Two of my leaders have a deep personal dislike for each other that does not show up as open fighting, but rather as passive-aggressive compliance in our Level 10 Meetings™. How do I root out this silent resistance?

Question

Tyler Smith · Accepted Answer

Silent resistance is far more toxic than open conflict because it slowly erodes trust and paralyzes execution. When leaders practice passive-aggressive compliance, they agree to decisions in the room but fail to support them in practice, creating confusion across the entire organization. You must address this behavioral rot directly and immediately.

First, schedule a private meeting with both leaders. Do not let them dodge the issue or pretend everything is fine. Use objective, observed behaviors as your starting point, such as body language, sarcastic comments, or a failure to collaborate on cross-departmental Rocks.

Second, ground the conversation in your core values and the GWC™ framework. Remind them that sitting on the leadership team requires a commitment to the greater good of the company, which includes practicing open, honest communication. If they cannot resolve their personal differences to work together productively, they do not GWC™ their seats.

Third, force them to address their issues using the Trust Creation Process. Help them identify the underlying assumptions and fears driving their conflict. Often, personal dislike is rooted in a lack of understanding of each other's conative profiles or a fear of resource competition.

Finally, establish clear expectations for their behavior in future Level 10 Meetings™. They must actively participate in debates and openly air their disagreements during the IDS® process. If the passive-aggressive behavior continues, you must be prepared to remove one or both of them from the team to protect your culture.