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During my 25 years as an advisor to senior teams, I’ve seen a lot of coaching and advice focused on how to manage leadership team conflict. But in my experience, the bigger challenge can be getting executives to raise dissenting ideas and to then critique those rigorously. Too often I see executive teams rush along in a state of passive peace because they value respect, trust peers to manage their own silos, and fear that stepping out of their “lane” will make them seem unhelpful or slow things down.