Executive Conflict Is a Business Risk
Most executive conflict is structural, not personal.
It emerges from:
Competing incentives
Unclear authority
Contradictory performance metrics
Cultural norms that suppress disagreement until it becomes destructive
When these forces collide, conflict shows up as behavior, but the cause is systemic.
Our role is to diagnose and resolve the underlying drivers so leadership teams can move forward decisively.
Structural vs. Behavioral Conflict
Structural conflict includes:
Misaligned KPIs and incentives
Ambiguous decision rights
Competing mandates across functions
Feedback loops that reinforce dysfunction
Behavioral conflict includes:
Identity threat
Cognitive bias
Breakdown of trust
Escalating defensive behavior
Most organizations attempt to solve structural problems with behavioral tools which is why conflict recurs.
We correct that mismatch.
Engagement Guardrails
Our work is designed to reduce risk, protect leaders, and prevent “conflict theater.”
Sponsor-led scope: We work under a named executive sponsor with explicit authority and objectives
Confidentiality controls: Information is shared on a need-to-know basis. We minimize unnecessary interviews and distribution
Documentation discipline: Notes and outputs are handled deliberately; deliverables are defined in writing
No triangulation: We do not become a channel for internal politics. We focus on decision systems, accountability, and workable agreements
Counsel coordination: When issues touch legal, HR, or compliance, we align with internal counsel/HR as directed by the sponsor
Exit criteria: Engagements end when the system is stabilized and the sponsor’s success criteria are met
Outcomes Clients Seek
Clients engage us to:
Move stalled decisions, Restore leadership alignment, Reduce political risk, Prevent escalation to legal or reputational damage, and Protect execution timelines and enterprise value.