Leadership Power Struggles Are Inevitable—Success Lies in Navigating, Not Denying Them

In many intense group projects or startups, leadership tension is almost unavoidable. At Twitter, oustings, coups, and abrupt power transitions were not rare events—they were recurring crises. One founder, after being sidelined by his colleagues, found out through a blog post that he’d 'stepped down.' Another spent hours in anxiety, sensing a hidden meeting was being planned to force him out, only to be blindsided when all decisions were finalized without him.

What’s striking is that these conflicts rarely started as personal betrayals; much of the tension was rooted in genuine but competing visions for the company and discomfort with direct confrontation. Instead of having transparent discussions about evolving needs and leadership pathways, decisions were made in whispers or closed rooms, undermining trust. Each ousting left scars, not just for the person leaving, but for those staying—or worse, trying to lead next.

Organizational research confirms: the way a group processes tough transitions can make or break both morale and performance. Teams that establish clear, consistent processes for leadership review (and for amicably handling succession or disagreement) transition more smoothly and retain relationships and institutional knowledge. Power struggles may be inevitable, but honest navigation is a rare skill.

First, admit—at least to yourself—that you see rivalry, confusion, or unease over leadership in your club, project, or team. Take the risk of stating this openly, inviting others to share what they're noticing about goals and authority. Make sure everyone knows who’s in charge of what, and how disagreements will get sorted—write it down if it helps. Schedule regular follow-ups; these conversations get easier with practice, and a little transparency now can keep small problems from exploding later.