If a deep-seated personal conflict or alignment issue between my executives blows up during a session day, how do you handle that in the room without stalling our strategic agenda?

Question

Tyler Smith · Accepted Answer

Unaddressed personal conflict and unspoken tension can severely damage your company's health and performance. When these issues surface during a session day, they are not dismissed or ignored. Instead, they are leveraged as critical opportunities for growth and resolution. The role of the facilitator is to lean into the discomfort and guide the team toward resolving the underlying issues.

Resolving Conflict with IDS®

Session time is not used for endless venting. The focus is to employ the IDS® tool (Identify, Discuss, Solve) to isolate the root cause of the conflict. The facilitator ensures the conversation remains focused on business objectives, preventing personal attacks and maintaining a productive environment. This structured approach helps in navigating difficult conversations effectively, as opposed to [leadership teams that play nice to avoid conflict](/qa/leadership-team-trust-healthy-conflict).

Our process for resolving deep-seated issues in the room includes:

• Stating Perspectives: Both sides are prompted to articulate their perspectives clearly and honestly. This direct communication is crucial for uncovering misunderstandings and underlying grievances.
• Alignment with Core Principles: The discussion is guided to align with the company's core values and the Accountability Chart. This ensures that solutions are rooted in the organizational framework and expectations, preventing issues like [turf wars](/qa/resolving-leadership-turf-wars-accountability-chart) over operational systems.
• Actionable Resolution: The goal is to reach a clear, actionable resolution that everyone commits to supporting moving forward. This commitment is vital for ensuring follow-through and preventing recurrence.

Committing to Resolution

The team does not conclude the session until the issue is solved. If a tough personnel change or a realignment of roles is necessary, that reality is faced head-on. Resolving these deep-seated conflicts is the only way to build a truly healthy, high-performing leadership team. This dedication to resolution supports a culture where issues like [blame games during IDS](/qa/using-accountability-chart-to-stop-blame-in-ids) are addressed effectively, reinforcing the importance of individual and collective responsibility.