Daily Leadership Thought #124 – Disagreement Can Be Good, But Don’t Make It Personal
High-performing organizations don’t shy away from disagreement. In fact, they encourage constructive conflict between team members. The best solutions are rarely the ones where everyone comes to the same conclusion right away. Different points of view, passion, and strong opinions are the lifeblood of any business. Good things almost always emerge out of creative tension and striving to find a better answer.
What separates strong organizations from their comparatively weaker peers is how they disagree. Instead of allowing conflict to become a catalyst for competing personal agendas, they keep it at a professional level. The discussion remains focused on the issue at hand, rather than the parties to the conversation. Professionalism is expected, and there are rules for how these talks are held and resolved. Disagreements aren’t avoided but encouraged, and as a result, just like a muscle that gets regular exercise, people become stronger and better at engaging in the dialogue.
As with everything, it all starts with the leader and his/her behavior. They need to lead by example and create a safe environment for open discussion. Different perspectives do not threaten self-confident leaders, nor do they succumb to the need to always be right. They recognize that their role involves utilising the combined knowledge and skills of their team members to generate optimal solutions to significant problems or opportunities.
Related articles
- The Basic Requirement is an Open Mind (socyberty.com)
- Healthy Communication and Respect in Relationships (startstrongaustintx.wordpress.com)
- Know When To Fold ‘Em (theg3churchblog.com)
- How we talk to one another (gottahaveacode.wordpress.com)
- Civility in Argument (3quarksdaily.com)
