How do you navigate conflicting leadership styles within your coaching team?

Leadership begins with self-awareness, the cornerstone of effective leadership. I recommend using a practical easy to understand framework. My favorite framework is the DISC assessment, which helps leaders understand their own styles and those of their colleagues. By mapping out these styles, leaders can visualize the differences and commonalities within their team. This blueprint reveals strengths and weaknesses, fostering mutual understanding and respect. Once these leadership styles are identified, the next step is to discuss how to collaborate: leveraging strengths and addressing weaknesses to enhance team synergy and performance.

I recommend to foster open communication channels. Create regular, structured opportunities for leaders to share their thoughts, ideas, and feedback openly. For example, establish bi-weekly or monthly team meetings specifically designed to discuss leadership approaches and address any emerging conflicts. Encourage leaders to express their perspectives and listen actively to others. This can foster understanding, reduce misunderstandings, and create a culture of mutual respect.

What about collaborative decision-making? Very often decisions are only made "behind closed doors". Instead you could introduce a collaborative decision-making process where all team members contribute their input and expertise. For instance, when making significant decisions or developing new programs, create cross-functional groups that represent different leadership styles. This inclusive approach ensures that diverse perspectives are considered, and it can help to mitigate the dominance of any single leadership style. It can also enhance team cohesion and commitment to the final decision.

Establish clear boundaries and expectations for behavior and collaboration. Define roles and responsibilities to prevent overlap and ensure everyone knows their specific contributions to the team’s goals. I worked with a team where setting clear boundaries regarding decision-making authority and communication protocols significantly reduced conflicts and improved teamwork.

Recognize and leverage the diverse leadership styles to benefit the team. Each style brings unique strengths and perspectives. Encourage collaboration by assigning tasks and projects that align with each leader’s strengths.

You could implement a 'conflict-resolution protocol' where leaders are taught to identify the root cause of conflicts, engage in active listening, and seek common ground. Role-playing scenarios with different leadership styles can be a practical exercise. This equips leaders with the skills to handle disputes effectively and normalizes conflict as a part of the team dynamics that can be managed constructively.

Promote continuous growth and development for all team members. Encourage them to learn from each other and to develop skills that complement their leadership styles. Provide opportunities for professional development, such as workshops, training sessions, and mentoring.

Navigating conflicting leadership styles within a coaching team requires addressing less-considered factors for a harmonious and collaborative atmosphere. As coaches, we can achieve this by: Identifying the unique strengths each leadership style brings, fostering an appreciation for diverse perspectives. Encouraging empathetic communication, allowing team members to understand others' viewpoints and intentions better. Setting common goals that inspire collaboration and mitigate divisive tendencies driven by conflicting styles. Promoting adaptability and flexibility, supporting team members in adjusting their approach when working with different styles.