Two key executives on your remote team are at odds. How do you navigate the conflict and find a resolution?
When two key executives on your remote team are at loggerheads, it can send ripples through your organization. As a leader, your role isn't just to manage, but to resolve conflicts in a way that strengthens the team. It's crucial to address the discord swiftly and effectively, ensuring that it doesn't escalate and affect the team's morale or productivity. Understanding the root of the conflict, maintaining open communication, and finding a resolution that aligns with the company's goals is imperative in navigating through these choppy waters.
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Munish Bakshi - LSSMBB, PRINCE 2, ITILSVP Process Excellence & Business Transformation - Teleperformance DIBS1 Reply
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Gilbert S.CEO at HGPS3 Consulting2 Replies
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Mohammed Mahmoud Abd ElghaffarExecutive Business Manager | Executive MBA | PMP | Specialize in Driving Innovation, Enhancing Productivity, and…1 Reply
Begin by understanding the nature of the conflict between the executives. It's essential to gather information from both parties involved without making premature judgments. Listen attentively to their concerns and perspectives to identify the core issues at hand. Remember, effective conflict resolution starts with recognizing the legitimacy of each executive's viewpoint and the underlying reasons for their disagreement.
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Conflict between remote key executives can cripple teams. To untangle the same i suggest start with private calls to understand each perspective. Look for common ground, their shared goals, then propose a video call where they can discuss directly. We should also set ground rules for respectful communication & focus on solutions that benefit the team. Afterward, summarize key points & agreed actions in an email to maintain transparency & accountability. This structured approach can help them resolve differences and get back to leading the team. ONE TEAM ONE WILL ONE VISION !
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Como Executivo Principal você deve entender o que está acontecendo e entender qual a natureza do conflito entre os seus executivos. É importante que você reunir informações de ambos os lados sem fazer julgamentos prematuros.Ouça com atenção atentamente as preocupações de de ambos. Feito a leitura de todos os lados, chega o momento de conversar em uma reunião com os executivos conflitantes e pedir para que cada um diga o que sente de forma aberta, mas de forma educada os seus pontos de vista. Assim você deverá ouvir a discussão de forma ativa, sem tomar partido de um ou de outro. Quando todos eles se manifestarem, exponha o seu ponto de vista e informe que não vai tolerar líderes que trabalham em sua equipe se conflitando.
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Assessing conflict begins with understanding its nature. Gather information from both executives without premature judgment. Listen to their concerns and perspectives to identify the core issues. Effective conflict resolution starts with recognizing the legitimacy of each viewpoint and the underlying reasons for their disagreement. This approach fosters respect and paves the way for a constructive resolution.
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Start by understanding their history, a step often overlooked in conflict resolution. Determine if these individuals frequently clash or if this conflict is new. If it's new, identify what has changed. If it's ongoing, consider if the root cause is a relationship issue between the individuals or their teams, or even conflicting team priorities. Often, we focus on a specific situation when the broader issue is tension from misalignment with the business strategy. Taking this broader view can help address the underlying problems more effectively.
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I'll reach out to both executives individually to understand their perspectives on the issue. This might involve informal chats or a more structured conflict resolution process depending on the severity. The goal is to get a clear picture of the situation and identify any underlying causes of the conflict.
Facilitate an open dialogue between the executives. Encourage them to communicate their grievances and expectations directly to each other in a controlled environment. This approach promotes transparency and can often lead to a mutual understanding. As a mediator, ensure that the conversation remains respectful and focused on finding a solution rather than dwelling on past issues.
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Como executivo principal é você que deve assumir o protagonismo de trazer os seus executivos para um diálogo aberto e sincero sobre o caso. Incentive-os para se comunicar suas queixas e expectativas diretamente uns aos outros de maneira educada e sem agressão verbal. Você como mediador, certifique-se de que a conversa permaneça respeitosa e focada e em encontrar um denominador comum.
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Give space for alignment. As an executive, your role extends beyond mediation; it's about ensuring alignment with the business. You may need to make an uncomfortable decision if no agreement is reached. Focus on how each side of the disagreement aligns with business objectives. This approach shifts the focus from personal differences to business needs, fostering a sense of moving forward together rather than highlighting what sets them apart.
It's important to set clear boundaries and guidelines for professional conduct. Remind the executives that while disagreements are natural, they must handle them constructively. Emphasize the importance of respect and the need to maintain a professional demeanor at all times. This will help create a safe space for dialogue and prevent the conflict from affecting the wider team.
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Como Executivo Principal da empresa é importante você estabelecer limites e diretrizes claras para uma conduta profissional de alto valor.Lembre aos seus executivos que embora divergências sejam normais,eles devem lidar com elas de forma construtiva e racional. Informar de forma incisiva que é de suma importância que haja respeito e a necessidade de manter um comportamento profissional e ético o tempo todo. Pois conflitos de líderes afetam diretamente no desempenho de suas equipe que por consequência não conseguem ser produtivos para a empresa.
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Setting boundaries and guidelines for professional conduct is essential. Remind executives that while disagreements are natural, they must be handled constructively. Emphasize respect and the importance of maintaining a professional demeanor at all times. This approach creates a safe space for dialogue and ensures conflicts don't negatively impact the wider team.
Work with the executives to explore potential solutions. Encourage them to think creatively and collaboratively about ways to resolve their differences. The goal is to find a resolution that both parties can agree on, one that aligns with the company's objectives and values. This may involve compromise or finding a new approach that satisfies both their concerns.
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Guide the executives in brainstorming potential solutions. Encourage them to focus on common goals and shared objectives rather than personal differences. Look for areas of compromise and mutual benefit. If needed, bring in additional perspectives from other team members or external mediators to generate fresh ideas for resolution.
Once a resolution has been reached, it's crucial to implement the agreement effectively. This may involve outlining specific actions, timelines, and follow-up meetings to ensure that the resolution is put into practice. Monitoring the situation and providing support where necessary can help prevent the conflict from re-emerging.
Finally, focus on maintaining harmony within your remote team. After resolving the conflict, take proactive steps to strengthen team dynamics and prevent future disputes. This could involve regular team-building activities, clear communication channels, and ongoing support for collaborative work. Ensuring that all team members feel valued and heard is key to long-term success.
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Como Executivo Principal informe a todos os seus executivos que não vai tolerar de forma alguma qualquer tipo de não conformidade com seus subordinados. Alertar que eles são líderes e por isso devem dar o exemplo e não trazer conflitos entre lideranças no trabalho. Caso haja necessidade de discussão que seja feita de forma em uma reunião de maneira respeitosa e que haja a solução imediata para não comprometer o desempenho das equipes e que eles são responsáveis pelo sucesso de suas áreas.
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Konflikte zwischen Führungskräften können die Arbeitsdynamik stören, besonders in einem Remote-Team. Um den Konflikt zu bewältigen, sollte man zuerst ein klärendes Gespräch mit beiden Parteien führen, um ihre Sichtweisen zu verstehen. Schaffen Sie einen neutralen und sicheren Raum für diese Gespräche. Fördern Sie aktives Zuhören und respektvollen Austausch. Analysieren Sie die Ursachen des Konflikts objektiv und suchen Sie gemeinsam nach einer Lösung, die für beide Seiten passt. Eine offene Kommunikation und Kompromisse sind der Schlüssel zu einer erfolgreichen Konfliktlösung.
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