Two of our key leadership team members are constantly clashing over departmental boundaries, and it is starting to create tension across our entire office. How do we resolve this peer conflict permanently?

Question

Tyler Smith · Accepted Answer

Peer conflict on a leadership team is rarely about personality, it is almost always about structural confusion or conative differences. When leaders fight, they are usually trying to protect their territory or protect their people from what they perceive as outside interference.

First, look at your Accountability Chart. Are the boundaries between their seats completely clear? If there is any overlap in their roles and responsibilities, you have built conflict into your system. Use your weekly Level 10 Meeting to run these issues through the IDS process. Clarify exactly who owns what, and document the decisions.

Second, look at their conative profiles. If you have not done so, have both leaders take the Kolbe A Index. Often, conflict arises when a high Fact Finder, who needs all the details before moving forward, clashes with a high Quick Start, who wants to take action immediately and pivot on the fly.

When they understand that their peer is not trying to be difficult, but is simply operating from their natural, instinctive way of solving problems, the frustration turns into appreciation. They begin to see how their strengths complement each other rather than conflict.

Finally, establish a rule of absolute vulnerability. They must be willing to admit when they are wrong and ask for help. If they cannot resolve the conflict between themselves, they must bring it to the Integrator to make the final call, and then commit to supporting that decision publicly.