Episode #75: How to Handle Conflict on Leadership Teams: Turning Tension into Trust, Alignment, and Better Results

What happens to your team when two people are in conflict, and what does it take to get everyone back on track? In this episode of Missing Conversations, Altus executive coaches Dan Winter, Lynette Winter, and Amy Vodarek draw on decades of experience working alongside senior leaders and teams to explore what sits beneath team friction and how it reflects the way a team is operating. They unpack why conflict extends beyond the individuals involved, the cost of side conversations, and what shifts when leaders change how they listen, name their intent, and ask, “Where could I be wrong?” You’ll hear practical ways to move from judgment to curiosity, turn reactions into productive action, define and communicate clear standards, and initiate the conversations that shape your team’s future. If you’re navigating misalignment, strained relationships, or a team not performing at the level you know it can, listen in for what you can do to achieve a better result.

Key Moments You’ll Want to Hear

00:57: Why leadership teams struggle with alignment and trust.
02:15: How conflict between two executives impacts overall team performance.
04:22: The cost of “the meeting after the meeting” for executive teams.
06:31: How to change your listening from judgment to possibility.
08:56: Why leaders should ask, “Where could I be wrong?””
15:41: Why high-performing teams make standards of behavior visible.
17:52: How strong teams share responsibility for team health.
21:36: How leaders can effectively influence change within their executive teams.
26:10: What your emotions and mood are really telling you.
28:06: How leaders can turn frustration into productive team conversations.
32:24: How naming your intent builds trust in relationships.
37:17: Final thoughts on what leaders can do when there’s an unhealthy dynamic on their team.

By the end of this conversation, you’ll hear answers to:

How do you manage conflict between team members?

Managing conflict starts by seeing it as a team dynamic, not a problem between two individuals. When leaders step in to “fix the two people,” they miss how the tension is shaping the entire team’s ability to coordinate and perform. The more effective move is to bring the conversation back to the team: naming what’s happening, getting clear on what the team is committed to, and establishing shared standards for how disagreements are handled. From there, leaders shift how they listen, moving from judging who’s right to understanding what each person is seeing, and creating space for a more productive conversation to emerge. Timestamps: 02:15, 06:31, 15:41, 22:05

What can team members do to resolve conflict?

Team members don’t have to wait for the leader to act. They can take responsibility for the health of the team. That starts with noticing their own assumptions and asking questions like, “Where could I be wrong?” or “What else might be true?” It also means initiating a direct conversation with one of the people involved, sharing how the dynamic is impacting them and the team, and asking, “How can I support you?” or “Are you open to talking this through?” These moves shift the dynamic from frustration and side conversations to shared ownership and forward movement. Timestamps: 08:56, 09:44, 28:06, 37:55

How does conflict impact the whole team?

Conflict between two people quickly becomes a team issue. Even when it’s not openly expressed, everyone feels it. People start holding back, avoiding certain topics, or working around the tension. The team begins to operate in a mood of frustration or resignation, and conversations move outside the room into “meetings after the meeting.” Over time, this erodes trust, weakens alignment, and limits the team’s ability to perform at the level they need to. Timestamps: 03:05, 04:22, 12:09

One of the fastest ways to build trust is to name our intent. ~ Lynette Winter

About Altus Growth Partners

At Altus, we partner with CEOs and leadership teams who are serious about growth and willing to engage in new kinds of conversations to produce better results.

We care deeply about helping leaders and teams collaborate more effectively, navigate complexity with confidence, and foster a culture where people thrive. It’s in these environments that challenges are met with curiosity, people bring out the best in one another, and progress is anchored in shared purpose.

Because when leaders and teams are truly working together, they expand what’s possible and the meaningful impact they can make in their lives, their organizations, and the world around them.

You can find Altus Growth Partners on LinkedIn at: https://www.linkedin.com/company/altus-growth-partners/

About the Book

Growing Groups Into Teams: How do you turn a group of individuals into a highly effective, productive team? Growing Groups Into Teams is an unusually useful book written by a team of generative consultants and coaches who have helped thousands of groups become effective teams.

Through real-life stories combined with pragmatic advice, this book strengthens your ability to see what’s needed and take effective action:

• What two promises turn a group into a team.

• How to engage people to make those promises.

• How to invite responsibility and accountability.

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• How to build and rebuild trust, and more!

Regardless of how productive your teams are today, the insights in this book will help you grow to the next level to drive your business or organization forward. Order your copy today!

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If you're looking to expand your leadership influence, shift your results, and develop a highly engaged, accountable team, we’d love to talk to you. Schedule a conversation with an Altus Team Member here: https://calendly.com/prollin-altusgrowth/zoom-video-30-min.

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Keywords:

#TeamDynamics #ConflictResolution #TeamCommunication