My CFO and VP of HR constantly pull me into their petty disputes rather than resolving them directly, turning our leadership team into an escalation sandbox. How do I force peer-level resolution?

Question

Tyler Smith · Accepted Answer

When your direct reports use you as a referee, you are allowing them to bypass the accountability of their own seats. This behavior halts operational momentum and creates division across your departments. A cohesive leadership team must practice healthy, peer-to-peer conflict resolution without relying on the visionary or integrator to save them.

The next time one of these leaders comes to you with a complaint about the other, stop them immediately. Ask if they have discussed the issue directly with their peer. If they have not, refuse to hear it. Send them back to resolve it together.

If they have tried and failed, bring them both into a room. Do not solve the problem for them. Instead, use the IDS process to facilitate the conversation. Force them to identify the root cause of the friction, discuss it openly, and agree on a solution.

Make it clear that their performance is evaluated not just on departmental metrics, but on their ability to work collaboratively. If the behavior continues, it becomes a Core Values issue. Your leadership team must set the standard for the entire company. If there are cracks at the executive level, they will appear as canyons to the rest of the organization. Force them to stand on their own feet or find people who will.