Send to KindleLeaders and Conflict – Nothing Personal
Does your team feel comfortable making suggestions and engaging in serious discussion and debate?
This is a cultural issue within the organization and it starts at the top. As a leader, you need to be comfortable with discussion and debate, but you must also encourage it in your team members. This is sometimes harder than it seems. Often people tend to shy away from debate, fearing that they will upset someone else or put themselves in a bad light. These are valid concerns and must be taken seriously.
You can begin alleviating those concerns by first being open to suggestions and discussion yourself. Then encourage discussion among the team. Draw out those that are hesitant to participate by asking them direct questions, then obviously and seriously considering their contribution. While you may disagree with someone’s input, never disagree in a way that doesn’t clearly separate their input from them personally.
For instance, if Janet makes a comment that I completely disagree with it would be wrong to say, “Janet, that’s just dumb.” Rather, I should say, “Janet, I see what you’re saying but I don’t agree. Here’s where I differ. Does that make sense?” I’ve disagreed with Janet and opened the door to further discussion without personally attacking her.
For this type of healthy conflict to be most effective it must be part of the organization’s overall culture. Healthy conflict occurs across the organization and throughout the day. Is that true in your organization?
