Parshah through the mediator’s lens: Tetzaveh

In the legal and business worlds, leadership decisions can often lead to conflict. Promotions, successions, and exclusive appointments can generate feelings of exclusion, resentment, and disputes over fairness. These tensions are not new—Parshah Tetzaveh presents a similar challenge.

This Torah portion (Exodus 27:20–30:10) describes the appointment of Aaron and his sons as the exclusive Kohanim. While this leadership structure was mandated by G-d (as instructed to Moses), one can imagine the unrest it may have caused among other Israelites, especially the Levites, who might have expected a greater role in the service.

From a modern mediator’s perspective, this situation highlights a common legal and business challenge: How do we implement leadership decisions without alienating others? And how can mediation help prevent small frustrations from turning into full-scale disputes?

The Conflict: When Leadership Feels Exclusive

Leadership conflicts often stem from three main sources:

1. Perceived Favoritism – Employees or partners may feel that leadership positions are given based on personal relationships rather than merit.
2. Unfulfilled Aspirations – Talented professionals who expected promotions or leadership opportunities may become disengaged or even adversarial.
3. Long-Term Resentment – If unaddressed, these frustrations can escalate into legal disputes, internal business rifts, and/or departures that weaken the organization.

In today’s world, workplace conflicts and leadership disputes can similarly spiral into lawsuits, arbitration, or damaged business relationships.

How Mediation Can Prevent and Resolve Leadership Disputes

Not all mediation needs to stem from lawsuits. Employer/Employee or Partnership disputes can benefit from mediation prior to unwanted litigation. Mediation provides structured, strategic methods for addressing leadership conflicts before they escalate. Here’s how modern businesses can apply these principles:

1. Encouraging Open Dialogue Before Conflict Escalates

• • Just as a mediator would allow non-Kohanim to express their concerns, business leaders should proactively address employee frustrations before they turn into disputes.
  • Mediation sessions can serve as a structured forum for employees to discuss career aspirations and leadership concerns.
  • Having a neutral mediator who is not part of the HR team and not deemed a member of the executive team can lead to more trust from the less “powerful” individual.

2. Reframing Leadership as Responsibility, Not Just Power

• • A common mediation technique is reframing—shifting the perspective from “what I lost” to “what I gained.”
  • In Tetzaveh, the priesthood was not just a privilege; it came with heavy responsibilities. Likewise, in corporate settings, mediators can help employees see leadership not just as status, but as an obligation that requires sacrifices.

3. Creating Alternative Paths for Engagement

• • The Levites were later given significant roles in assisting the Kohanim—an alternative that provided them with meaning and purpose.
  • In business, mediators can help companies create leadership development programs, advisory boards, or specialized roles to recognize and retain key talent.
  • The idea is to build from conflict, and create a better relationship.

4. Structuring Agreements to Prevent Future Conflict
   • Legal mediation often results in structured agreements that define roles, responsibilities, and dispute-resolution methods.
   • In leadership transitions, mediation can help draft fair succession plans, partnership agreements, and dispute-prevention strategies.

The Legal and Business Takeaway

Parshah Tetzaveh reminds us that leadership decisions, whether divine or corporate, often leave some feeling overlooked. However, with proactive mediation and conflict management, businesses can turn potential conflicts into opportunities for growth, engagement, and long-term stability.

Lawyers advising businesses should encourage early mediation strategies to prevent leadership disputes from escalating into costly litigation. By fostering dialogue, reframing perspectives, and structuring agreements, organizations can maintain harmony while making necessary leadership decisions.

If your firm or business is facing internal disputes over leadership, promotions, or succession planning, consider mediation as the key to a fair and sustainable resolution.

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Each week, Ari Sliffman, a Jewish legal mediator in Philadelphia, Pennsylvania will discuss the week’s Parshah “through the lens of a mediator.”  Ari will focus on one or two sections of the Parshah and discuss how a mediator could have assisted with the relevant conflict.