Co-producing digital courses is a smart and scalable way to bring expertise and business skills together. With the right partnership, co-productions can drive major impact—combining educational content with sales strategy, operations, and growth. But while the potential is high, so are the risks. As with any collaboration, conflict and misalignment are inevitable over time.
When two or more people share ownership of a business asset, disagreements may arise around creative direction, responsibilities, communication, and money. How you handle these issues can determine the future of the course—and the professional reputation of everyone involved.
In this article, you’ll learn how to identify early signs of trouble, navigate conflict with clarity, and protect your partnership—or exit it—with professionalism.
Why Co-Production Conflicts Are Unique
Conflict is common in business, but co-productions add layers of complexity:
- Both partners have emotional and financial investment
- Tasks and responsibilities are often fluid
- Revenue is shared, which impacts perceived fairness
- Success relies on long-term collaboration and communication
Unlike traditional business relationships, co-productions feel more personal because they require ongoing trust and mutual dependence.
That’s why it’s crucial to approach conflict not as a failure, but as a phase to be managed strategically.
Common Causes of Conflict in Co-Productions
Understanding where conflicts typically come from helps you prevent or address them early.
1. Unclear Roles and Expectations
One partner thought the other would handle something—and it didn’t get done. Or both worked on the same task, duplicating effort and creating tension.
2. Uneven Workload
One partner feels they’re doing the majority of the work while sharing profits equally.
3. Communication Breakdowns
Long response times, vague updates, or avoiding difficult conversations erode trust and lead to resentment.
4. Financial Disputes
Disagreement over ad budgets, tools, refunds, or revenue splits can derail even successful projects.
5. Creative or Strategic Misalignment
One partner wants to scale aggressively, the other prefers a lean, steady approach. Or they disagree on messaging, branding, or product direction.
These issues are manageable—but only if they’re addressed directly.
Step 1: Recognize Early Warning Signs
Conflicts rarely appear suddenly. They tend to simmer before they boil.
Look out for:
- Passive-aggressive comments in chats or meetings
- Missed deadlines without communication
- Less enthusiasm or engagement from one party
- Avoidance of planning or review sessions
- Silence when feedback or decisions are requested
Recognizing these early allows for proactive resolution before bigger damage occurs.
Step 2: Create a Safe Space for Honest Dialogue
When tension surfaces, your first job is to reopen a safe line of communication.
Schedule a private meeting or call. Don’t rely on messaging apps for complex issues.
Open the conversation with:
“I want to make sure we’re both feeling good about the partnership and where things are going. Can we take some time to check in honestly about what’s working and what needs clarity?”
Approach the conversation with empathy, not accusation. Your goal is to understand, not to win.
Step 3: Identify the Core Issue
Sometimes, the apparent problem isn’t the real issue.
Examples:
- “You didn’t respond to emails” may really mean “I feel unsupported.”
- “We’re behind schedule” may really mean “I’m overwhelmed and unclear.”
Ask open-ended questions:
- What part of this feels most frustrating to you?
- What would make you feel more confident moving forward?
- Do you feel our contributions are balanced?
- Are we still aligned on the course vision?
The deeper the understanding, the better the resolution.
Step 4: Review the Original Agreement (Or Create One Now)
Your partnership should be built on written agreements, not assumptions.
Review your contract or partnership agreement to check:
- Division of responsibilities
- Revenue share model
- Decision-making structure
- Communication norms
- Conflict resolution process
- Exit clauses
If you never created a written agreement, now is the time to document your current expectations—even if informally. Written clarity reduces future friction.
Step 5: Realign the Partnership—If It’s Worth Saving
Not all conflicts require ending the collaboration. Sometimes, you simply need to realign.
Realignment Options:
- Adjust responsibilities: Shift tasks to better match each person’s strengths or bandwidth
- Restructure financials: Modify the revenue share to reflect updated contributions
- Introduce tools or team: Hire help to offload tasks causing tension
- Agree on new strategy: Create shared goals and timelines for the next 3–6 months
Clarify everything in writing, even if you remain on good terms. Realignment only works when both parties commit to change.
Step 6: Bring in a Neutral Third Party (Optional)
If discussions stall or feel too emotional, bring in a coach, advisor, or neutral peer to facilitate.
An outside perspective can:
- Ask objective questions
- Diffuse tension
- Keep the conversation structured
- Help both sides feel heard
- Propose fair solutions
Even a single mediated session can create breakthroughs that partners couldn’t reach alone.
Step 7: Decide Whether to Continue or Exit
Sometimes, despite best efforts, the conflict reveals fundamental misalignment—in goals, values, or working style.
That’s when it may be time to end the partnership.
Ask yourselves:
- Do we still trust each other?
- Are we still excited to work together?
- Do we want the same outcomes?
- Are we both willing to adjust if needed?
If the answer is mostly “no,” separation may be healthier for both sides.
Step 8: Plan a Respectful Exit
Exiting doesn’t mean erasing the value you’ve created. Plan the exit with mutual dignity and professionalism.
Your Exit Plan Should Include:
- Division of assets (course content, funnel, domain, branding)
- Transition of platforms, accounts, and student data
- Final or ongoing payments (e.g., a buyout or revenue share for a fixed period)
- Public or student-facing communication (if needed)
- Non-disparagement or confidentiality agreement
Example:
“The expert will retain full ownership of the course content. The co-producer will receive 10% of net revenue from existing funnels for the next 6 months. All branding will be transitioned to a new name.”
A clean exit preserves relationships, reputation, and peace of mind.
Step 9: Learn From the Experience
Every conflict holds lessons—if you take the time to reflect.
Document:
- What worked well in the partnership
- What signs of misalignment you missed early
- What agreements or boundaries were unclear
- How you handled communication
- What you’ll do differently next time
Apply these insights to your future co-productions. Better systems start with better awareness.
Step 10: Move Forward With Clarity
If you stay in the partnership, rebuild trust through consistency, transparency, and accountability.
If you’ve moved on, don’t dwell on regret. Take pride in how you handled it and focus on new, more aligned opportunities.
Either way, the key is clarity—about your goals, values, and what kind of collaborator you want to be.
Final Thoughts: Conflict Is a Sign to Pay Attention, Not a Sign to Panic
In co-productions, conflict is not the enemy. Avoidance is. Disagreements will happen. But when addressed early, honestly, and with intention, they can lead to stronger partnerships—or graceful conclusions.
Handle conflict the way you’d want your students to handle a challenge: with curiosity, respect, and growth in mind.
Because how you navigate difficult moments defines not only your business success—but your character as a collaborator.