Power plays in the C-suite? Classic 😏 Start by listening — really listening. Everyone wants to feel heard, even the loudest voice in the room. Identify common goals, then frame their priorities around those. It’s not manipulation — it’s alignment. Stay neutral but firm. Don’t take sides. Be the glue, not the hammer. And don’t be afraid to call out the elephant in the room. Executives respect candor, especially when it’s wrapped in solutions. Remember, egos might clash, but the mission should win. If all else fails, remind them: success is a team sport 🎯

staying neutral , truthful , no fear , transparent and last but not least WIN WIN is the key to navigate and be successful in any such situation

Think of Enterprise Architecture as conducting an orchestra - each C-suite executive represents a different section, playing their unique instrument. The key isn't forcing everyone to play the same note, but creating harmony through value stream mapping and clear governance. TOGAF's Architecture Vision provides an excellent score, while RACI matrices ensure everyone knows their part. I've found that focusing on business capabilities rather than individual agendas helps transform potential discord into powerful innovation drivers. What's your favorite "composition" for aligning executive viewpoints? 🎭🎵

As an Executive Director, navigating conflicting agendas among C-suite executives requires diplomacy and a clear focus on the organisation's overall goals. 🤝 It's crucial to listen actively to all perspectives, understand underlying motivations, and identify common ground. 📊 Maintaining transparency and fostering open communication helps align strategies. 🗣️ By managing relationships with tact and ensuring that decisions are data-driven, I can guide the leadership team towards consensus, ensuring long-term success for the company.

Entendemos que agendas conflitantes são naturais em ambientes estratégicos. Para gerenciar a dinâmica de poder entre executivos de alto escalão, focamos em: Mediação imparcial: Facilitamos diálogos estruturados que alinhem prioridades aos objetivos gerais da empresa. Foco em dados objetivos: Usamos métricas claras e análises para fundamentar decisões e reduzir subjetividades. Construção de consenso: Identificamos pontos de convergência e trabalhamos soluções colaborativas, reforçando o impacto coletivo. Essa abordagem promove decisões equilibradas e alinhamento estratégico.

Ich prüfe zunächst, welchen Anteil ich als übergeordnete Führungskraft an den abweichenden Agenden habe. Wenn es betriebsbezogene Abweichungen gibt, ist die Richtigstellung meine Aufgabe, da ich für die einheitliche Ausrichtung zu sorgen habe. Liegt die Ursache in der Verfolgung persönlicher Ziele sind diese aus meiner Sicht zunächst in Einzelgesprächen herauszuarbeiten. Stören sie die Zusammenarbeit, so sind sie schon im Einzelgespräch klar zu stoppen. Legitime Ziele sind entsprechend auf alternative Zielerreichungsmöglichkeiten zu untersuchen und mit klaren To Dos zu hinterlegen. Kurz: Aus meiner Sicht ist in einer solchen Situation klar die Führung gefordert.

Building trust and being transparent will help reduce friction. Finding a common goal and being respectful of each members contribution to the overall goal will help understand the other persons perspective. This will help in seeing them as peers rather than competitors.

My way or highway. You will never get head swells to agree so if I'm needed it's my time . That sounds rough and nasisistic.. ok if I'm an accessory with low influence , i just see if it suits my time . That still sounds arrogant. Ok then let's say I don't think my input is required and I sure don't want to be an accessory to another CSuites overriding decision so 🤷 🤔 do it with out me . Still high on attitude.... Ok tell me your time ...see what happens .