Senior leaders are divided on organizational change direction. How will you navigate conflicting opinions?
Navigating through an organizational change is much like steering a ship through stormy seas, especially when your crew, the senior leaders, are not in agreement on the direction to take. This scenario is a common challenge in leadership development. As a leader, your task is to guide the organization through this change while managing differing opinions and finding a path that aligns with the company's vision and goals. The key is to approach this situation with a blend of empathy, strategic thinking, and decisiveness.
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Col Sanjeev Malik5 x Top Voice I Chief Security Officer @ Army | Strategic leadership | COO I HRM I Aviation & Risk Management I Health…
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Vismay Dalwadi (VD) ⭐11 X LinkedIn Top Voice |Project Manager -EPC Projects Management Experienced Professional with expertise in Project…
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Chantal PierratLeading Culture & Leadership Transformation • CEO of Emerging Women & Emerging Human ➜ 50+ Coaches, 30+ countries, 30+…
When faced with divergent viewpoints among senior leaders, your first step should be to foster open and honest dialogue. Encourage leaders to voice their concerns and ideas in a constructive manner. This can be done through structured meetings or one-on-one conversations. The objective is not to debate who is right or wrong but to understand the underlying reasons for their positions. By doing so, you create an environment where all opinions are valued, and this can often lead to innovative solutions that might not have emerged otherwise.
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Col Sanjeev Malik
5 x Top Voice I Chief Security Officer @ Army | Strategic leadership | COO I HRM I Aviation & Risk Management I Health & Admin I Legal & Finance I Transitioning to Corporate CXO Roles I Seeking Networking Opportunities
Navigating conflicting opinions among senior leaders requires embracing open dialogue. The aim must be dialogue and discussion, not disruption Facilitate a safe space for leaders to voice their perspectives without judgment. Ensure factors like time are not restricting. Encourage active listening and mutual respect, ensuring that every opinion is considered. This fosters a culture of collaboration and understanding, making it easier to find common ground and move forward with unified strategies. By valuing each leader’s input, you demonstrate a commitment to inclusivity and collective decision-making, ultimately enhancing the quality and acceptance of the chosen direction.
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Vismay Dalwadi (VD) ⭐
11 X LinkedIn Top Voice |Project Manager -EPC Projects Management Experienced Professional with expertise in Project Management, Stake Holder Management, Order Management and Engineering with Customer Centric focus.
To navigate conflicting opinions among senior leaders on organizational change, initiate open discussions to understand each perspective fully. Seek common ground and bridge differences through compromise or consensus-building exercises. Use data and evidence to support proposals and emphasize the collective goal of organizational success. Foster a culture of respectful debate where all viewpoints are valued. Ultimately, aim for alignment around a shared vision while respecting diverse perspectives.
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Chantal Pierrat
Leading Culture & Leadership Transformation • CEO of Emerging Women & Emerging Human ➜ 50+ Coaches, 30+ countries, 30+ Fortune 500 Companies.
Structured meetings or one-on-one conversations can serve as effective platforms for this dialogue. These settings provide the necessary space for leaders to express their thoughts and listen to others. The goal here isn't to win an argument but to genuinely understand the different perspectives that each leader brings to the table. This approach can reveal the underlying reasons behind their positions, which is often key to resolving conflicts and aligning goals
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Milton Mello Mello
Inspetor de Segurança no Grupo Impacto
Realize uma reunião onde todos os líderes possam expressar suas opiniões de maneira aberta e respeitosa, estabelecendo regras claras para a discussão, incentivando uma comunicação construtiva e evitando conflitos pessoais, garanta que todos os líderes seniores se sintam ouvidos e respeitados durante a reunião.
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Dattatray Chaudhari (DMAS PMI-PMP® PMI-ACP®PRINCE2®CSM®ITIL)
Telecom Professional|PMP®|PMI-ACP|Certified Scrum Master|German B2|Program and Project management with 18+ year's of ExperienceGoethe institute German C1 Certified| Certified Mountaineer
conflict resolution strategy is accommodation, in which you acquiesce to the other party’s needs. Use accommodating in instances where the relationship matters more than your goal. For example, if you pitch an idea for a future project in a meeting, and one of your colleagues says they believe it will have a negative impact, you could resolve the conflict by rescinding your original thought. This is useful if the other person is angry or hostile or you don’t have a strong opinion on the matter. It immediately deescalates conflict by removing your goal from the equation.
Once the dialogue is underway, the next step is to identify common ground among the conflicting opinions. Look for shared values, goals, or concerns that resonate with all parties. This commonality becomes the foundation upon which you can build a consensus. It's important to remind everyone that, despite differing views on how to proceed, you all share a commitment to the organization's success. Finding and emphasizing these points of agreement can reduce tension and foster a spirit of collaboration.
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Col Sanjeev Malik
5 x Top Voice I Chief Security Officer @ Army | Strategic leadership | COO I HRM I Aviation & Risk Management I Health & Admin I Legal & Finance I Transitioning to Corporate CXO Roles I Seeking Networking Opportunities
Identifying common ground among diverse opinions is crucial. Focus on shared goals and values that unite the leadership team. Highlight areas of agreement and build on these foundations to create a cohesive strategy. This helps to bridge divides and align leaders towards a common purpose. Encourage compromise and flexibility, reminding everyone that the ultimate objective is the organization's success. You can mitigate conflicts and foster a more cooperative and productive leadership dynamic by emphasising unity and shared vision.
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Milton Mello Mello
Inspetor de Segurança no Grupo Impacto
Realize uma sessão para identificar e listar os valores fundamentais que todos os líderes compartilham, como integridade, inovação, excelência no atendimento ao cliente, utilize esses valores como uma base para guiar discussões e decisões, defina objetivos comuns e pergunte a cada líder sobre suas metas e aspirações para a organização, identifique os objetivos comuns, como crescimento sustentável, melhoria da eficiência, expansão de mercado, etc., e mostre como diferentes propostas podem contribuir para esses objetivos.
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Dattatray Chaudhari (DMAS PMI-PMP® PMI-ACP®PRINCE2®CSM®ITIL)
Telecom Professional|PMP®|PMI-ACP|Certified Scrum Master|German B2|Program and Project management with 18+ year's of ExperienceGoethe institute German C1 Certified| Certified Mountaineer
Compromising is a conflict resolution strategy in which you and the other party willingly forfeit some of your needs to reach an agreement. It’s known as a “lose-lose” strategy, since neither of you achieve your full goal. This strategy works well when your care for your goal and the relationship are both moderate. You value the relationship, but not so much that you abandon your goal, like in accommodation. For example, maybe you and a peer express interest in leading an upcoming project. You could compromise by co-leading it or deciding one of you leads this one and the other the next one.
With common ground established, it's crucial to define clear objectives for the organizational change. These objectives should be specific, measurable, achievable, relevant, and time-bound (SMART). By setting SMART goals, you provide a clear framework that can guide decision-making and help align the leaders' efforts. This step also serves to focus the conversation on practical outcomes rather than abstract ideas or personal preferences.
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Col Sanjeev Malik
5 x Top Voice I Chief Security Officer @ Army | Strategic leadership | COO I HRM I Aviation & Risk Management I Health & Admin I Legal & Finance I Transitioning to Corporate CXO Roles I Seeking Networking Opportunities
Clear and well-defined objectives are essential in resolving leadership conflicts. Establish specific, measurable goals that align with the organization’s vision and mission. Ensure that all leaders understand and agree on these objectives. This clarity helps to minimize misunderstandings and provides a clear framework for decision-making. By focusing on concrete outcomes, you can steer discussions away from personal biases and towards achieving the organization's strategic aims. This method ensures that everyone works towards the same end, reducing friction and enhancing collaborative efforts.
In any group of leaders, there will be a diverse range of experiences and expertise. Leverage this by assigning roles and responsibilities that play to each leader's strengths. This not only ensures that the best possible talent is working on each aspect of the change but also helps to build buy-in as leaders feel their expertise is being recognized and utilized effectively. When people see their contributions making a difference, they are more likely to support the collective direction.
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Jonathan Webb
Leadership coach, Team coach, CEO. Helping leaders and teams develop their skills, deliver results, and create value for their stakeholders.
As leadership development coaches, we emphasize the importance of assigning roles based on each leader's strengths: Identify individual strengths, ensuring the most suited talent is addressing each aspect of the change. Empower leaders by recognizing and effectively utilizing their expertise, fostering a sense of ownership and buy-in. Encourage collaborative decision-making, appreciating varied perspectives to deliver well-rounded solutions. Celebrate milestones and acknowledge the contributions of each leader as part of the process. By optimally assigning roles and responsibilities, leaders create a unified force, driving change effectively and garnering unwavering support for the collective direction.
Organizational change doesn't happen overnight. Implementing change incrementally allows for adjustments along the way and can help manage resistance. By breaking down the change into smaller, manageable parts, you can demonstrate progress and create short-term wins. This approach also provides opportunities for leaders to see their ideas in action and understand how they contribute to the larger goal. It can turn skeptics into advocates as they witness the benefits of the change firsthand.
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Will Linssen
Top Voice (LinkedIn), #1 Leadership Coach (Global Gurus), Advisor at Harvard Business Review, Master Certified Coach (ICF MCC), #1 Coach Trainer (Thinkers50), CEO at Global Coach Group
Organizational change is a gradual process, best approached incrementally. To successfully manage resistance and drive progress, consider these steps: Divide change into smaller tasks: Break down the overall change into manageable components. Communicate the vision: Share the purpose and benefits of the change with all members. Set milestones: Define clear, achievable short-term goals to assess progress. Celebrate wins: Acknowledge milestones to bolster motivation and confidence. Engage skeptics: Involve skeptical leaders in the process to witness benefits firsthand, transforming them into advocates. Adjust as needed: Remain agile in making necessary modifications based on instantaneous feedback.
Finally, it is essential to regularly evaluate the progress of the change initiative and make adjustments as needed. This evaluation should be based on predefined metrics aligned with the set objectives. It's an opportunity to bring leaders together to review what's working and what isn't. By maintaining a flexible approach and being willing to pivot when necessary, you show that you value the input of all leaders and are committed to finding the best path forward for the organization.
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Col Sanjeev Malik
5 x Top Voice I Chief Security Officer @ Army | Strategic leadership | COO I HRM I Aviation & Risk Management I Health & Admin I Legal & Finance I Transitioning to Corporate CXO Roles I Seeking Networking Opportunities
Continuous evaluation and willingness to adjust are key in navigating conflicting opinions. Implement a process for regularly reviewing progress and outcomes. Encourage leaders to reflect on the effectiveness of their decisions and be open to making necessary adjustments. Do this at the outset itself. This iterative approach allows for flexibility and adaptability, ensuring that the organization can respond effectively to changing circumstances and feedback. By fostering a culture of continuous improvement, you enable the leadership team to evolve and refine their strategies, ultimately leading to more cohesive and effective decision-making.
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Garrett Wood
Turn burnout into breakthroughs. Tailored leadership development with the science of well-being. NBC-HWC, ICF, CCHt.
“To navigate conflicting opinions among senior leaders, consider consensus-building workshops. These workshops create a structured space for leaders to voice their views, understand different perspectives, and align on shared goals. According to Harvard Business Review, consensus-driven approaches boost commitment and execution. Facilitated activities help leaders find common ground, develop unified strategies, and craft a collective vision for change. This not only resolves conflicts but also enhances teamwork and fosters a culture of collaborative decision-making, driving organizational success.” Source: Harvard Business Review, “The Benefits of Consensus-Building” (2019).
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Stephen Borengasser
Accelerating new leaders to success | TEDx speaker
Differing opinions among senior leadership is a sign of a healthy team. If there aren't divergent opinions among leaders on something as important and complex as organizational change, either there isn't enough thought diversity on the team or you aren't pushing hard enough. Embrace healthy debate while creating a culture where leaders can commit to a decision even when they disagree. The secret to that is to build trust among leaders and show that each opinion is valued and considered even if it does not influence the chosen direction.
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