When senior executives clash on a strategic decision, I focus on turning the tension into collaboration. First, I create a neutral space for open dialogue, letting each leader explain their perspective without interruption. Then, I guide the discussion toward shared goals—what does success look like for the organization as a whole? From there, we evaluate options using data and impact analysis, helping them see the bigger picture over personal preferences. The goal is to move from “mine vs. yours” to “ours.” “A great decision isn’t about compromise—it’s about alignment that drives the mission forward.”

Facilitate a structured dialogue, focusing on shared goals and data-driven insights. Highlight potential risks and benefits of each perspective, ensuring decisions are grounded in logic, not emotion. Seek common ground, propose compromises, and remain impartial to uphold trust and unity

1. Understand the Conflict Identify the root causes and clarify shared objectives to reframe the discussion around common organizational goals. 2. Gather Data and Perspectives Use objective data to inform the decision, actively listen to each executive, and ensure their concerns are understood. 3. Facilitate Open Dialogue Create a respectful environment for discussion and encourage collaboration by framing the decision as a joint problem-solving exercise. 4. Evaluate Options Strategically Use tools like cost-benefit analysis and scenario planning to weigh risks and align decisions with long-term goals. 5. Mediate or Escalate if Needed Involve a neutral third party or escalate to higher leadership if consensus isn’t possible.

Here are some steps I would take if I encountered a strategic conflict between two executives 1. Verify alignment on the vision and values 2. Inquire into the state of that relationship 3. Interview others about their views on these two options 4. Do individual coaching with each to see how willing they are to change views or if they are stuck in a one way to look at things 5. Facilitate a wider meeting to get broader perspective on the issue 6. Explore where they are now and if necessary repeat this cycle until there is alignment.

Cuando nos enfrentamos a un dilema de decisión estratégica entre altos ejecutivos, es fundamental crear un ambiente de colaboración y respeto, donde cada voz sea escuchada y valorada. 1. Establecer un marco de colaboració a partir de definir un objetivo común. Establecer reglas de juego claras. 2. Fomentar la escucha activa. Prestar atención a los sentimientos. Hacer preguntas abiertas para profundizar en las razones detrás de cada posición y encontrar puntos en común. 3. Utilizar herramientas de resolución de conflictos como el diagrama de Venn, análisis de las fuerzas de Porter. 4. Ayudar a los ejecutivos a reconocer sus propios sesgos y a considerar diferentes perspectivas.

Strategic conflict is an opportunity for transformation. By viewing tensions as part of a dynamic system, we can generate creative solutions that benefit the entire organization. Gathering multiple perspectives from leaders and employees helps identify the root causes of the problem and find innovative paths. This process strengthens organizational cohesion and enhances innovation, creating an environment where collaboration is valued over competition. Well-managed conflict becomes a tool for growth and strategic adaptation.