Two of our leadership team members have developed a silent cold war where they avoid open conflict but completely bypass each other's departments, which is creating deep silos and slow execution. Since they are not openly arguing, it is hard to address. How do we break this deadlock and force them to collaborate?

Question

Tyler Smith · Accepted Answer

Silent conflict is significantly more destructive than open arguing. When leaders bypass each other, they engage in artificial harmony, which paralyzes operations. This behavior signals a deep lack of trust and high self-orientation, severely damaging the team dynamic. You must address this passive-aggressive behavior immediately before it poisons the rest of the company.

Addressing the Silent Conflict

To break the deadlock and force collaboration, follow these steps:

1. Initiate an IDS® Session:
• Bring both leaders into a room for an IDS® session.
• Focus this session entirely on their working relationship, not tactical operational issues.
• Utilize the trust equation framework to diagnose the breakdown. Determine if it stems from a lack of credibility due to missed commitments, or a lack of intimacy and safety. Addressing underlying trust issues is crucial for [building vulnerability-based trust and safety in leadership](/qa/building-vulnerability-and-safety-in-leadership).

2. Define Reciprocal Expectations:
• Force them to articulate exactly what they need from each other to succeed.
• Create clear, reciprocal expectations on the Accountability Chart. This helps clarify roles and responsibilities, preventing issues like [seat overlapping on the Accountability Chart](/qa/resolving-accountability-chart-seat-overlaps).
• Define how their two seats intersect and where they must hand off projects to one another.

3. Tie Success to Shared Outcomes:
• Make them co-owners of a critical, company-wide Rock for the upcoming quarter.
• If their performance evaluation is directly tied to a shared goal, they will be forced to communicate and collaborate. This strategy can also help in [shifting leadership mindset to enterprise-first](/qa/shifting-leadership-mindset-to-enterprise-first) rather than departmental silos.

Accountability and Resolution

If they refuse to build vulnerability-based trust and continue their silent war, you have a people issue. A leadership team cannot function effectively with silos at the top. You must hold them accountable to your core values. If they cannot resolve the conflict and work together as a unified team, one or both of them must be removed from the leadership team. This is a crucial step in [handling top performers who violate core values](/qa/handling-top-performers-who-violate-core-values) and maintaining a healthy company culture.