Successfully Navigating Executive Team Conflicts

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The success of a company depends on many factors. Any executive will tell you that in order to become a successful organization, a few bumps will occur. These challenges are often met with executive conflicts and disagreements on strategy, goals or even organization planning. Most executives will tell you some disagreement is healthy and brings a different perspective for solving problems. The key is to balance healthy debate while not letting negativity breed into an organization. There are certain key factors to help get your team on track and create a winning combination for your entire organization. Review these tips and make sure that your management team has everything they need for success.

Start with a Mission

It seems simple enough, but a lot of companies miss this one. Provide a clear mission statement for your company. Make sure that it answers the following: what you do, the value you bring and your customer base. Remember, it’s a statement—not a thesis. Your mission should be simple and clear so that everyone in the company is 100 percent sure on what value you provide to your customers.

Give them Goals

When executives fail, usually it’s because clear goals weren’t set. It’s easy to get an executive team bogged down in daily management. However, each team member within your organization should have clear goals that are obtainable, and have a timeline.

Hold them Accountable

Executive conflicts tend to rise as problems occur. Make sure that your team identifies and brings solutions to the table. While it may not be the best solution, this management style inspires resolution and continuous improvement. This process should work throughout the organization too. This practice helps each team member become problem solvers.

Well Defined Roles

In the end, everyone is responsible for a successful company. However, it makes it a lot easier for the team when they know who is responsible for what. If there are executive conflicts or confusion to who owns a certain area, it can leave an opportunity for problems to arise.

Finally, make certain you adhere to your organization structure. If someone was hired to manage a particular area, let them manage it. If the role is well defined and clear goals are given, performance will follow. Provide plenty of opportunities for everyone to grow, too. This helps create career paths that attract great talent and keeps them on your winning team.

Another post from The Centre you might enjoy is “The Millennial Corporate Meeting: Pivoting for a New Generation.“

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