Two of your leaders not getting along? Try this.
Two leaders who are not compatible and clash in your company can damage the workplace climate. Senor leaders may tolerate it (though they shouldn't) if they see that both are performing at their technical roles, however, the effects of this toxic relationship will have a greater negative effect on the rank and file. I've heard the lines "but they are very talented," or "I just cannot fire them at this moment." As someone who has led organizations with limited resources, especially people, and knowing the turbulence caused by replacing a leader, especially in today's post pandemic era, I'll give some credence to these statements. Personally my loyalty lies with the greater organization and its individual people, not individual leaders but let's work within the lines mentioned above. There are at least 5 effective approaches to address this challenge. I'll tease you with 3.
Ask for their help. You can approach them individually and ask them, for the sake of the greater company (not you), to do better at preventing clashes. Leaders are not required to be friends but they must maintain a professional relationship. Tell them how talented and valued they are but shed light on the harm they are causing. Get their concurrence and find out what changes they will make to improve things.
Assemble them and ask them to listen and to hear you and each other in this moment. Draw two circles. In each one, list the things each leader desires. For example, greater team efficiency, support for their people, to be heard, and greater access to resources. Then step back and see where there is common ground. This approach will help each leader gain clarity of what the other needs. Where these circles overlap, there is common ground. Work from that spot.
Focus instead on areas where they agree, such as end state and company vision, values and culture. These are places where divergent leaders can find common ground and manage their grievances. While they may travel different paths to get to an end state, each leader ought to generally agree on what success looks like. Ask them to focus on areas they agree versus areas where they differ.
Indeed, where you have a leader or leaders who cannot adapt, for the good of the company, you may just have to vote them off the team. Reach out to me today so I can help you gain and maintain a healthy workplace climate!
Make it Personal!
Rob
Rob Campbell