Going against the flow

Section 2 : Creating a culture that supports disagreement

Leaders should embrace constructive disagreement and do what they can to create an environment that encourages it. Make sure that staff members understand that they’ll never be punished for speaking their mind, particularly when their goal is the betterment of the company. Praise robust conversations on difficult issues, even if discussions get heated. Passionate participation demonstrates commitment. It’s better to ruffle a few feathers than make a bad decision because people were too concerned about being “nice”.

Demonstrate through your actions how to engage in constructive disagreement. Show your staff how speaking your mind on important issues isn’t disrespectful — it’s exactly the opposite. It demonstrates that you respect your colleagues enough to be straight with them and you trust their judgement to discern your motivations. It shows that you’re willing to put yourself on the line for the good of the group. It’s false agreement that disrespectful, and a healthy corporate culture should work to stamp it out whenever possible.

It’s important to note that not all disagreements are constructive. Decorum is still important. Passionate, respectful debate should be encouraged. Angry screaming matches shouldn’t be tolerated. You have to respect others’ points of view, even if you disagree with them. As mentioned earlier, going against the flow requires tact and mutual respect. Otherwise, people will shut down and you’ll wind up back in the same place you started, with staff members nervous to speak their mind.