Two executives clash over a strategic decision. How will you guide them towards a resolution?

When two executives clash over a strategic decision, guiding them towards resolution involves understanding their positions. Here’s how: Listen Actively: Give each executive space to express their views without interruption. Clarify Points: Ensure you fully understand their positions by summarizing what they’ve said. Identify Interests: Look beyond the surface issues to uncover the underlying interests and motivations. Find Common Ground: Highlight shared goals and values that both executives can agree on. Facilitate Dialogue: Encourage open, respectful communication to explore different perspectives. Explore Options: Work with them to brainstorm potential solutions that address both sides' concerns.

Get both of your collaborates together. Tell them that you will understand their specific view. Next step is to find out if they look ag the same page but from different perspectives. If so, bring the perspectives together and praise your employees. If not, leave the two opinions alone and say that everyone certainly has good arguments and ask them to find measurable criteria to evaluate the arguments.

One of the tools that I use to help clashing executives find common ground: -Individual Reflection: Each leader writes down their strategic vision, supporting data, risks, and plan. -Silent Exchange: Leaders silently review each other's writing, jotting down questions. -Facilitation: A coach guides discussion based on identified non-negotiables and overall goals. This process encourages clear thinking and fosters informed decision-making.

As I reflect on this, I see that true resolution is rooted in understanding not just positions but also the deeper motivations behind them. Spiritual Intelligence encourages us to look beyond the data and recognize shared human values. What if the executives’ clash is a call for collaboration rather than competition? Seeking common ground can reveal new insights and transform conflicts into opportunities for growth. Each leader's vision is not isolated; it can be part of a "Holistic" approach that aligns with a greater purpose, inviting both leaders to transcend their differences.

Focus only to bring about the positions and interests. Practice, the Red American way of Listening till you understand the others point of view by stating their pointbof wiewvin your own words. This allows you to see the others point of view and realise the goodness and common with what you are to say.

When two senior executives disagree on an approach, encourage an "agree to disagree" mindset. While their perspectives may differ, it's crucial to help them understand and focus on their common goal. Facilitate a discussion that highlights their shared objectives, and work on aligning their views toward achieving these goals. This way, they can move forward with a unified purpose despite their differing opinions.

When two executives clash over a strategic decision, focusing on common objectives is key. Here's a concise approach: Identify Shared Goals: Find common ground in overarching company goals. Align Perspectives: Show how both viewpoints contribute to these goals. Create a Unified Vision: Develop a vision that integrates both perspectives. Encourage Collaboration: Foster a cooperative environment. Set Joint Milestones: Establish clear milestones for shared progress. Maintain Open Communication: Keep dialogue open to address conflicts. By focusing on common objectives, you can guide executives towards a strategic and collaborative resolution.

Highlighting common objectives is a strategic move in executive coaching that fosters alignment and reduces friction. By focusing on shared goals, you not only create a collaborative atmosphere but also leverage these mutual interests to build trust and drive collective success. This approach can transform conflict into a productive dialogue, ensuring that both executives are working towards a resolution that is beneficial for the organization as a whole.

When two executives have differing opinions and perspectives on a problem, it's important to facilitate a discussion that helps them consider the broader view, generate ideas, and emphasize shared goals. This can shift the focus from disagreement to collaboration.

As stated above only listening to understand can make this happen...positions are thrown out of thd window znd commonalities come out.. Synergies start forming...

When two executives clash over a strategic decision, exploring alternatives can pave the way to resolution. Here’s a concise approach: Facilitate Open Dialogue: Encourage both parties to openly discuss their viewpoints. Identify Common Ground: Find areas where both agree, laying the foundation for compromise. Brainstorm Solutions: Lead a brainstorming session to generate alternative solutions. Evaluate Options: Assess the feasibility and impact of each alternative. Highlight Benefits: Show how alternatives can meet the strategic goals while addressing concerns. Reach Consensus: Guide the executives towards selecting the best alternative that aligns with company objectives.

Not my way or your way but the better Higher way. Now they work on to build value to the base proposal. Choose areas of strength and keep adding options o be selected from...

When two executives clash over a strategic decision, establishing clear decision criteria can help guide them to a resolution. Here’s a concise approach: Define Objectives: Clearly outline the strategic goals the decision must achieve. Set Evaluation Criteria: Establish criteria such as impact, feasibility, cost, and alignment with company values. Gather Data: Collect relevant data and insights to inform the decision-making process. Evaluate Options: Assess each option against the established criteria. Prioritize Factors: Determine which criteria are most critical to the decision. Facilitate Agreement: Use the criteria to guide a logical and unbiased discussion towards a resolution.

the problem is when 2 executives come with similar perspectives or approach to a strategic issue. ask both of them to incorporate both the perspectives and see if they can come with a more innovative approach. differing views must be encouraged. the process of evolving a composite view would involve listening to each other, respecting the views and collaborating and perhaps coming with a third dimension to the solution.

When two executives clash over a strategic decision, a well-structured communication plan can help resolve conflicts and find common ground. Here’s a concise approach: Facilitate Open Dialogue: Create a safe space for each executive to express their views without interruption. Clarify Positions: Ensure both parties clearly understand each other’s perspectives and concerns. Identify Common Goals: Highlight shared objectives that both executives agree on. Outline Key Issues: Define the main points of contention to focus discussions. Set Ground Rules: Establish guidelines for respectful and constructive communication. Regular Check-ins: Schedule follow-up meetings to review progress and adjust the plan as needed.

Practice the listen to understand...and once bote are on the same plane...communicate with others using all ossiblee methods. I have experienced all communications fall short..m

When two executives clash over a strategic decision, effective follow-up actions are crucial: Document Agreements: Write down agreed decisions and actions. Set Milestones: Establish clear milestones and deadlines. Regular Check-Ins: Schedule follow-up meetings to review progress. Foster Communication: Encourage continuous and open dialogue. Evaluate Outcomes: Assess results and learn from experiences. These steps ensure lasting resolution and build trust, essential for strategic alignment and success.

If you have agreed on follow-up measures, get feedback on the progress at each individual appointment and praise your employees for their constructive cooperation.

Establishing common ground and exploring alternative strategies is crucial for resolving conflicts. At Mead Johnson, we worked with @Moebius using the "Where to Play, How to Win" methodology. This approach helped us identify key areas to focus on and how to succeed in those areas. By evaluating different scenarios and possible paths, we generated a range of innovative alternatives. This methodology encourages thinking beyond conventional strategies, fostering an environment where new ideas and possibilities are explored, leading to effective solutions that benefit all parties involved. #Strategy #Creativity #Innovation #ConflictResolution #Leadership

Encourage them to set aside their differences temporarily and collaboratively revisit the organization’s core mission and long-term goals. Guide them to keep focus on the importance of a unified vision: “How does each proposed strategy align with our ultimate vision for the company, and which path most effectively drives us toward that shared goal?” It is an approach that stimulates a collective mindset, improves mutual understanding, and often reveals a synergistic solution that aligns both perspectives with the same mission.

Resolver conflitos entre executivos exige uma abordagem cuidadosa e estruturada para garantir que a solução seja benéfica para ambas as partes e para a organização. Aqui está um guia para conduzir essa mediação: 1. Preparação 2.Encontro Inicial - Ambiente Neutro - Definição de Regras 3. Discussão Facilitada - Escuta Ativa - Identificação de Problemas 4. Análise de Alternativas 5. Negociação e Compromisso 6. Implementação e Acompanhamento - Plano de Ação - Monitoramento Regular 7. Feedback e Melhoria Contínua**: Ao seguir esses passos, você pode facilitar uma resolução construtiva e eficaz do conflito, promovendo uma cultura de colaboração e respeito mútuo dentro da empresa.

In guiding two executives towards a resolution, it's essential to leverage the power of emotional intelligence. Encourage both parties to recognize and manage their emotions, fostering a climate of mutual respect and understanding. Additionally, consider using mediation techniques to facilitate open dialogue and ensure that each executive feels heard and valued. This approach not only resolves the immediate conflict but also strengthens their collaborative relationship for future strategic decisions.

Summary: When working for an organization, it's important to be professional and work towards the company's mission and vision despite differences in opinion. Appreciate colleagues' opinions, reflect on behavior, work on self-improvement, learn to handle crises better, and give constructive feedback.