Guide \u00b7 Conflict<\/p>\n\n\n\n
In brief<\/span>Conflicts in a leadership duo often feel personal but are usually unresolved structural questions: a missing final decision, overlapping roles, unequal visibility. Those who clarify the underlying structure solve the conflict at the root \u2013 not the symptom.<\/p>\n\n<\/div>\n\n\n\n Contents<\/strong><\/p>\n\n\n Almost all these patterns share one root: a question that was never clarified. As long as it isn’t settled who decides in doubt and who is responsible for what, every substantive question is charged with the unresolved power question. It feels personal but is structural.<\/p>\n\n\n\n Aus meiner Praxis<\/p>\n\n When a duo tells me \u201cwe don’t fit on a human level\u201d, I first ask: who decides when you disagree? Usually silence follows. That’s exactly where the conflict lies \u2013 not in character.<\/p>\n<\/div>\n\n\n\n If it’s stuck, a neutral outside view helps: conflict coaching in a leadership duo<\/a>. Clear decision rules<\/a> work preventively.<\/p>\n\n\n\n Yes. What matters isn’t whether there’s friction, but whether there are rules to work it out productively.<\/p>\n\n<\/details>\n\n\n Often yes \u2013 if both want to. Sometimes the most honest solution is a clean transition.<\/p>\n\n<\/details>\n\n\n No. It’s about the roles and rules of collaboration, not about personality.<\/p>\n\n<\/details>\n\n<\/div>\n\n\n\n\n\n
Five typical patterns<\/h2>\n\n\n\n
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Why it’s usually structure, not character<\/h2>\n\n\n\n
What helps<\/h2>\n\n\n\n
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Frequently asked questions<\/h2>\n\n\n\n
Are conflicts in a leadership duo normal?<\/summary>\n\n
Can a stuck conflict still be resolved?<\/summary>\n\n
Is this couples therapy for the office?<\/summary>\n\n