Strong Exec Teams Don’t Avoid Conflict – They Master It

(A note for anyone serious about leadership development right now)

In strong executive teams, conflict isn’t a sign of dysfunction. It’s a sign of depth.

Not just raised eyebrows and polite disagreement. We’re talking about the kind of challenge that brings out the best thinking, stretches the plan, and sharpens the strategy.

But here’s what most teams miss: Too little conflict, and you get the illusion of alignment. Too much, and trust drains fast.

So how do you know when you've got it right?

Here are a couple of signs the balance is working:

• Heated debates don’t derail decisions – they strengthen them.

• People leave meetings feeling energised, not bruised or bored.

And signs it's off-track:

• You rarely hear pushback in big meetings, but smaller conversations are full of doubt.

• The same 2 or 3 voices dominate while others keep their heads down.

  
  

Roger Schwarz calls this the difference between unilateral control and mutual learning. Pat Lencioni calls it the foundation of trust and accountability.

Either way, exec teams that avoid conflict are usually avoiding progress.

The best teams don’t tiptoe around tension. They use it, channel it, and move faster because of it.

So what does this have to do with leadership development?

Everything. Because if your senior leaders aren’t developing the confidence, capability and cohesion to challenge each other well, you’re stuck managing workarounds, not growth.

If you’re serious about building a leadership culture that can handle complexity, challenge and change, two good next steps:

• Take the Leadership Pipeline Pressure Test: a short diagnostic to help you see where you’re strong and where you need to shift.

• Or book a quick call with me: and we’ll talk through what the right development could look like for your business.

Let’s make sure your leaders aren’t just aligned on paper, but equipped to deliver where it counts.