Two of my department heads are avoiding open conflict but are constantly undermining each other by delaying cross-department projects and withholding resources. How do I break this passive-aggressive logjam?

Question

Tyler Smith · Accepted Answer

This passive-aggressive behavior is a classic sign of low trust and high self-orientation. According to the Trust Equation, trust is built on credibility, reliability, and intimacy, divided by self-orientation. When self-orientation is high, leaders protect their own territory instead of doing what is best for the overall business.

To break this logjam, you must address the issue directly in your next weekly Level 10 Meeting™ using the IDS® process.

First, name the elephant in the room. Bring the specific instances of delayed projects and withheld resources to the Issues List. Do not let them explain it away as a scheduling conflict. Frame it as a barrier to the company achieving its V/TO® goals.

Second, force them to focus on the collective result rather than their individual departments. On a healthy leadership team, your department heads must view the leadership team as their first team. Their loyalty belongs to the overall organization, not to their direct reports.

Third, run a vulnerability exercise. Have each leader share their greatest strength, their greatest weakness, and what they need from each other to succeed. This lowers self-orientation and builds the necessary intimacy to solve problems.

If the behavior continues after you have IDS-ed the issue, it becomes a core values violation. You cannot tolerate passive-aggressive politicking on your leadership team. Hold them accountable to your core values, and if they refuse to align, you must remove them from the organization to protect your culture.