We have two leaders on our team who are constantly stepping on each other's toes and fighting over who owns what. How do we resolve this using the Accountability Chart?

Question

Tyler Smith · Accepted Answer

Interpersonal friction on a leadership team is rarely just a personality conflict. It is almost always structural confusion caused by a poorly defined Accountability Chart. When two leaders are clashing, you must separate the people from the seats. Strip away their names and look only at the functions and roles.

Sit down with both leaders and clearly map out the five major responsibilities for each seat. Every seat must have absolute clarity on where its authority begins and ends. If there is any overlap, you must make a hard choice and assign that responsibility to one seat only. Once the seats are defined, you must assess both individuals using the GWC™ tool. Ask whether they truly get, want, and have the capacity for their respective roles.

To address the behavioral and communication gaps that cause these clashes, you can use behavioral profiling to analyze their natural drives. Additionally, analyzing their conative profiles with the Kolbe A™ Index will help you see if they have different approaches to problem-solving. One might be a high Quick Start who acts fast, while the other is a high Follow Thru who needs structured systems. Recognizing these differences allows them to respect each other's strengths instead of viewing them as threats.