Navigating conflicts among emerging leaders competing for a promotion requires a balance of transparency, fairness, and support. Start by clearly defining the criteria for the promotion and ensuring that all candidates understand the expectations. Encourage open dialogue to address any concerns or misunderstandings, allowing each individual to express their aspirations and challenges. Provide constructive feedback and opportunities for growth, emphasizing collaboration over competition. By focusing on the strengths and contributions of each leader, you can maintain a positive team dynamic and foster a culture of mutual respect, ultimately ensuring that the promotion decision is based on merit and team success.

I would ensure the utmost transparency regarding the internal promotion process and ensure that all parties were aware of the objective criterai used in the process. I would insist on the fact that one of the most important criteria was the ability to be easy to work with and e able to work well with others. Furthermore, I would put in place a 360 dgree evalution process so that each of the people voncerned by the prospect of an internal promotion were evaluated not only by their N+1 but also by their colleagues and subordinates. Examplarity woyuld also be underlined as one of the main criteria for promotion.

Workforce readiness is a critical component of talent management, replacement management, and succession planning. All 3 have very specific steps and checkpoints. The performance appraisal process is key and should never be a once-a-year event. Performance appraisals should never be a gut-wrenching meeting for the appraiser or the team member. It should be an evidence-based trophy fest of measurable accomplishments. No promotions are entitled, especially merely based on longevity. Is the team member "Ready Now", "Not Yet Ready". HiPo = High Potential Employee. PoPo = Past Over and Pissed Off. Avoid the latter. There should be no surprises in the professional advancement process. Base it off of MEI = Merit, Excellence, Intelligence

Navigating conflicts among emerging leaders competing for promotion requires transparency and skillful leadership! Start by clarifying the promotion criteria and linking it directly to organizational goals, to make sure the process feels fair and objective. Shift the focus from competition to collaboration by assigning team projects that showcase ability to lead inclusively and work towards common objectives. Conduct individual feedback sessions to highlight unique strengths and growth areas while providing actionable advice for future development. Acknowledge their achievements publicly, reinforcing value to the organization. By framing a promotion as an opportunity for growth, conflict can be turned into a pathway for collective success!

A few years ago, I was managing two emerging leaders who were both vying for a promotion. They were both incredibly talented, but the competition between them started to create tension within the team. I decided to sit down with each of them individually to understand their aspirations and what they felt they brought to the table. Then, I brought them together for a candid conversation where they could share their goals and thoughts openly. It became clear that while their styles were different, their vision for the team was aligned. We set clear, measurable criteria for the promotion and agreed that the winner would mentor the other, fostering collaboration instead of competition.

When emerging leaders compete for a promotion, shift the focus from competition to clarity and growth. Start by defining success for the role—specific results, leadership behaviors, and the impact that matters. Share these openly to remove guesswork. Have one-on-one conversations to get their perspective. Ask: “What’s your vision for this role? How do you plan to create value?” This lets them own their development. If conflicts arise, reframe them: “How can you turn this into a win for the team?” Better yet, assign a challenge that tests leadership under real pressure. Let the work show who’s ready, while turning competition into a growth experience for everyone.

Assess Alignment with IKIGAI: Evaluate which candidate's skills, passions, and values align best with the role. Evaluate Behaviors: Assess the candidates' behaviors and how well they align with the role. (leadership style, teamwork, and ability to handle responsibilities). Review Performance and External Criteria: Look at past performance, achievements, and any relevant external criteria Consider DEI as a Differentiator: Diversity, Equity, and Inclusion (DEI) should be considered as a differentiator only if two candidates have similar profiles. It should not be the primary criterion. Open Communication: Engage in transparent and open communication. Provide Feedback: This helps them understand their strengths and areas for improvement.

To navigate the conflict for promotion I will focus on continuous learning with collaboration While #Workculture with #TaskLearning #Enjoyment #Autonomy #Reciprocity #Adaptatibily #Flexibility helps in #EffectivePerformance #Supportivecommunication helps involves #ActiveListening, #IntentfulListening, #ListenFirstToUnderstand, #AskingClarifyQuestion, #UnderstandOtherPeoplePointOfView,#BeingNonJudgemental ,#BeingDescriptive, #BeingSpecific, #BeingProblem OrientedNotPersonalOriented, #UseRightKindOfEmpathy, #AvoidCriticism, #EffectiveUseOfScareResources #OwnershipOfCommunication, #UseOfWords, #Authority #Accountability #Autonomy #Altruism #Reciprocity #ValidityingCommunication helps involves #Affirmating #Conjunctive #Accepting & #Clarifying

While #continuousLearningis an important factor to have growth and positive mindset to observation experience teaching and learning #Supportivecommunication helps involves #ActiveListening, #IntentfulListening, #ListenFirstToUnderstand, #AskingClarifyQuestion, #UnderstandOtherPeoplePointOfView,#BeingNonJudgemental ,#BeingDescriptive, #BeingSpecific, #BeingProblem OrientedNotPersonalOriented, #UseRightKindOfEmpathy, #AvoidCriticism, #EffectiveUseOfScareResources #OwnershipOfCommunication, #UseOfWords, #Authority #Accountability #Autonomy #Altruism #Reciprocity #ValidityingCommunication helps involves #Affirmating #Conjunctive #Accepting & #Clarifying while work culture and collaboration is important for gaining positive power in the firm

What’s worked for me is focusing on growth rather than competition. When emerging leaders vie for a promotion, I make it clear that the process is about finding the best fit for the role, not personal rivalry. I’ve found that holding one-on-one conversations helps me understand their goals and aspirations while giving constructive feedback. Encouraging collaboration on projects also allows them to showcase their leadership skills in action. It’s about fostering growth while keeping the process fair and transparent.