Case Study: When Two Leaders on the Senior Team Hate

Each Other

In this fictional case, the CEO of a sports apparel manufacturer is faced

with an ongoing conflict between two of his top executives. Specifically,
the head of sales and the CFO are at each other’s throats and the tension
is having a ripple effect on their teams and the rest of the organization.
The CEO, who tends to avoid conflict himself, is struggling with how to
respond. His options include changing the company compensation
scheme to encourage better collaboration, firing the two leaders, getting
them each a coach, and doing more team building activities.

Solution: When two leaders on a senior team hate each other, it can negatively
impact the entire team's productivity and performance. In such situations, the following
steps can be taken to resolve the issue:

1. Identify the root cause: The first step is to identify the reason behind the conflict.
It could be a misunderstanding, a difference in approach, or a clash of egos.
Understanding the cause will help the team to develop a strategy to address it.

2. Facilitate communication: The two leaders must engage in open and honest
communication to air out their grievances, express their perspectives, and find
common ground. A neutral third party or an experienced mediator can facilitate
this conversation to ensure that it is productive and constructive.

3. Establish common goals: Once the conflict is out in the open, the two leaders
need to establish common goals they can work towards. This will help shift their
focus from their feud to something that benefits the team as a whole. This will also
encourage collaboration and teamwork.

4. Encourage teamwork: Teamwork can help bridge gaps between the two leaders
who have a conflict. Encouraging both leaders to work together on a project or
initiative can help them see each other's strengths and appreciate their contribution
to the team. It can also enable them to develop a sense of bonding and trust that
can improve their relationship.
5. Create a code of conduct: Lastly, establish a code of conduct for all team
members that outline acceptable behavior and communication standards. This will
prevent future conflicts and ensure a respectful and productive work environment.

In conclusion, dealing with leaders who hate each other can be a challenging task,
but with understanding, effective communication, and concerted efforts towards
collaboration, a resolution can be reached.