请问HN：你们是如何预防或解决联合创始人之间的冲突的？
我在科技（软件工程）和咨询领域工作了15年，其中大部分时间是在早期创业公司。我自己也是一名创始人，曾与一位联合创始人兼朋友发生过冲突。我还见证过其他公司因联合创始人之间的矛盾而倒闭。
我看到的统计数据显示，65%的高潜力创业公司因联合创始人之间的紧张关系而失败。然而，据我所知，大多数孵化器和加速器并没有提供对齐、决策或冲突预防的工具。
最近，一位曾在三人创始团队中的同事告诉我，他们正处于分裂的边缘。我在过去五年多的时间里一直在教授和促进非暴力沟通（NVC）和冲突解决，因此我与他们合作了一个月。我们建立了沟通规范和分歧处理协议。他们现在仍在一起，并表示沟通有所改善。
我开始认为，这类技能和协议确实可以帮助团队建立信任，降低风险投资的可能性。
我对你的经历很感兴趣：
- 你有没有见过有效的方法来防止冲突的出现？
- 当出现分歧时，有什么方法帮助管理或解决这些问题？
- 你有没有见过孵化器、加速器或投资者在这方面提供支持？
- 回顾过去，你早期有哪些盲点导致后来的冲突或破裂？
- 在冲突的核心，你认为真正发生了什么？你认为如果有更多的支持，这些问题是否可以得到解决？
查看原文
I’ve been in tech (SWE) and consulting for 15 years, much of that in early-stage startups. I’m a founder myself and once had a fallout with a cofounder and friend. I’ve also seen other companies die because of cofounder conflict.<p>I’ve seen stats that say 65% of high-potential startups fail due to cofounder tension. Yet as far as I know, most incubators and accelerators don’t provide tools for alignment, decision-making, or conflict prevention.<p>Recently a former colleague in a 3-person founding team told me they were on the brink of breaking up. I’ve spent the last 5+ years teaching and facilitating Nonviolent Communication (NVC) and conflict resolution, so I worked with them for a month. We set up communication norms and a disagreement protocol. They’re still together and say their comms are improving.<p>I’m starting to think these kinds of skills and protocols could really help build trust within teams and de-risk venture investments.<p>I’m curious about your experiences:<p>- Have you seen good ways to prevent conflict from surfacing in the first place?
- When disagreements do come up, what has helped manage or resolve them?
- Have you seen incubators, accelerators, or investors provide any support in this area?
- Looking back, what blindspots did you have early on that led to conflict or rupture later?
- At the core of the conflict, what do you think was really going on? Do you think it could have been worked out with more support?