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This Workplace Policy Is Igniting Fiery Debates In The Boardroom — Here's Why. The single biggest reason for boardroom brawls has been revealed.

By Gleb Tsipursky Edited by Maria Bailey

Key Takeaways

  • Why unraveling cognitive bias is the first step to resolving conflict.
  • How to facilitate an open dialogue to resolve boardroom discord.
  • How to resolve RTO strategy debates.
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What's the biggest battle in the corporate boardroom? Perhaps it's about adopting Generative AI? Or maybe about DEI or perhaps ESG? The biggest flashpoint, as revealed by a recent Gartner survey, is the return-to-office (RTO) strategies that are stirring the pot, igniting fiery debates among top-tier executives. The survey unveils a startling revelation: 74% of HR executives believe RTO policies are the biggest breeding grounds for boardroom clashes. The next most popular candidate, at 52%, is workplace flexibility. And investors are watching. Increasingly, they are using RTO and work-from-home policies to decide whether to invest. Boardroom clashes are definitely not attractive for investors.

Why unraveling cognitive bias is the first step to resolving conflict

As we delve deeper into the anatomy of this discord, we stumble upon cognitive biases that cloud the judgment of the corporate crusaders. The first culprit is confirmation bias, a veil that blinds leaders to any evidence that contradicts their preconceived notions about RTO strategies. A leader, once hooked on the allure of a full-office comeback, may turn a blind eye to alternative flexible work models, thus sowing seeds of discord among the leadership ranks.

On the flip side, the anchoring bias is the invisible chain that shackles leaders to the first piece of information encountered. In the throes of RTO strategy deliberations, the initial proposals often cast a long shadow over subsequent discussions. This cognitive entrapment stifles creativity and fosters a breeding ground for conflict as leaders entrench themselves in their anchored positions.

The journey towards boardroom accord demands a deliberate unraveling of the cognitive biases that obscure the path. The first stride involves cultivating an awareness and understanding of these biases among the leadership. A culture of open discourse could serve as the beacon of hope, illuminating the path toward a consensus on RTO strategies. This discourse should be enriched with a diverse array of insights, shredding the veil of confirmation and anchoring biases.

Related: We're Now Finding Out The Damaging Results of The Mandated Return to Office — And It's Worse Than We Thought.

How to facilitate an open dialogue to resolve boardroom discord

The odyssey towards harmonizing the boardroom on RTO strategies is a nuanced endeavor, often requiring a blend of strategic acumen and empathic understanding. My journey with various clients across diverse sectors provides a window into the practical facets of navigating the RTO quagmire.

A mid-sized tech firm was embroiled in internal debates surrounding the adoption of an appropriate RTO strategy. The board was polarized, with one faction advocating for a complete return to the office while the other supported a hybrid model that allowed for more flexible work arrangements. The stalemate was hindering strategic decision-making and threatening to erode the cohesive culture of the organization.

Upon engagement, my approach involved orchestrating structured discussions between the opposing factions to thoroughly understand their concerns and perspectives. I facilitated dialogues that encouraged open communication and presented evidence-based data showcasing the merits of a hybrid work model, especially focusing on productivity, employee satisfaction and operational efficiency.

Furthermore, I introduced them to successful RTO implementations in similar tech firms, which provided a practical perspective on the feasibility and benefits of a hybrid model. Over time, these discussions led to a more informed and collaborative decision-making process. Eventually, the board reached a consensus on adopting a balanced RTO strategy that accommodated the concerns of both factions and used a data-based approach to adopt a flexible hybrid model. This resolution significantly reduced boardroom discord and positioned the firm on a path toward a smoother transition to the new working model.

In another case, a regional banking institution found itself in a quandary due to differing views within the leadership regarding the RTO policies. The divergent stances were causing operational disruptions and affecting the overall morale within the organization. My intervention started with conducting workshops aimed at identifying and addressing the cognitive biases influencing the decision-making process. Through these workshops, I fostered an environment that encouraged open communication and objective evaluation of different RTO models.

Additionally, I provided insights on how similar financial institutions had navigated RTO transitions successfully. We explored various RTO models, evaluating their impact on operational efficiency, employee satisfaction and client service delivery. This process allowed the leadership to have a more comprehensive understanding of the implications of their RTO decisions. Gradually, a consensus emerged around a flexible RTO model that balanced the need for in-office collaboration with the flexibility of remote work. This consensus significantly eased the boardroom tensions and set the stage for a more harmonized operational transition.

Related: Conflict Is Inevitable But Necessary. Here's How to Stay Calm During an Argument and Rebuild Afterward.

Steps you can take to resolve RTO strategy debates

Addressing boardroom conflicts over RTO strategies requires a decisive and structured approach. Start by fostering a culture of open dialogue in the boardroom. Ensure every member voices their concerns and opinions on RTO strategies. Make it clear that you value all perspectives in the decision-making process.

Use data to steer your discussions. Present empirical evidence from reputable sources or case studies from similar organizations to shift the debate from personal biases towards a fact-based dialogue.

If necessary, bring in a neutral facilitator, preferably an external consultant with expertise in RTO strategies and organizational change, to guide the discussions. A neutral facilitator can keep discussions constructive, focused, and free from personal disputes.

Engage the board in scenario planning. Discuss the implications of various RTO models by exploring potential scenarios and their impact on the organization. This visual representation of potential outcomes can aid in more informed decision-making.

Encourage compromise and demonstrate a willingness to adapt. Finding a middle ground that addresses the major concerns of the board is crucial. Show that you are open to balanced solutions to resolve conflicts.

Invest in team-building and conflict-resolution training for the board. Enhancing interpersonal relations and communication skills among board members can create a more harmonious decision-making environment.

Lastly, once the board reaches a decision, communicate it clearly and promptly to all stakeholders within the organization, along with the rationale behind the decision. Transparency in decision-making processes can garner support for the chosen RTO strategy across the organization.

By following these steps, you can navigate through boardroom conflicts surrounding RTO strategies, fostering a more cohesive and effective decision-making process within your organization.


The RTO-induced boardroom discord is a call to arms for organizations. It unveils the urgency of not only addressing cognitive biases but also fostering a culture of open discourse and empathy. The road ahead may be fraught with challenges, but with a compass of awareness and collaboration, the corporate ship can navigate through the stormy seas toward the calm waters of consensus and productivity.

Gleb Tsipursky

CEO of Disaster Avoidance Experts

Dr. Gleb Tsipursky, CEO of Disaster Avoidance Experts, is a behavioral scientist who helps executives make the wisest decisions and manage risks in the future of work. He wrote the best-sellers “Never Go With Your Gut,” “The Blindspots Between Us,” and "Leading Hybrid and Remote Teams."

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