finding common ground is key. Here's how to guide the conversation:

- Facilitate open dialogue. Encourage each party to articulate their vision and concerns.

- Identify shared goals. Focus on objectives that everyone agrees are important for the company.

- Propose compromise solutions. Suggest options that incorporate elements from differing opinions.

What strategies have you found effective when dealing with leadership conflicts?

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Eric Goodman, Ph.D.
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When navigating a clash of opinions among top executives, it's essential to employ a strategic and neutral approach. Begin by fostering an open and respectful environment, encouraging all voices to be heard and valued. Refocus the discussion on shared objectives and the company's overarching vision, ensuring decisions align with these goals. Seek common ground by identifying areas of agreement and potential compromise, guiding the conversation towards collaborative solutions. Rely on evidence-based insights, evaluating decisions through data and expert perspectives. By facilitating a neutral and informed discussion, you can help executives find common ground and make unified, strategic decisions that drive success.

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Jim Moss

Trusted Advisor, Thought Leader, and Professional Development Specialist at the Intersection of Culture, Community and Health & Well-Being.
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One addition to these suggestions: The clash is not solved until all parties agree to accept, comply, and fully support the outcome. This requires maturity, professionalism, and emotional control. It is the only signal that confirms participants are aligned to the companies mission and vision, and willing to place their own ego in the correct order.

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Kasia Grabda

InnerDrive Coach | Psychological Safety | Motivation | Cognitive Diversity | Leadership Development | Team Development | Cultural Intelligence |
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Navigating a clash of opinions between top executives can be tough, but it’s also an opportunity to showcase leadership and bring out the best in your team. Embrace the diversity of thought as a strength—conflicting views often lead to the most innovative solutions. Steer the conversation by focusing on common ground and shared goals, reminding everyone of the bigger picture. Your calm, unbiased approach can turn this storm into a productive dialogue that unites the team. Use this moment to build bridges, inspire collaboration, and guide everyone toward a decision that moves the organisation forward. You’ve got what it takes to make it happen!

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Toni McLelland MSc FRSA

✨Critical Friend & Business Mentor for Third Sector, Social Entrepreneurs & Start Ups ✨Business Turnaround & Troubleshooting Specialist✨Speaker & NED ✨DEIB Veteran & Queen of Compassion✨30+years wisdom & #TonisFairyDust✨
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Healthy debate with difference of opinion is good but a long clash isn't healthy. What is the objective?, what is the goal or mission and how does it fit with the vision and values of the organisation? Back to basics with the timeline as well as who has ultimate accountability- The RACI model comes to mind. ( Responsible Accountable Consulted and Informed) Identifying the four groups is key. Often the wrong people are consulted when they should be informed and no one takes accountability because the accountable person isn't identified beforehand. Planning and preparation is key to minimise these situations but when they come to light they can be resolved after healthy debate. This scenario is when you are likely to see these situations.

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Pearl Kanu-

6X LinkedIn Top Voice/ Executive/Mindful Leadership Coach/Mentor Coach./Facilitator/ Trainer and Personal Coach.
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Despite their differences, executives likely share common goals. Focus on identifying these shared goals and aligning their perspectives around them. Class in opinions means people are thinking and contributing ideas. For example, if the conflict revolves around a new marketing strategy, both executives may agree that increasing brand awareness is the goal. Highlight this shared goal and encourage the executives to brainstorm solutions that achieve it. You can redirect the conversation away from conflict and towards collaboration by focusing on shared goals.

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