Category:
Partnership
We have a conflict resolution process outlined below, and in the slides attached, that includes utilizing third-parties, such as an external coach and the board, to help resolve deadlock situations, versus one person having an immediate veto over the other. We are very intentionally choosing people for our board that have the wisdom and hands-on experience to support this business so if we need to defer to them in the case of deadlock between us, trust that they will make decisions that align with the best interests of all stakeholders.
CONFLICT RESOLUTION PROCESS: Make the Unsaid, Sad. Team First, Position Second.
- Defined Problem-Solving Space: Create a defined space outside of other meetings/offices to initiate discussion
- Source Reason: Identify the source of misalignment – ie. Strategic disagreement, personality differences, power struggle etc., or simply communication or lack of understanding of how the other works
- Systems-Approach: Address the problem as a system – ie. We are looking at the problem in front of us together
- Ground Rules: Assume best intent, rely on trust of long-term relationship, go back to the “team vision” and start there – establish alignment on bigger-picture/long-term goals
- Connect to Vision: With bigger goal in mind, choose a framework for assessing the decision at hand
- Utilize Third Parties: If agreement can’t be reached, utilize a coach and/or board member(s) to help resolve it with the vision of improving the partnership and company , not just resolving the issue.
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