The best leaders encourage dissent through rigorous dialogue and debate. They care less about who’s right and more about getting to the right answer. They shift some of the decision-making burden from themselves to the skills and talents of their team (and other employees). People who have better answers than they do don’t threaten their ego or force them to produce better answers themselves.
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.
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