The situation
Two senior people whose working relationship had completely broken down. Meetings had become tense, work was being duplicated or dropped between them, and the team had started to split into camps. The owner valued both and did not want to lose either, or be seen to take sides.
Why it was difficult
This was not a disciplinary matter, so a formal process was the wrong tool. But left alone, it was already affecting delivery and morale, and heading towards a resignation or a grievance.
What Samantha did
- Met each person separately to understand what was really driving the breakdown
- Brought them together in a structured, facilitated conversation focused on the work, not blame
- Agreed clear, practical ground rules for how they would operate going forward
- Followed up to make sure it held, and adjusted where needed
What it could have cost
Two senior people heading for either a resignation or a grievance, with delivery already suffering while everyone waited to see who moved first.
The outcome
A workable professional relationship was restored. The duplication and dropped work stopped, the team settled, and both people stayed.
Relationship repaired. Both stayed.
What this means for you
Conflict between good people rarely fixes itself, and it spreads. Handled early and impartially, it is usually resolvable without anyone leaving.
Related support
Workplace conflict support →Anonymised. Sector, names and identifying details have been removed or changed. Outcomes reflect the specific circumstances of each case and are not a guarantee of any particular result.