"Conflict is inevitable, but resolution is a choice." What worked for me: Open Dialogue: I have always given space to people to talk honestly and respectfully, where all views will be listened to. Focus on the Big Picture: Keep the discussion focused on our shared vision and long-term goals; doing so helps reduce personal friction. Use Data to Guide Decisions: Whenever possible, we use objective data to support decisions, which makes the process less emotional. We agree on compromises through finding middle ground, taking small steps, and assessing the outcomes while keeping both voices respected. Conflict resolution is best made possible through communication and respect.

Try to get everyone's view on the table and discuss with a win-win mentality..people become defensive if their pint of view is attacked and therefore are not open to change the mind

Co-founder conflicts often come up when you focus too much on the present problem instead of the long-term relationship. Here’s an unconventional tip: Schedule “founder therapy” sessions. Set aside time where the goal isn’t decision-making, but candidly discussing fears, frustrations, and aspirations. It’s about building trust, not just solving problems. Sometimes, the key to making tough partnership decisions smoothly is less about the immediate choice and more about nurturing the relationship itself. When trust and understanding are strong, even difficult decisions flow easier.

To navigate conflicts with co-founders, it's essential to establish clear roles and a transparent reward system early on. Each co-founder should have well-defined responsibilities based on their strengths and expertise. When it comes to rewards, equity and compensation should reflect the value each person brings to the business. A performance-based system, tied to specific milestones, can help manage expectations and reduce friction.

It depends on if you discover your partner is toxic and/or malicious. Then, you need to protect your leverage and determine your end goal in the business. Let me add this too...whatever you do, please get everything documented, such as meeting minutes and include with the shareholder and operating agreements. THIS will help if it gets legal, you have a consistent forum where things were discussed and disagreed upon. *not legal advice.

To help resolve conflict, encourage open dialogue to understand everyone’s viewpoints and identify the core issue. Find common threads and attempt to build upon them. If that fails, consider introducing a neutral party to help mediate discussions and agree on a solution that‘s focused on the success of the organization.