You manage two individuals who are at odds with each other. They are each valuable to the organization, technically savvy and, for the most part, get along with everyone but each other.
You've tried the pep talk:
Come on, now, you can do this. Rise above it.
The appeal to compassion and empathy:
Try not to take things so personally; see things from their perspective.
The common sense approach:
Your work is suffering. Something has to change. You don't have to be best friends, but you do have to work together and get the job done.
You've also tried avoiding, ignoring, and wishing things would change. You've brought the topic up at performance reviews. You've talked to colleagues, coaches, and consultants.
In May, Ki Moments began a series, The Manager as Mediator, designed to help managers and leaders address organizational and personality conflict involving coworkers, management, and leadership teams. Designed as a coaching intervention, the 5-step model offers a step-by-step process for developing skills in yourself and the people you support.
So far we've offered an introduction and posts on Step #1: First Manage You and Step #2: Measure and Gain Commitment.
Today, we focus on Step #3: Meet Individually First.