Conflict Resolution and Stakeholder Management
Unresolved conflicts at C-level cost pace, talent and eventually your own position. I analyse with you the interests and relationship logic behind the conflict and prepare the critical conversations concretely – down to the exact wording. You pay for measurable improvement: the critical conversation has taken place, the working relationship holds again, the matter moves forward.
Book a Strategy CallTypical Situations
- Strained relationship with the board chair that is blocking strategic decisions
- Power struggle within the executive team that is affecting the whole organisation
- Key stakeholder who is blocking a critical project without transparent reasons
- CEO who needs to manage a difficult shareholder relationship
- Executive who has lost the trust of a key peer and needs to rebuild it
How the Mandate Works
Conflict analysis
We map the interests, the relationship history and the patterns that have led to the current situation.
Conversation preparation
We prepare the critical conversation in detail: your position, your interests and the exact wording.
Post-conversation debrief
We assess what happened, what worked and what needs to change.
Relationship assessment
Your stakeholders assess whether the working relationship has improved.
Measurable Criteria and Limits
Success is measured when the critical conversation has taken place and the working relationship holds again. Not suitable when the conflict requires a legal or HR resolution.
A Practical Example
A CEO was in a deteriorating relationship with the board chair that was affecting his authority with the executive team. In coaching, we analysed the relationship history and prepared two critical conversations in detail. After three months, the relationship was functional again.
Questions and Answers
Can you also mediate directly between the parties?
I coach the leader, not the relationship. If direct mediation is needed, I can recommend appropriate professionals.
What if the other party is not willing to engage?
We work on what you can control: your behaviour, your communication and your positioning.
How quickly can results be expected?
The critical conversation usually takes place within the first two to three months.
Do you also work with board members?
Only when it makes sense and is requested by the client.
What if the conflict cannot be resolved?
Sometimes the right outcome is a clean separation. I will tell you that clearly if that is the case.
Ready for a no-obligation strategy conversation?
Book a Strategy Call