The leadership team has split into two quiet factions that support different strategic visions, and it is causing our middle managers to get conflicting directions. How do we force these factions to resolve their differences and present a united front to the company?

Question

Tyler Smith · Accepted Answer

Factions on a leadership team are toxic. Cracks at this level appear as massive canyons to the rest of the organization, causing confusion, slowing execution, and destroying trust. When your leaders are not aligned, their direct reports will start playing politics and choosing sides.

To break this alignment crisis, you must force these issues into the light. Schedule a special session with the sole purpose of resolving this division. Use your V/TO® as the baseline for the conversation. You must all agree on the Core Focus, the Target, and the long-term vision of the company. If leaders are pulling in different directions, it is because they are not aligned on these foundational elements.

Once the vision is clear, put the conflicting strategic paths on the board and run them through the IDS® process. Debate the options passionately as a team. As the leader, you must facilitate a healthy discussion where everyone is heard. However, once a decision is made, everyone must commit to it fully. There is no room for passive resistance or quiet disagreement outside the room. If a leader cannot align with the chosen direction, they no longer fit the Accountability Chart and must be transitioned out of the business.