Navigating Office Tensions: How to Handle a Cold War Between Senior Teams?

Dear seniors,

This is a situation I came across with one of my friends in the office. How should one handle the situation when seniors are engaged in a cold war within the department? How can one effectively tackle the situation and manage between both teams?

Regards,
Deepak

Addressing Cold War Situations Among Senior Managers

There should not be a situation of a cold war at all, especially at the level of senior managers. The situation shows:
(a) how weak the top leadership is,
(b) the inability of the leadership to eradicate negative conflict and substitute positive conflict in its place, and
(c) the inability of the leadership to orient everybody towards one goal.

To tackle this situation, intervention from the top, rather than the bottom, is required. If someone continues with their disruptive activities, they may need to be dismissed. Secondly, top management should adhere strictly to the principle of equality and maintain an equal distance from everyone.

Ok...

Regards,
DVD

My thoughts resonate completely with Mr. Divekar's. This is a 'Leadership Crisis/Failure' and needs to be addressed from the top. Reporting it to the HR Head may be a good idea. Hopefully, some action may get initiated—else, subordinates will find it very difficult to deliver.

Regards,
Sumant Khare

Handling Conflicts Between Senior Colleagues

These are common situations in corporate environments. Seniors are often smart enough to manage and beautify the situation to avoid making it obvious to others, especially top management.

Dos and Don'ts When Two Seniors Are in Conflict

1. Do not try to mediate between them - You may become a victim in their unyielding war of superiority.

2. Listen and try to obey the reporting superior. If you disagree with his thoughts, discuss them directly and follow up as per his advice.

3. Decide what is best for the organization - Stay unbiased and act according to your conviction. The organization recognizes your strength in adversities.

4. Project both of their opinions in the true value of the organization's interest - When discussing each other's views, highlight the positive aspects. This could bring them closer and help resolve the conflict.

5. Avoid discussing the conflict with other colleagues - This would not benefit you; in fact, it could tarnish your image by publicizing their bitterness.

6. If their conflict intensifies and impacts your work, be bold and escalate it to senior management for intervention and resolution.

Regards,
Praveen Kambhampati

I fully agree and endorse your views. A subordinate should always give a subtle impression in his working and behavior that, "I am aware of your conflict, but I am least bothered about it. I am loyal to the organization and my work, not to individuals. Do not expect me to become a party to your conflict. I will be upset and will complain to higher management if I am in any way affected by the conflict."

Of course, saying it is easier than doing it and will require a lot of tact to accomplish.

Thanks & Regards

Dear Dinesh,

The point of contention is not whether a certain condition should exist or not. The fact is that a certain condition exists, and the root cause could be anything as stated by you. A solution or suggestion is sought to tackle or come out of this situation. I would suggest that Mr. Deepak explains to the higher management that his condition has become like a betel nut between the blades of a cutter and that they should take necessary action.

Regards,
Rajendra.

I am in agreement with Praveen Kambhampati because, even if it is not visible or clearly visible, we can sense it in most companies, as this is a common problem. Every department/head thinks that their department is superior and that without it, the company will collapse. I have worked in three companies and have observed this common issue everywhere. It's a type of ego problem. Accounts believe that Finance is the main area, while marketing people think that without their department, the business won't move forward. Additionally, our HR department seems to have a higher sense of complexity than everyone else, although many common company employees believe that HR personnel are those who have no work.

Please adhere to what Praveen Kambhampati has said: NEVER become a mediator or take sides. Follow the instructions of your immediate supervisor. If the situation worsens, escalate it to the top authorities!

Thanks and Regards,

DANy

Executive HR, UCC, Kerala!