Results Snapshot
- Eliminated a long-standing executive conflict that disrupted business performance
- Restored collaboration and information flow between interdependent leaders
- Enabled leaders to model company values in a values-driven organisation
- Cultural dysfunction became invisible to new senior leadership
Background: A large industrial organisation engaged AMC to conduct executive debriefs and coaching following 360 assessments. Two senior leaders reporting to the Canadian VP were well known for open hostility toward one another, despite having deeply interdependent roles.
Challenge: The fractured relationship prevented timely information flow, undermined business outcomes, and eroded credibility in a values-driven organisation where leaders are assessed on how they live the company’s values. The conflict posed reputational, financial, and cultural risk.
Approach: AMC provided individual one-on-one coaching for both leaders, addressing self-awareness, assumptions, conflict patterns, and accountability. Rather than mediating symptoms, coaching focused on shifting how each leader showed up systemically.
Impact: By the time a new Canadian VP assumed the role, the issue was effectively invisible. The new VP could not identify any dysfunction and did not understand the concern raised during the handover. Both leaders directly attributed the turnaround to coaching. The business impact included restored collaboration, improved information flow, reduced organisational tension, and leaders who could credibly model company values.
Coaching can resolve deep-seated executive conflict, restoring culture, performance, and trust where dysfunction had taken hold.