20 Ways To Create Harmony Between Senior Business Leaders
In business, it’s not uncommon for conflict to arise between senior company leaders. With decisions often having to be made quickly on a constant basis, achieving consensus across a leadership team can become complicated when opinions differ.
As CEOs, the members of Forbes Business Council have overseen and navigated conflict between executive leaders. Below, 20 of them discuss how they manage disruption and misalignment among senior leaders in their companies. Read on to learn more about the impact these strategies have on employees across an organization.
1. Immediately Address Issues
Misalignment at the C-level shows up as chaos, conflict and competing priorities at the next level. This is usually caused by a high-performing toxic leader, unclear strategic direction or broken trust among team members. As the CEO, it’s important to address issues immediately and get to the root cause. Staying curious, not furious, and letting go of assumptions are lessons I take with me. - Loubna Noureddin, Mind Market
2. Pause For Clarity
Misalignment rarely starts with a blow-up. It’s slower, starting with fuzzy priorities, conflicting assumptions and important things left unsaid. When two executives come to me out of sync, I pause the room. We step back and ask, "What are we really solving for?" We then determine where we are and are not aligned. That clarity stops the second-guessing—and then teams and the whole company can feel it. - Jennie Glazer, Coqual
3. Bring Everyone Together
I handle senior leader misalignment head-on by bringing everyone into the same room. This is ideal for hearing each perspective and making a clear decision together. When leaders align quickly, employees see consistency and clarity, which builds trust and keeps the company moving forward. - Nishant Hooda, Docket
4. Encourage Leaders To Reconnect
I’ve coached dozens of leaders through disruption and misalignment. My focus is helping them reconnect, which helps them see each other not just as their roles but as humans aligned by shared values and a common mission. I also create space for healthy disagreement. When leaders handle conflict with transparency and empathy, they model that alignment isn’t about agreement; it’s about commitment to a shared goal. - Laurie Shakur, SPHR, SessionAI
5. Remind Leaders Of Shared Goals And Measurable Outcomes
When senior leaders aren’t fully aligned, the ripple effects can be felt companywide. I address this by bringing leaders back to shared goals and measurable outcomes. That clarity at the top fosters stability, focus and confidence throughout the organization. - Wayne Wilson, SynergenX
6. Take Ownership
As CEO, you need to take ownership when disruption or misalignment happens in your team and organization. I would consider asking if you have done enough to set the team up for success. Are you working on building a healthy organization? Are your core values authentic or are they just words on a wall? Culture eats strategy for breakfast, so make sure you have a good culture. - Jacob Corlyon, CCMR3
7. Get Curious
When I sense misalignment, I don’t rush to fix it. First, I get curious. What’s really behind the friction? Often, it’s not about disagreement but about competing priorities or perspectives. You sometimes have to slow down to speed up. Taking the time to truly listen is an important step for realigning your leadership team. - Scott Paddock, Wondr Health
8. Analyze The Big Picture
Disruption or misalignment is usually a result of end goals being misinterpreted or leaders not assessing all risks when acting. I manage this through an analysis of the situation from a safe place. This approach allows us to identify triggers to watch out for in the future. It also signals to other employees that there is tolerance for mistakes within the scope of learning. - Audrey Hametner, The Bedrock Program
9. Avoid Making Assumptions
Never assume anything. A great CEO needs to listen to understand what they think their senior leaders know. Most importantly, a CEO must also verify what they think they’ve heard. It’s important to tailor communication to each and every personality type. When senior leaders align, it's uplifting and powerful, generating momentum for the whole team. - Tim McCloud, TMC Strategic Communications
10. Prioritize Transparency And Open Dialogue
I address disruption head-on with transparency and open dialogue. Getting senior leaders aligned quickly prevents confusion from trickling down. When our team sees leaders working through differences constructively, it builds trust and stability. This helps keep employees focused, confident and engaged in the bigger vision. - Lesa Seibert, Mightily
11. Set Regular Senior Leadership Meetings
I schedule regular open conversations with senior leaders to share our goals and hear concerns early. This keeps everyone on the same page. When leaders agree in front of employees, it builds trust and maintains calm. People feel secure because changes are explained and decisions stick. - Chris Dyer, Chris Dyer
12. Speak With Leaders And Other Employees
Resumes and certificates can’t prevent disruption, but listening can. I spend time with senior leaders to see if they truly comprehend, not just know. Misalignments surface in conversation, not paper. I also meet with junior employees to ensure credit isn’t overlooked when seniors neglect to share it. This builds trust and keeps employees secure and guided. - George Adamides, TheAccountantWay
13. Tackle Issues Directly
When disruption and misalignment arises among senior leaders, it is best to address it directly. I combine decisiveness with openness, enlist leadership coaching skills and encourage respectful dialogue to turn challenges into alignment and growth. As a result, employees feel stable and confident knowing they’re part of a united, forward-moving culture. - Arvin Saenz, Saenz-Garcia Law PLLC
14. Leverage Your Culture And Values
Know your culture and values. Growth creates tension, and that’s healthy. In a culture that embraces constructive conflict, leadership challenges don’t breed fear. They instead drive progress, as employees will follow that lead. - Craig Du Bruyn, Kaleido Life Inc.
15. Encourage Open, Direct Dialogue
Most senior leader misalignment can be resolved through open, direct dialogue. When leaders feel heard, common ground is easier to find. In rare cases where values or culture don’t align, decisive action may be necessary. Addressing issues early protects team cohesion and reinforces trust across the organization. - Ana Valdez, Latino Donor Collaborative
16. Anchor Discussions In Facts
When senior leaders face disruption or misalignment, it's important to bring them together quickly to share perspectives and uncover the assumptions behind them. We anchor discussions in facts. Intuition can be powerful, but it’s most effective when paired with hard data. Resolving issues swiftly prevents confusion and builds trust. It also turns friction into focus and complexity into momentum. - Boris Bohrer-Bilowitzki, Concordium
17. Reframe Conflict As A Positive
Shifting senior leadership from reactive firefighting to a mindset of collective, sustainable adaptability begins with reframing disruption as a catalyst for reinvention. Creating space for senior leaders to pause, align around a shared purpose and experiment with adaptive practices builds resilience. It also gives employees the psychological safety and clarity they need to stay committed and engaged. - Elisa Mallis, Center for Creative Leadership
18. Have Leaders Explore Other Departments And Positions
Host tours for senior leaders to spend a day in different departments shadowing or talking with frontline employees. This bridges gaps between work as imagined, work as planned and work as done. It also promotes empathy and alignment, while empowering employees to ensure their voices are heard, thereby creating an engaged workforce that feels valued and understood. - Shawn Galloway, ProAct Safety, Inc.
19. Implement 'Arti-Walks'
While trust and transparency are key, we have introduced what we call "Arti-Walks." This is a dedicated one-hour walk in nature where a one-on-one discussion on topics like pressing challenges, tensions and any misalignment between senior leaders takes place. This approach is very effective, as there is a particular placeholder to address challenges in a dedicated and less emotional setting. - Michael Wegmüller, Artifact SA
20. Focus On Providing Direction
The five fingers aren’t the same—and neither are leaders. I don’t force alignment. I let people hold their views, but I stay firm in direction. Results speak louder than debates. When the outcome lands, realignment happens naturally. This results in teams learning from diverse thinking, not just instructions, and that shapes better judgment for all. - Amaan Kazi, Verified Market Research
This article was published on Forbes.com.
