To help with conflicting leadership between 2 managers, start having constructive discussion. The purpose of the discussion is not to pinpoint each other's issues, but to see how can 2 work together for better growth of the organization.

To help two managers with conflicting leadership styles find common ground, start by facilitating an open and structured conversation where both can express their perspectives without judgment. Encourage active listening by having each manager articulate the other's viewpoint to ensure understanding. Identify shared goals—such as team success, efficiency, or innovation—and emphasize how their different styles can complement rather than compete. Suggest practical compromises, like adjusting communication methods or delegating tasks based on strengths. Reinforce the importance of mutual respect and collaboration, possibly through team-building exercises or leadership coaching, to create a balanced and effective working relationship.

When two managers clash over leadership styles, it's not about choosing sides—it's about aligning their strengths for the greater good of the team. Start by encouraging open dialogue, where each manager can express their approach and reasoning. Then, focus on common goals and how each style can complement the other. Facilitate a conversation around shared values like trust, respect, and collaboration, which form the foundation of great leadership. By finding the overlap and fostering empathy, you guide them toward a balanced leadership approach. After all, "Great teams are built on diverse strengths, not uniformity."

Deux styles de leadership s’opposent ? Transformez le duel en duo gagnant. Comme le dit Adam Grant, "Les meilleurs leaders savent quand insister et quand s’adapter". Plutôt que de camper sur leurs positions, les managers doivent aligner leurs forces sur un objectif commun, en mixant leurs approches pour créer un leadership plus agile. Dialogue direct, compromis intelligents et vision partagée : c’est ainsi qu’on transforme un conflit en levier de performance.

When two managers clash over leadership styles, the key is to shift focus from differences to shared goals. Encourage an open, honest conversation where they can express their perspectives without judgment. Help them recognize common objectives and explore small compromises that allow both styles to coexist productively. A little flexibility from both sides can go a long way in creating a balanced, effective leadership dynamic.