Repairing a working relationship at senior level

Background and objectives

In our increasingly fast-paced working environments, navigating changing marketplaces and shifting priorities, it is easy for working relationships to come under pressure.
Two directors within this leading financial services firm – each highly skilled in their own right and leading successful teams – found that their very different ways of working caused tensions and over a period of time these grew to the point that their working relationship was breaking down. While neither wanted the situation to continue, they had become so stuck in patterns of behaviour, neither knew how to change things.
With both individuals absolutely critical to the future success of the business, allowing the status quo to continue or even escalate was not an option and the head of the people team recognised that some specialist external support was needed to move the situation forward.

Our solution

We worked with the two directors through our Repairing Working Relationships coaching.
Our coach met with each of them individually to explore their differing points of view and experience and agree what they wanted to be different.
We then bought them together to discuss what they needed from each other in order to work effectively together and agree specific actions to enable better communication.
Both had previously used the Insights Discovery self-awareness tool, and this was used in the sessions to help them look at their different styles and approaches, understand what each approach brings and how to flex and adapt for a style that is different to your own
Our coach checked in with each of them individually after a few weeks to see how things they were going and offer additional support
The final step was bringing them both together after two months so that they had an opportunity to reflect on some meaningful changes and ensure that they could sustain them.

Outcomes

The result has been lasting, impactful change. Both individuals were receptive and committed to making the process work and they are seeing the benefits of this in a sustainable positive and collaborative working relationship.
Now when there are challenges to address or differing points of view, they have a greater understanding of where the other person is coming from and the tools to be able to manage those differences effectively.
The head of the people team commented “This has been a highly successful intervention. Without it, it is highly likely we would have lost one of the directors from the business – which we absolutely did not want to happen. We are delighted that their working relationship is now positive and productive rather than being a source of stress for them both, and a risk for the business. Focal Point worked hard to understand the situation and what had led to it initially, created confidential, safe and supportive environments for the two directors to explore the issues and find a way through”