6 Ways To Create A Healthy Culture Of Disagreement
Healthy organizations are ones where people can discuss ideas and dreams and then implement the best ones. But in order to figure out the best course of action, honest discussion and disagreement are necessary.
If people can't challenge and question future plans in order to ensure the best decisions are being made, the best decisions won't actually be made, only the ones the key leaders like the most. And as we all know, just because we may like something, that doesn't mean it's the best thing to do.
Which means, regardless of the size of your team or organization, disagreement is a necessary component of good decision making. In order to make the best decisions, various opinions and ideas need to be shared. So how do you create a culture where healthy disagreement is cultivated and encouraged?
Below are six ways you can do just that.
1. People can openly and respectfully disagree with top leaders
In order for healthy disagreement to be allowed, it must be modeled. If the top leader(s) can never be disagreed with, it doesn't create an environment where people can be open and honest.
Certainly, there are times when public disagreement isn't wise, but there must be certain times and/or places where people know it is allowed. In fact, one of the signs of poor leadership is never taking any public feedback.
Be willing and receptive to feedback. Even if you decide to go against what someone says, if people know they can be honest with the top leaders they will be honest with everyone.
2. Some decisions are made that senior leaders wouldn't have chosen
Another way to encourage healthy disagreement is to ensure that what the senior leader(s) wants to do isn't what always happens.
There are absolutely times when the senior leader's decision must be done even when people disagree. After all, not everyone always has all the information the senior leader(s) has. However, it can't be like this all the time.
When people see a decision made or idea implemented that not only wasn't the senior leader's idea but something they also didn't want to do, they see that the organization really is after doing what is best. Again, there are times when this isn't appropriate, but there are also many times when it is.
If you can't trust your staff/team to make any decisions you either need a completely new team or you wrongly think you have all the best answers. Neither of which are good places to be.
3. Those who disagree with a potential decision are encouraged to share their concerns
One of the pitfalls of sharing ideas and opinions with one another is groupthink. People don't generally want to rock the boat. If the majority of people like or dislike an idea, no one wants to be the bad guy who prolongs the discussion or goes against everyone else.
This is why one of the best thing leaders can do is scan the room and look at the body language of everyone during the discussion. Who appears hesitant or unhappy with what is being said? Instead of making them speak up against the group, good leaders will intentionally ask them what they are thinking and encourage them to share why they might disagree with what is being said.
Everyone has different experiences and expertise, which means there are often very good reasons why someone may not like a particular idea. Even though everyone might not agree with a decision, people at least know that disagreement is not only welcomed but encouraged.
4. Limit the number of people involved in making a decision
Large consensus never makes progressive decisions. In other words, people prefer comfort over uncertainty. It's human nature.
When too many people are involved in a decision, the most innovative or challenging decision will never win. There are times when you need to limit who all is involved in making a decision to those who are most responsible for implementing it or those with the most experience in that particular area.
But this doesn't mean you don't include more people in the process. Once the decision is made, you can then bring it to your team to discuss the best ways to implement it. That way more people can be a part of the process and feel ownership in what is happening, even if most people didn't have a hand in making the actual decision.
5. Everyone supports the decision once it's made
One of the pillars of healthy disagreement is the expectation that everyone supports the decision once it has been made. Once all sides are heard, a decision has to be made. And if everyone isn't on board, failure is often soon to follow.
This doesn't mean everyone has to be excited about the decision, but it does mean everyone needs to support it once it has been made. Healthy teams and organizations are made up of people who support one another and put the good of the team before their own preferences.
6. Top leaders celebrate successful decisions they originally disagreed with
Finally, and this is big, top leaders need to celebrate successful decisions they originally disagreed with. Those shows both humility but also that top leaders really do want what is best for the organization.
People will be encouraged to disagree and give honest feedback if they know the top leaders in the organization really want to hear it. It's intimidating for people to share potentially critical feedback to their bosses, managers, etc., and one way to ease that fear is for them to know that you as the leader really want to hear from them.
This doesn't mean it's fun to have people disagree, but it is worth it for the good of your team and organization.
Healthy disagreement matters
The best teams and organizations are ones the make the best decisions. If you want to make the best decisions, you can't make them alone. It may be hard or uncomfortable at times, but healthy disagreement makes everyone better.
People disagree with things all the time, so you might as well create environments where those disagreements can be expressed. You and your team will be better for it.
Happy disagreement!