Alpha Internal Politics: Reconciliation Strategy & Meeting Prep
Date: May 28, 2025
Prepared for: Gary Sheng
Purpose: Address internal pushback on Alpha Scale proposal - prepare for Joe meeting
Core Challenge & Strategy
Problem: High-energy newcomers naturally threaten established team members, creating political friction when higher standards highlight existing gaps.
Strategy: Reframe from "Gary vs. existing system" to "Gary + Joe vs. shared challenges" with extreme humility and accountability.
Meeting Approach
Opening Script
"Joe, I want to acknowledge that my approach to helping evolve Alpha has created friction. I'm here because I believe deeply in this mission and want to understand how I can contribute more effectively while respecting the incredible foundation you've built and the people who've earned their positions."
Conversation Flow
- Listen First: "Can you help me understand what feedback you've received?"
- Own Impact: Acknowledge specific missteps (university conversation, team dynamics)
- Reframe Value: Position as enhancement, not replacement of existing systems
- Set Parameters: "How should I operate going forward?"
Key Response Scripts
"People felt disrespected": "I can see how my enthusiasm came across as dismissive of incredible work already done. Impact matters more than intention. How can I better build on existing strengths?"
"Too ambitious/disruptive": "You're right - some ideas were big-picture rather than immediate support. I'd love to focus on areas where I can genuinely help within current structure."
"Trying to take over": "I understand why it appeared that way. I want to contribute to your vision, not substitute my judgment for yours."
Immediate Adjustments
- Communication: More questions, fewer assertions
- Proposals: Collaborative enhancement vs. wholesale replacement
- Timeline: Patient development vs. urgent overhaul
- Team Interaction: Explicit acknowledgment of existing contributions
Success Metrics
- Meeting: Clear feedback understanding + agreed role/parameters + maintained trust
- 30-60 Days: Support existing priorities + demonstrate value + build relationships
- Long-term: Team harmony + incremental improvements + mission advancement
Key Principles
- Mission-first, not being-right-first
- Build trust through value delivery, not persuasion
- Evolution, not correction
- 70% listening, 30% responding
Remember: Gary + Joe vs. the challenges they both face. Patient partnership over urgent transformation.