Le statut ne fait pas la raison. Toute expression d'autorité mérite d'être ramenée au sujet débattu et à la formulation des arguments qui soutiennent le raisonnement. La reformulation des différentes positions exprimées d'autorité, la parole donnée à un intervenant tiers, les questions posées pour approfondir le raisonnement sous-jacent de ceux qui s'appuient sur leur statut pour affirmer leur position, autant de techniques qui doivent permettre de remettre chacun dans la réflexion et la mise à plat de la démonstration rationnelle plutôt que dans l'invective et le blocage.

Handling authority conflicts in professional setting requires a balanced and strategic approach. The key is to: 1. Respect the existing organizational hierarchy 2. Communicate openly and honestly 3. Focus on shared goals rather than personal differences 4. Be willing to collaborate and compromise 5. Seek mediation if direct communication fails 6. Demonstrate professionalism and commitment to team success The ultimate objective is to transform potential conflicts into opportunities for growth and innovation. By maintaining a constructive attitude, listening to different perspectives, and prioritizing the organization's overall objectives, you can effectively manage conflicting authority levels and create more harmonious work environment

The first is to recognize that there are conflicts on authority levels. Second identify causes of these conflicts. Third, highlight the conflicts and their negative impacts on the session. Fourth, address the conflicts in order to help run the session smoothly. Firth,align the different levels of authority to work as a team,giving each level a specific role to play in meeting the overall objective of the session. Once there is harmony, the different authority levels will coordinate and flow as a unitary system. This will ensure that each level operates in full recognition of the other levels and in complimenting the other levels. Each level will then give to the other due regard and only do as much as is required of it without overstepping.

Navigating conflicting authority levels requires tact, diplomacy, and focus. Begin by acknowledging all perspectives to create a collaborative atmosphere. Clearly restate the session's purpose to refocus attention on shared goals. Use neutral language and actively mediate, ensuring everyone feels heard. If disagreements persist, seek alignment by identifying common objectives or escalating to a senior authority for clarity. Prioritize professional communication and maintain composure to avoid escalating tension. Remember, the goal isn’t about winning — it’s about achieving results. "Leadership is not about power, but influence," as John Maxwell aptly put it — use this principle to guide discussions and foster consensus.

Always remember when we see authority clashing , lets be the diplomat not the referee and then listen actively, clarify roles PLUS unite them on common goals. Its our responsibility to balance the room with facts, fairness and a touch of humor to ease tension. Strong leaders always steer the ship not rock the boat. You should guide the session to focus on solutions not power plays.