Manage C-Suite Conflict and Increase Collaboration
Ensuring that your C-suite has a healthy team dynamic will translate into success for all levels of the organization.
The role of HR in addressing C-suite
discord can be a difficult path to navigate as HR is often part of the C-suite
and reports to the CEO. This can create a tricky dynamic.
Underlying power dynamics in the
C-suite often lead to discord, but can be difficult to alter. The egos that
sometimes accompany positions of power can also make it difficult to gain
traction for changing the C-suite status quo.
Resolving C-suite conflict is about leadership. The head of HR should engage in this issue not because they are HR but because it is an important component of being a strong people leader in the organization.
The C-suite is a role model for the rest of the organization. The behaviors and interactions of the C-suite trickle down and impact the way the rest of the organization interacts. Ensuring that your C-suite has a healthy team dynamic will translate into success for all levels of the organization.
Impact and Result
It is essential that CEO supports the initiative, otherwise you will not gain any traction with the rest of the C-suite team.
Collaborating with the C-suite, rather than placing blame, will help create a reaction that is responsive rather than defensive.
Assess the issues that are underlying the causes of discord by gathering input from all C-suite members and put in place action steps that will help the C-suite shift from unhealthy conflict to collaboration.
Manage C-Suite Conflict and Increase Collaboration Research & Tools
1. Understand HR’s role in managing C-suite conflict
Understand the role of HR in managing and approaching C-suite conflict.
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