When is mediation appropriate at board or exec level?

When trust is eroded, conflict escalates or communication breaks down between board members, the CEO or the wider exec team – mediation can help realign relationships.

Is board-level mediation confidential?

Yes – all conversations are strictly confidential. Iain creates a safe and impartial space where honest conversations can happen without fear of repercussion.

What are the outcomes of leadership mediation?

Outcomes include clearer roles, renewed trust, shared goals, and agreed ways of working. It can prevent breakdown, strengthen governance and support succession.

Mediation for Boards and Leadership Teams

Supporting directors, trustees and executive teams to navigate conflict, misalignment and relational tension at the highest levels

Leadership brings with it pressure, complexity and – at times – conflict. Differences in vision, values or working styles can cause tension in boardrooms and leadership teams, slowing progress and eroding trust.

When conflict arises at this level, it’s often hard to name it – let alone address it. Pride, politics or confidentiality concerns can make it difficult to open up honest dialogue. But mediation for boards and leadership is not a sign of failure. It’s a strategic, grounded move to restore clarity and cohesion – and it works.

As someone who has served as both a CEO and Chair of Board, I understand first-hand the nuances of governance, the responsibilities of leadership, and the human dynamics that can arise around the table.

Strong Leaders Disagree – Mediation Helps Them Move Forward

Impartial Support for High-Stakes Conversations

Whether it’s between founders and CEOs, among trustees, or across an executive team, leadership-level conflict needs skilled, neutral support. My role is to create a respectful, contained space where honest conversation can happen – even when stakes are high and relationships are strained.

I bring years of experience in boardroom conflict mediation, executive coaching, and facilitation. My approach is calm, discreet and focused on sustainable outcomes. I hold space for strong personalities and complex power dynamics with empathy, professionalism and clarity.

How Leadership Mediation Works

Each situation is unique, but the process typically involves:

A confidential consultation to explore the situation
One-to-one interviews with those involved
A facilitated dialogue session (or series, if needed)
Optional agreements and follow-up check-ins

Everything is voluntary and strictly confidential. This is not about assigning blame or taking sides – it’s about leadership team conflict resolution that restores mutual respect, direction and trust.

When to Consider Mediation at Leadership Level

Executive team mediation can be particularly helpful when:

Founders and CEOs are in tension over values or direction
Board relationships are dysfunctional or breaking down
Strategic decisions are gridlocked due to interpersonal strain
Trust has eroded within a leadership team
Succession planning or transition is causing internal conflict

Handled early, facilitation for board-level tensions can prevent resignations, stalemates or reputational risk – and re-centre the shared purpose that brought people together in the first place.

What Clients Say

"We were at an impasse. Mediation gave us space to speak honestly – without fear of judgement or politics. We didn’t just resolve the issue – we came away stronger as a leadership team.”
– Trustee, International Conservation Charitable Organisation

Let’s Talk in Confidence

If you’re navigating tension at board or executive level, I invite you to get in touch for a confidential, no-pressure conversation. You can trust my discretion, neutrality and lived experience of leading and governing in complex environments.

Struggling to move forward as a leadership team? Let’s talk confidentially about how mediation can help.

Contact

Leadership Coaching and Conflict Resolution to the Impact Sector