Here's how you can recognize when a conflict in an executive position requires immediate attention.

Most of the shareholders / founders I've worked with failed hiring the Chief of Staff. Most of the time Chief of Staff is a glorified executive assistant. Chief of staff must have: 1. Trustworthy (e.g., you treat confidential matters and private opinions as such). 2. 100% reliable. 3. Willing to “touch the nerve” to get to the root of tough issues. 4. Analytical horsepower. 5. Ownership mindset. Don't fail. Build and maintain trust with conflicting organizations.

As an executive manager, it's vital to identify when conflicts within the team demand immediate attention. Key indicators include a decline in team productivity or morale, frequent disagreements among key stakeholders, missed deadlines due to unresolved issues, and an overall atmosphere of tension within the team. Moreover, if conflicts escalate to personal animosities or begin to impact client relationships and the company's reputation, it becomes evident that swift intervention is required to address these issues and promote a more collaborative and productive work environment among the executive team.

Emotional intelligence plays a significant role in conflict resolution. Pay attention to non-verbal cues like body language, facial expressions, and tone of voice. If you detect signs of frustration, anger, or resentment during interactions, this could signify that an underlying issue needs to be brought to light and resolved. Executives who are normally composed but suddenly exhibit emotional responses may be indicating that the conflict has reached a personal level that requires intervention.

When decision-making processes start to stall, and executives are either unable to reach a consensus or are avoiding decisions entirely, it's a clear indication that conflict is present. This paralysis can be especially harmful in an executive environment where strategic choices are vital. The root cause might be a lack of trust or conflicting visions for the company's future. It's crucial to tackle these problems promptly to prevent them from hindering the organization's operational effectiveness.

To determine the urgency of a conflict, pay attention to the feedback patterns within the executive team. A noticeable rise in critical comments or feedback turning personal instead of constructive signals the need for intervention. This suggests that the conflict is affecting not only business decisions but also personal relationships within the team. It's essential to address these issues quickly to avoid lasting negative impacts on team cohesion and organisational performance.

When board members, investors, or key clients start voicing concerns about the company's leadership or direction, it signals that internal conflicts are becoming apparent externally. This can harm the organisation's reputation. Such feedback from stakeholders offers an unbiased perspective on the seriousness of the conflict and underscores the urgency for a prompt resolution to maintain trust and confidence in the leadership.