The Two-Page Leadership Strategy: Leading Through Conflict to Alignment
- Alison Nissen
- Jul 7
- 2 min read
In any fast-paced team environment, it’s understandable for stress and overwhelm to unsettle even the most capable team member. Whether it's fear, insecurity, or just having too much on their plate, leaders often face a common challenge: figuring out how to support someone in moving from emotional turbulence to focused collaboration.
One simple (and powerful) technique is what Karen Van Bibber calls the “Two-Page Strategy,” as she explains in an episode of the ABOVE® CENTER Leadership Podcast.
Page One: Acknowledge the Emotion
Leaders don’t need to fix the emotions; they just need to make space for them. When someone’s emotions run high, the leader should start by acknowledging that emotion directly.
For example, you might say:
"It seems like you're feeling quite a bit of frustration/anger/disappointment right now about this situation. Is that right?"
Or, "I sense some tension/disagreement, and I want to make sure we address it."
Encourage your team member to list their emotions. This isn't about dwelling on negativity; it’s about honoring the reality of the moment. When people feel recognized, they can begin to gain a clearer perspective.
Page Two: Consider the Facts
Flip the page over.
Guide your team member to list the objective facts of the situation—the things known to be true. These facts don't erase feelings, but they do create a foundation for understanding. Your team member may not like the facts, but accepting them is what enables a more straightforward path forward.
What Happens Next?
Facts often help shift the emotional weight. When people focus on facts, they regain a sense of agency and direction. Even if emotions resurface, they tend to carry less power.
The Leadership Lesson
When team members have different stories, shaped by their experiences, emotions, or assumptions, it’s easy to lose alignment and escalate conflict. That’s where the Two-Page Leadership Strategy becomes powerful. By calmly naming the facts, leaders create common reference points that depersonalize the conflict.
While it doesn’t erase emotions or eliminate differing perspectives, it provides everyone a starting point. From that supportive place, a shared approach to resolution is possible.
Listen to the ABOVE CENTER® Leadership Podcast episode here
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About the author: As the co-founder and Chief Storytelling Officer of Revel Coach, a career growth platform, Alison Nissen helps leaders perfect their business pitches and online presence through storytelling. Successful executives use key storytelling points to engage their audience and gain market share because they know good storytelling is the best form of marketing, recruiting, and fundraising. Write Your Book NOW! Mastermind enrolling now.
The Revel Coach™ Blog is provided for educational and informational purposes only and is not mental health, financial, business or legal advice. The information presented here is not intended to diagnose, treat, heal, cure or prevent any medical, mental or emotional condition. The information presented here is not a guarantee that you will obtain any results or earn any money using our content.
