Vision Leadership for Life

Conflict is not a disruption to leadership. It is one of the clearest tests of it. In Season 5 Episode 4 of Vision Leadership for LIFE Dominic George delivers a focused and research grounded conversation on how experienced leaders lead through conflict in complex organizations. This episode is built for Black Men navigating senior level leadership where authority is shared priorities compete and decisions carry real consequences. This is not a conversation about personality styles or emotional venting. It is about leadership capability. Research consistently shows that most workplace conflict is not driven by individual temperament but by unclear roles competing goals and ambiguous decision processes. Leaders who miss this reality spend their time managing reactions instead of fixing systems. Leaders who understand it stop taking conflict personally and start addressing it strategically. In this episode Dominic breaks conflict leadership down into three evidence based practices that separate effective senior leaders from reactive managers. First is clarity of roles decision rights and accountability. Organizational research shows that role ambiguity is one of the strongest predictors of recurring conflict. When ownership is unclear disagreement becomes personal and power struggles replace problem solving. Dominic explains why experienced leaders proactively define who owns decisions who provides input and how success is measured and why this clarity is especially critical for Black Men whose leadership is often judged more harshly in ambiguous environments. Second is the discipline of separating task conflict from relationship conflict. Research in organizational behavior makes it clear that disagreement about ideas and priorities can improve decision quality when managed correctly. What damages teams is relationship conflict where disagreement becomes personal and trust erodes. This episode shows how skilled leaders keep conflict anchored in data tradeoffs and outcomes and intervene early when conversations drift toward blame or identity. This is not about being agreeable. It is about protecting trust while still demanding rigor. Third is regulated leadership presence under pressure. Leadership psychology research consistently shows that how leaders behave during moments of tension has an outsized impact on team confidence and follow through. Dominic explains why cognitive regulation not emotional suppression is what allows leaders to guide resolution without escalating risk. Leaders who slow the moment ask precise questions and signal stability are seen as credible steady and trustworthy under pressure. Together these three practices allow conflict to serve its purpose. They prevent unnecessary friction preserve trust when disagreement occurs and ensure that resolution strengthens alignment instead of damaging relationships. Conflict does not disappear as leaders advance. It becomes more complex. The leaders who succeed are the ones who know how to structure it lead through it and learn from it. This episode is direct practical and grounded in research and lived leadership experience. If you are preparing for senior leadership or already operating at that level this conversation will sharpen how you approach tension decision making and influence when it matters most. Tune in and elevate how you see your next move. Music: That DayMusician: Jeff Kaale Elevate your leadership journey with Vision Leadership for LIFE. #LeadershipDevelopment #CareerCoach #BlackMen #Leaders