Two of my key department heads are constantly in conflict, and it is stalling our progress. They both seem to have GWC for their seats, so how do we resolve this behavioral clash?

Question

Tyler Smith · Accepted Answer

When two capable leaders who both GWC™ their seats are constantly clashing, the issue is almost never a lack of talent or bad intent. It is usually a conative or behavioral mismatch in how they execute. To resolve this, you need objective data rather than emotional mediation. Use the Kolbe A Index to compare their individual Modus Operandi. For instance, if one leader is an initiating Quick Start who thrives on change, and the other is a high Follow Thru who requires structured processes, they will naturally trigger each other. One feels micro-managed, while the other feels chaotic. By sharing their Kolbe results openly, you shift the conversation from a personal conflict to a mechanical one. They will begin to understand that their differences are actually complementary strengths rather than personal attacks. You can also use Predictive Index behavioral profiles to analyze how they naturally communicate and make decisions. Once they see the data, they can negotiate how they work together. Encourage them to treat their working relationship like an iterative problem-solving exercise. Have them agree on clear boundaries for their respective seats on the Accountability Chart and establish a shared communication protocol. When you objectify the behavioral differences, you eliminate the drama and get back to execution.