It started with a glance. Not the kind that says “good job.” The kind that says “watch yourself.”

Two of the most senior executives in the company had locked horns—again. What started as a disagreement over a product launch escalated into a cold war that spanned meetings, strategy days, and Slack channels. The CEO, a sharp and fiercely driven visionary, had built the company from nothing. The COO, a seasoned operator known for their calm efficiency, had joined to bring order to the chaos.

But vision and operations don’t always dance well together—especially when both dancers believe they’re leading.

And so, the rest of us sat there. In meeting after meeting, watching the sparks fly.

They didn’t yell. They didn’t swear. But the room was always tense. Decisions stalled. Junior leaders hesitated. Teams started hedging their bets—careful not to be seen as taking a side.

You’d think this was an isolated case, right? It’s not. We’re seeing it play out everywhere—from startups to boardrooms, from private meetings to public platforms.

Sometimes it’s on a live-streamed shareholder call. Sometimes it’s on X (formerly Twitter). Sometimes it’s just under the surface—until it explodes.

We’ve seen leaders disrupt industries with brilliance and bravado. We’ve also seen how that same bravado, left unchecked, can erode trust, confuse direction, and fracture culture.

Watching the Fireworks

The leadership team I worked with referred to it as “The Popcorn Phase.”

Not because it was entertaining—though some secretly admitted it was—but because they felt helpless. Like spectators. Stuck in the front row.

And here’s the thing about leadership tension at the top: It ripples.

It doesn’t stay in the C-suite. It leaks into middle management, team dynamics, customer outcomes, and retention stats.

And the longer it goes on, the harder it is to repair.

What’s Really at Stake

When executives fight, it’s rarely just about business.

It’s about identity. Control. Legacy. Fear of being irrelevant. Fear of losing the narrative.

But none of that gets named. Instead, it shows up as strategic disagreements, constant pivots, or subtle takedowns masked as “feedback.”

And it’s exhausting for everyone else.

Especially for the leaders stuck in the middle—those who are trying to do the real work, keep morale up, and steer their teams while two titans battle for the crown.

If You’re One of Those Leaders in the Middle

This is for you.

If you’ve ever walked out of a meeting and thought, “What just happened?” If you’ve ever coached your team through confusion caused by conflicting executive decisions. If you’ve ever found yourself thinking, “Why doesn’t someone say something?”

Here’s what you can do:

1. Lead the Room You’re In

Even if you’re not at the very top, you have power. Use it wisely.

Model clarity. Set tone. Reassure your team when the air gets heavy with unspoken drama.

Say things like:

“Let’s focus on what we can control right now.” “Here’s the decision we’re moving forward with, based on what we know.” “I know things feel unsettled—let’s stay grounded in our goals.”

2. Coach Up, Not Just Down

If you have a trusted relationship with one of the execs involved, use it.

Ask:

• “What’s the bigger win here?”
• “How can I support better alignment between you two?”
• “Would you be open to some neutral feedback on how the team is perceiving this?”

Sometimes the boldest leadership happens behind closed doors—in the way you ask the question, not just in what you say.

3. Facilitate, Don’t Fan the Flames

This is key: don’t choose sides. Don’t gossip. Don’t avoid.

Instead, offer facilitation. Suggest a reset. A shared offsite. A coach. A facilitated session on values, alignment, or leadership culture.

Say:

“I know you both care deeply. Maybe what we need is a space to realign—because the team is watching, and they need us to show up united.”

4. Remember: Culture Is Contagious

As leaders, we often think culture starts with values on a wall. But in truth, it starts in the pauses between words. In the tone of voice used in meetings. In who rolls their eyes, who speaks last, and who listens first.

Culture is built—or broken—by what we tolerate.

What if You Are One of the Titans?

Maybe you’re reading this and you realise: I’m in this power struggle.

First of all, thank you for your honesty. Now is your moment to choose differently.

Because legacy isn’t built on dominance. It’s built on how you lead when it’s hard. On whether you chose courage over ego. On whether you were brave enough to say:

“I want us to win, not just me.”

Final Word

The truth is—leadership is hard. It’s even harder when there are multiple strong voices at the top. But power struggles don’t make companies great.

Shared vision does. Mutual respect does. The ability to fight for something—not just against someone—does.

So the next time the air gets thick, and the room feels split, and you see two leaders circling each other with verbal swords drawn, don’t just grab the popcorn.

Grab your courage. Step up. Say something that brings the room back to what really matters:

“We’re here to build something bigger than any one of us. Let’s act like it.”

Because great leadership isn’t about being right. It’s about getting it right—together.

What Sets LeadershipHQ Apart

1. Human-Centred, Science-Backed Approach LeadershipHQ combines the latest in neuroscience with real-world leadership practices to help individuals and teams unlock their full potential. Their programs emphasise emotional intelligence, courage, and authenticity, ensuring leaders are equipped to navigate complex challenges.

2. Tailored Leadership Development Programs Recognising that one size doesn’t fit all, LeadershipHQ offers customised programs for various leadership levels:

• Emerging Leaders: Building foundational skills and confidence.
• Middle Managers: Enhancing strategic thinking and team leadership.
• Senior Executives: Driving organisational transformation and legacy building.
• Women Leaders: Empowering women to lead with authenticity and strength.

3. Comprehensive Coaching ServicesBeyond group programs, LeadershipHQ provides one-on-one executive coaching, group coaching sessions, and leadership assessments. These services are designed to foster self-awareness, challenge limiting beliefs, and drive measurable growth.

4. The Leadership Team Program For organisations aiming to align their executive teams, LeadershipHQ offers “The Leadership Team” service. This initiative focuses on strategic alignment, team cohesion, and cultivating a culture of excellence at the top tiers of leadership.

5. Online Learning and Community EngagementThrough The Leadership Association, LeadershipHQ extends its reach with online courses, webinars, and a supportive community platform. This ensures continuous learning and connection among leaders worldwide.

📚 About Sonia McDonald

Sonia McDonald is not just the founder of LeadershipHQ but also a prominent figure in the leadership development arena. With over 30 years of experience, she has authored several influential books, including Just Rock It!, First Comes Courage, and Leadership Attitude. Her work emphasises the importance of leading with courage, kindness, and authenticity.

🔗 Connect with LeadershipHQ

• Website: leadershiphq.com.au
• LinkedIn: LeadershipHQ on LinkedIn
• Contact: Email at hello@leadershiphq.com.auor call 1300 719

Whether you’re an emerging leader or a seasoned executive, LeadershipHQ offers resources and programs to elevate your leadership journey