Coaching multiple leaders with conflicting styles. How do you effectively lead them all towards success?

A very wise mentor of mine reminded me that conflict is not necessarily a bad thing. It means they were listening. They are just not yet convinced. What needs to be prevented is clash. Diverse thought, with evidence to back it up, leads to solutions. Show respect. Diversity can be a simple as views from these 4 perspectives: Executive, Technical, Financial, User. I've learned that by respecting these 4 perspectives, like touching all 4 bases in baseball, we earn a run. Get lazy and disregard one of the 4, we'll likely get thrown out at that base. When I've embraced all 4 of these diverse perspectives, we advance and succeed well into the 90th percentile...the 1st time. "To know the road ahead, ask those coming back" - Chinese Proverb

Sicher ist es gut einen Coachee nicht zu verbiegen, dennoch ist es wichtig, dass die Führung innerhalb vereinbarter Kulturen abläuft, z.B.: - Vertrauenskultur - Fehlerkultur (no bashing) - Excellencekultur - Kooperationskultur. Kulturen, auch eine Summe aus sich ergänzenden Kulturen, bilden den Rahmen des individuellen Führens. Es kann dann aber auch individuelle Führungsmuster geben, die dann einfach nicht mehr ins Unternehmen passen. Dann muss von der Topebene gehandelt werden!

What is massively impactful is the power of creation. Creating the leaders firstly in our minds as powerful, creative, unique and wise . When we choose that, we are able to trust the wisdom of the group, their ideas, their communication styles and more. Create opportunities for every voice to be heard , and celebrate the infinite possibilities created by different perspectives of the leaders

Start by meeting with each leader individually to understand their unique leadership style, strengths, challenges, and goals. Focus on the common objectives that all leaders are striving to achieve. Facilitate Open Communication Encourage leaders to step outside their comfort zones by trying out new approaches that might not align with their natural style but are beneficial for the team. Provide Continuous Feedback and Support

Effectively coaching multiple leaders with conflicting styles requires embracing diversity as a strength. Start by identifying common goals and leveraging each leader's unique strengths to contribute to the team’s success. For example, pair a detail-oriented leader with a visionary to balance precision with creativity. Use tailored communication strategies to resonate with each leader's style, fostering mutual respect and understanding. Encourage open dialogue to address conflicts, turning differences into opportunities for innovation. By aligning their strengths with the shared vision, you cultivate a cohesive, high-performing leadership team that drives collective success.

A variety of self assessment instruments are helpful in this context. Personality, workstyle, EQ, Conflict and Change assessments to name a few can create a profile for objective evaluation and action planning around developmental steps. Part of the process is hearing the perspectives of the principles involved individually, but that must be done with recognition of a biased self view and filtered view of the other - that we all possess. This is where validated assessment tools support and create a common frame of data based reference, shared language around styles and behaviors and a point of comparing the results against the organizations objectives and behavioral values individually and as a point of the conflict.

Navigating conflicting leadership styles can be challenging, but assessing compatibility is essential for a harmonious work environment. Start by understanding leaders' core values, communication preferences, and motivations to pinpoint potential areas of conflict. Armed with this insight, devise strategies to mitigate friction while fostering awareness and empathy among leaders. Encourage finding common ground to enable them to collaborate more effectively despite their differences. By embracing these thoughtful approaches, you can create a stronger, more unified leadership team.

Who energizes the team? Who brings calm in chaos? Discuss these dynamics and then align them with specific challenges. They don't necessarily have to get along if they are able to focus on their area of specialty.

By fostering self-awareness and empathy, organizations can create an environment where differences are valued and collaboration is more effective. By identifying areas of potential conflict, it is possible to develop tailored strategies to mitigate friction and foster collaboration among leaders with different styles. Compatibility between leaders is a key determinant of the success of any team, and carefully assessing individual differences is the first step toward building more harmonious and productive working relationships.

Understanding the core values, communication preferences, and motivations of leaders with conflicting styles is crucial for fostering harmony. Assess compatibility to identify potential friction points and devise strategies for mitigation. By promoting empathy and awareness, you can help leaders find common ground and work together effectively, despite their differences. Remember, a harmonious team is a powerful force that can achieve great things.

Setting aside differences, and making a concerted effort to identify commonalities that align with the organization can be tackled easiest by bringing in an outside facilitator to help set goals and create accountability.

Be sure to set goals driven by the noble motive. The noble motive is unquestionably the right thing to do. Even the most cantankerous, belligerent, been-doing-it-this-way-forever know-it-all, will typically fall in line when the noble motive is established. Their ego won't let them look foolish. Also, "If you can't get anybody to listen, tell them it's confidential." - Farmer's Digest

By working towards shared goals, leaders can shift their focus to the bigger picture instead of dwelling on individual differences. This process helps bridge gaps between conflicting styles and strengthens the team's overall performance and cohesion. Encourage open communication, mutual understanding, and respect for diverse approaches to reach these goals. Facilitate regular team meetings to review progress, share perspectives, and celebrate collective achievements. Ultimately, fostering a collaborative environment that promotes shared endeavors allows leaders with disparate styles to coalesce effectively and drive the organization towards success.

By focusing on a shared goal, leaders are encouraged to collaborate and overcome their individual differences. Well-defined goals aligned with the organization’s vision provide a sense of common purpose and guide team efforts. By working toward a shared goal, leaders learn to value the diverse perspectives and skills of their colleagues, which strengthens team cohesion and increases the likelihood of success. Common goals serve as a catalyst for collaboration and unity, overcoming style differences and boosting team performance.

Setting common goals is such a powerful way to bring diverse leadership styles together. I’ve seen firsthand how uniting leaders around a shared vision can transform their dynamics. When everyone is working towards the same objectives, personal differences take a back seat to collective success.

You're absolutely right—effective communication is at the heart of managing leaders with differing styles. Instead of just establishing basic communication channels, we should focus on creating a culture of active listening and genuine dialogue. This means equipping leaders with the skills to not only share their perspectives but also truly hear and understand others. Encouraging transparency and valuing each leader's input will build the trust necessary to navigate conflicts and align on common goals. It's not just about managing differences; it's about turning those differences into strengths that drive collective success. I'm fully committed to facilitating this kind of dynamic communication among our leaders.

Effective communication is the key to managing leaders with diverse styles. Establish open channels for dialogue, teach active listening, and encourage honest feedback. By fostering a culture of understanding and trust, you can help leaders overcome conflicts and work together towards shared goals. Remember, the most successful teams are those where every voice is heard and valued.

It has been told that the mighty oak can break, snap, lose limbs due to storms. The palm tree is often the one remaining after a storm, because it is flexible. Keep our poise, patience, and demonstrate flexibility. Keep an open mind. Ask questions and be a good listener. Use response generators to keep the lines of communication open rather than risking shutting them down. Ask: How so? In What way? Why now? Who else notices this problem? Describe a recent example. What are your top 3 recommendations to remedy the problem? These show respect, and who knows?...We may learn something new!

Flexibility is the key to effective leadership. As a coach, guide leaders in recognizing when to stand firm and when to adapt. Encourage them to step out of their comfort zones and experiment with different styles to meet the team's needs. This adaptability can foster innovation and resilience. Remember, the best leaders are those who can navigate any situation with confidence and grace, adapting their approach as needed to achieve success.

Developing flexibility in leadership is crucial for thriving in dynamic environments. I’ve seen leaders who can adapt their style based on the situation and team needs make a huge impact. It’s about finding the right balance between staying true to their approach and being open to new strategies.

Developing flexibility is key to coaching multiple leaders with conflicting styles because it allows you to adapt your approach to each leader's unique needs, communication style, and strengths. Flexibility enables you to bridge the gaps between different leadership styles, fostering a collaborative environment where diverse perspectives are valued and leveraged. By being adaptable, you can tailor your coaching to guide each leader effectively, helping them navigate conflicts, align on common goals, and ultimately drive collective success. Without flexibility, you risk applying a one-size-fits-all approach that may not resonate with all leaders, potentially exacerbating conflicts rather than resolving them.

I think it's really a misnomer in saying "conflicting styles." Maybe the perception has been conflict, but the key here is to identify the strengths of each style and what has worked well as well as call out the gaps and what hasn't worked so well. What we want leaders to do is identify the opportunities for them to grasp other people's perceptions. One way I do this is talk through the idea of operational definitions, so we're all starting at the same place. Another is to help them visualize that there are many perspectives which all are correct, in their own way, but we have to be flexible enough to see things from someone else's viewpoint.

First step is to accept the fact that - No leader is alike - everyone will have thier individual style, ways of working, communication styles etc. Understanding, accepting and identifying these varies styles will help in the long run. The next step is to build trust and psychological safety within them so that they are not competing with each other but complementing each other. Active listening and debating without being judgmental is the key ingredient. The last step will be to have a common goal towards which all of them move towards, there would be conflicts but this can be a good indication that they are confident of putting thier thoughts upfront. As a coach it will be your responsibility to guide them in the right direction.

To lead leaders with differing styles towards success, develop customized strategies that address their distinct needs. Use team-building exercises, conflict-resolution training, or regular strategy meetings to ensure alignment. Focus on creating a structure where they can collaborate effectively, leveraging their diverse strengths for collective achievement.