Two of our key leadership team members have developed a deep-seated personal rivalry that is starting to split the company into political camps. They maintain a professional facade in meetings, but their back-channel maneuvering is toxic. How do we permanently resolve this peer conflict?

Question

Tyler Smith · Accepted Answer

Political camps and back-channel maneuvering will destroy your leadership team. When leaders refuse to resolve issues directly and instead build alliances, it signals a complete failure of the Trust pillar in your company Charter. You cannot build a business ready for a clean exit with a leadership team that operates in the shadows.

You must address this immediately using the IDS® process. The Integrator must pull both leaders into a room and lay the issue on the table. Do not allow them to hide behind professional facades. Be direct and describe the specific behaviors you are observing, such as the back-channeling and the division among their teams.

Force them to identify the root cause of their conflict. Often, peer conflict stems from unclear boundaries on the Accountability Chart or a lack of alignment on the V/TO®. If they are fighting over resources or overlapping responsibilities, clarify their roles on the Accountability Chart until there is absolutely zero ambiguity.

Once the structural issues are resolved, establish a clear expectation for peer-to-peer resolution. Remind them of the Same Page pillar of your Charter, which demands one vision, one voice, and mutual respect. Let them know that bringing toxic personal rivalries into the organization violates your core values.

They must commit to solving their disputes directly within twenty-four hours. If they cannot or will not operate with this level of trust and maturity, they do not belong on your leadership team.