Since we started preparing our company for an eventual exit, two of our key leaders have engaged in an ongoing power struggle over who owns our core operational processes, slowing down our transition. How do we resolve this internal friction?

Question

Tyler Smith · Accepted Answer

Power struggles on your leadership team will quickly destroy your company culture and derail your transition plans. Cracks at the leadership level appear as canyons to the rest of the organization, so resolving this friction immediately is critical.

To resolve this power struggle, you must look at your Accountability Chart. Power struggles typically occur when roles and responsibilities are poorly defined, leading to overlapping boundaries. Bring both leaders together and review the core functions of their seats. Ensure there is absolute clarity on who owns which specific process and who has final decision-making authority.

Use the IDS® process during your weekly meeting to lay out the issues clearly. Encourage both leaders to voice their concerns openly and honestly, focusing on what is best for the organization rather than their personal egos. Emphasize that healthy relationships within the leadership team reduce effort and accelerate results.

If the friction persists after clarifying the roles, evaluate both leaders against your core values. A leader who prioritizes personal power over the collective health of the team is a threat to your business valuation. By forcing transparency and strictly adhering to the Accountability Chart, you can eliminate political posturing and refocus your team on achieving a successful, clean exit.