"How leadership teams turn into factions"

In a previous role, I experienced first-hand the destructive power of factions within the management group.

On the surface, we were a team.
But underneath, we were defending our little fiefdoms.
Protecting our priorities.
Avoiding the real conversations that might threaten the status quo.

And while we held onto control, the business suffered.

Here’s what I’ve learned since:

I’ve been there myself.
As a new manager, I felt exposed in my peer group.
With my own team, I had a role. A voice. A reason to speak up.
But in the management group, I felt like just another problem to solve.

So I backed off.
I stopped pushing the hard conversations.
I focused on protecting my team.
And without realising it, I started creating an “us” and a “them”.

That’s the trap.

Because the moment leaders stop working across boundaries,
the rest of the organisation starts to copy them.

If you’re seeing factions in your teams,
it’s worth asking:

It’s on us to set the tone.
To hold the space for the real conversations.
To show up when it’s easier to retreat to our corners.

Where might you need to bring people back into the same room?

Until next time,
Dermot
​The Messy Middle

​

✉️ Enjoying The Messy Middle?​
If this sparked something useful, consider forwarding it to a colleague or friend, it might help them too.

If someone sent this email your way and you’d like to get it direct, you can sign up here.