Your CEO's decisions are being undermined. How do you handle a senior leadership team member's interference?

Address interference by organising a private session with the senior leader to better understand their issues and align viewpoints. Reinforce the importance of united leadership and the CEO's strategic decisions in ensuring organisational stability. Communicate clearly how contradictory activities affect team morale and outcomes. Encourage cooperation by soliciting constructive feedback while adhering to the CEO's guidance. To overcome misunderstandings, consider using mediation. This method protects leadership coherence, encourages responsibility, and builds trust within the senior management team.

1. Define the scope: • What specific decisions are being undermined? • Who is involved? • What are the desired outcomes? 2. Observe and document: • Track actions • Gather evidence • Be specific 3. Identify patterns and themes: • Look for recurring issues • Categorize the problems • Focus on behaviors and processes 4. Understand the underlying reasons: • Why are these actions happening? • Consider multiple perspectives • Explore potential motivations 5. Address the issues: • Develop solutions • Focus on specific interventions • Ensure accountability

1. Consider potential goals and fears: • Career advancement • Control and authority • Protecting their own interests • Fear of failure or change 2. Seek direct communication: • One-on-one conversations • Active listening • Ask open-ended questions 3. Understand the context: • Team dynamics • Company culture • Project timeline and goals 4. Analyze past behaviour: • Track their actions • Seek feedback from others 5. Observe interaction patterns: • How they interact with others • Power dynamics • How they respond to criticism or feedback 6. Take action: • Address the interference • Provide clear communication • Foster trust and collaboration

Do they understand the impact of their actions? From my experience, many times when this happens the leaders are not fully aware of how their actions are playing with the audience. When you have identified the issues, it is time to have a discussion with the leader to: - See if they are aligned with the CEO's goals - Discover their understanding of the CEOs initiatives - Learn how they understand their actions and the employee responses Many times, there is a breakdown in one of these 3 areas and the actions are not intentionally being done to disrupt. I have seen it where the leader was very naive regarding the affect of their actions on the employees. Once I shared this with them, they did a 180 and fixed the issue.

1. Create a safe and respectful environment: • Trust and transparency • Equal voice • Open communication 2. Active listening and empathy: • Pay attention • Listen actively • Understand perspectives • Seek common ground 3. Clear and concise communication: • Express yourself clearly • Stay neutral • Set expectations • Encourage dialogue and feedback 4. Facilitate and guide the conversation: • Start with a clear purpose • Keep the conversation focused • Ask open-ended questions • Encourage collaboration 5. Follow up and follow through: • Document key points • Set actionable steps • Review progress

1. Define Your Boundaries: • Identify your limits • Prioritize your needs • Clarify your expectations • Reflect on your reasons 2. Communicate Your Boundaries: • Be clear and concise • Be assertive but respectful • Explain your reasoning • Use "I" statements 3. Reinforce Your Boundaries: • Be consistent • Politely but firmly restate your boundaries • Don't take it personally • Seek support if needed 4. Take Action: • Set realistic expectations • Celebrate small victories • Don't be afraid to say "no" • Prioritize your well-being 5. Seek Support: • Talk to your HR department • Discuss it with your manager • Consider seeking professional help

1. Communication is key: • State your boundaries clearly and calmly • Be specific 2. Enforce your boundaries: • Set consequences • Follow through • Don't negotiate yourself out of your boundaries 3. Consider the situation: • Are the boundaries reasonable? • Is the person aware of the boundary? • Is the person intentionally crossing the boundary? 4. Protect your well-being: • Withdraw or limit involvement if necessary • Remember, it's okay to say no: • Seek support

Addressing interference in leadership decisions requires a balanced approach—rooted in clarity, empathy, and accountability. It starts with identifying the specific behaviors that are undermining the CEO, followed by understanding the intent behind them. Open dialogue is essential to surface misalignments and rebuild trust. Once boundaries are clearly communicated, consistent action must be taken to uphold them. Finally, reaffirming the team’s shared vision reinforces unity and strengthens the leadership culture moving forward.