Please wait while loading
Play audio
If you find there is conflict between owners even when motivations are aligned with responsibilities, we suggest holding an owners council meeting to discuss the issues and find solutions to avoid future tension. A council meeting is a place where structured, constructive dialogue takes place, which is helpful in solving conflict. Here are a few tips on the preparing, running, and following up the meeting.
Preparation
Organize the meeting
- 1 Agree on a date, time and place for the meeting. Try to get everyone in person, but if this is not possible, find a teleconferencing option that works for everyone.
- 2 Get input from everyone on the agenda of the meeting. What are the issues they want to discus?
- 3 Define objectives: What is a successful outcome?
During
the Meeting
Structure and Dynamics
- 1 Collectively draw up a Code of Conduct.
- 2 Agree on someone to chair the meeting.
- 3 Follow the agenda. New items can be discussed once all agenda items are covered.
- 4 Work on building consensus (this process will vary depending on the size/structure/attitude of your ownership group).
- 5 Communicate openly and effectively.
Post Meeting
Follow-up
- 1 Is there follow-up to be done? If so, establish any necessary procedures.
- 2 If any action plans have been suggested, be sure to check in to see how they are progressing.
*Note that you may not solve all issues in one meeting – that’s ok!
Just be sure to have another one scheduled to ensure that you’ll keep working on them.
Clearly communicate your own motivations:
- Write down your own motivations. Provide an explanation for each one
- Speak about your own motivations, no one else's
- Speak calmly and rationally, providing more detail if you are challenged by others
Carefully listen to other’s motivations:
- Focus your attention on what is being said. Don’t think about you want to say in response
- Wait until the other person is done speaking before you respond, even if you disagree
- Offer your insights, if you think the other person is not being honest with themselves about their motivations – but don’t argue. They know themselves better than you do
Identify any possible conflicts:
- List out all of your motivations
- Discuss your motivations. Do any of them clash? Could your motivation keep the other person from achieving theirs, and vice versa?
- Isolate any notable competing motivations
Set a common goal and make a plan:
- Discuss your vision for the business. How do your motivations contribute to how you work towards this vision?
- Alter your roles and responsibilities as necessary, now that you’ve had this conversation.
- Set a process for decision-making, based on your vision and taking into consideration your motivations
