You're coaching an executive with conflicting agendas. How do you bridge the gap with their direct reports?

There is never good one sided story. Understanding diverse perspectives is key. Look for underlying issues such as misaligned goals, communication breakdowns, or resource constraints. Analyze the organizational culture and dynamics that may contribute to these conflicts.

To coach tensions between executives and their reports, start by creating a safe, neutral space for open dialogue. Encourage active listening, ensuring both parties fully understand each other's viewpoints without interruption. Help them articulate their feelings and concerns clearly and respectfully. Identify the root causes of the conflict, including miscommunication or differing expectations. Foster empathy by encouraging perspective-taking and acknowledging each other's emotions. Guide them in developing collaborative problem-solving strategies and setting clear, mutually agreed-upon actions to resolve the conflict and improve their working relationship.

I will try and understand the clash from both sides (executive & team) and then facilitate a clear, open discussion. By aligning goals and finding common ground, we can create a plan for a more unified team.

“The first step towards resolution is understanding the problem.” Start by understanding the conflicting agendas openly. Conduct one on one meetings with each executive to understand their perspectives, goals, and the underlying reasons for their conflicts. Yes I know, easier said than done. Use active listening to validate their concerns and demonstrate empathy. Analyze how these conflicts affect their team and overall operations. Let’s take healthcare setting as an example, the differing priorities between improving patient care and cutting costs can create tension. Take note of the tensions and identify where there is a common ground between the executives. Sometimes there is not and you will have to find one for them. Good luck!

As an objective outsider, one of the key things you can do is to help your "mentee" through a process. The process I would use is based on CAP (thanks GE!), the key steps here would be: -create a shared need -create a shared vision -mobilize resources Does the executive & their team have a need for the executive to improve? Is it a "shared" (common) one? Once that is established, both "sides" need to have a vision of what they want from this initiative. What will be better? (usually a lot of this comes from the shared need... in this case, it could also come from whatever brief the executive gave you) Only when that is done & agreed to, are you ready to do the work of change. Sadly, there is no magic want or universal approach.

1. Bridge the Gap: Open communication is crucial. We need to understand both sides: the executive's vision and the team's perspective. 2. Collaborative Planning: Facilitate a discussion where the executive can share their vision clearly and the team can offer input. 3. Align Objectives: Work together to find common ground and align the team's objectives with the overall vision. 4. Shared Success: Everyone needs to feel invested. Frame the vision as a shared journey towards success for both the company and its employees.

“Unity is Strength, when there is teamwork and collaboration, wonderful things can be achieved.” Facilitate collaborative sessions to align visions and objectives. Help executives articulate their long term goals and identify overlapping interests. In a managed care environment, all parties might agree to enhancing patient outcomes, while maintaining budget constraints. Try creating a shared vision statement that encapsulates these common goals and establishes a unified direction. This process will lead to developing a sense of collective purpose among the executives and their teams. Remember the titans movie said it best. “Attitude reflects leadership”

As a coach, I always connect with teams to clarify organizational and team objectives and then ensure that everyone understands how their roles and tasks align with these objectives. Working with executives and reports and developing shared goals that align the executive's agendas with the team's priorities and create a roadmap that outlines how these goals will be achieved and who is responsible for each task helps in lowering the tension between teams

To coach executives in aligning their vision with their reports, start by facilitating open and honest communication about the overall vision and goals. Encourage executives to actively listen to their reports’ insights and concerns. Help them translate the vision into clear, actionable steps that resonate with the team. Foster a collaborative environment where reports feel valued and included in the decision-making process. Guide executives in setting up regular check-ins to ensure ongoing alignment and address any misalignments promptly. Promote a culture of transparency and mutual respect to maintain alignment and drive collective success.

Speak clearly: Skip the fancy words, people need to understand you. Listen actively: Pay attention, ask questions, show you care. Adjust your style: Formal with clients, chill with your team. Tell stories: Make your message memorable with real-life examples. Be honest: Build trust by sharing your goals and being upfront. Speak simply, listen deeply, and you'll lead with confidence!

Effective communication is vital in fostering successful workplace relationships. As coaches, we must guide our executive clients to communicate with clarity and empathy, articulating expectations and remaining open to feedback. Emphasizing the importance of active listening - fully concentrating on the speaker's message rather than passively receiving it - can facilitate transformative conversations and result in stronger connections with direct reports. Let's empower leaders to master these communication skills for lasting positive impact.

“The growth and development of people is the highest calling of leadership.” H Firestone Empowering direct reports will support developing a sense of ownership and engagement. Encourage the executive to delegate the meaningful tasks and projects, providing clear expectations and support while also allowing for autonomy. I believe leaders should establish mentorship programs or offer opportunities for professional development to empower the team. If you invest in the growth of your people it will improve morale, and the culture will see you value their contributions and trust their abilities.

Trust, while crucial, goes beyond mere consistency and reliability. True trust emanates from a Holistic "connection" that acknowledges the “Human Spirit”. Encourage your executive to practice empathy and active listening, understanding that each interaction is a chance to honor the intrinsic value of their team members. Spiritual Intelligence suggests that recognizing the deeper purpose and interconnectedness among individuals can transform work relationships. By fostering a work environment that celebrates both professional and personal growth, executives can bridge gaps and cultivate genuine trust. This approach not only addresses conflicting agendas but also nurtures a harmonious and productive team dynamic.

Psychological safety is the foundation to build trust. It starts with the mindset & understanding of its importance by the leader. It also sets the intention for the leader to have open, honest and purposeful conversations with the team. Remember to listen before ask / advise the next step.

Building trust as a leader involves consistent actions and clear communication. Lead by example, demonstrating integrity and accountability in all your actions. Communicate openly and transparently, sharing information and decisions with your team. Listen actively to understand their perspectives and concerns. Show empathy and support, especially during challenges. Deliver on promises and commitments, building reliability. Encourage collaboration and give credit where it’s due. Foster a positive, inclusive environment where everyone feels valued and respected. Trust is built over time through these deliberate and consistent efforts.

Stronger teams are built on trust and as a coach, I work with teams to implement team-building activities to strengthen relationships and trust among team members. Encouraging collaborative problem-solving and decision-making processes also helps in team building and empowering teams to take ownership of their tasks. Foster a culture of accountability and recognition to motivate and engage the team.

Follow through on promises: Actions speak louder than words. Show your team you can be relied upon. Walk the walk: Align your actions with your values and stated goals.

Identify the Right Tasks, Choose the Right People, Set Clear Expectations, Give Them Ownership and Control, Provide Feedback and Guidance

Easy - find the common ground. At the bottom of all the conflict and differing opinions, there’s always a common denominator. Whether that’s the organization’s mission or what your direct report is working towards, find that and you’re golden

On top of all other things, I always say continuous coaching to the executive on communication and conflict resolution helps in keeping the traction and course correction as needed. Support the team with regular check-ins and feedback sessions to ensure sustained progress.