Why Disagreement Makes Our Teams Stronger

Leading a business in a global environment that is complex and fast-moving is no easy feat. The days when one person had all the answers, and the boss knew best are long gone. For our business’ success and sustainability, we need to continuously foster a work environment where our team members feel comfortable voicing dissenting opinions. This is not just a matter of good practice; it’s a strategic imperative.

By promoting an environment that encourages the expression of differing or opposing perspectives we can make sounder decisions, increase creativity and innovation, build trust, engagement, and sustain high-performing teams. Yet, as leaders we sometimes find ourselves either intentionally or unintentionally stifling divergent viewpoints. We may feel that dissent undermines our authority to lead our teams and companies. Or we may be concerned that opposing views held by team members may disrupt cohesive and collaborative relationships. Or we may be unwittingly reinforcing acquiescence simply because being with “like-minded” people feels more comfortable.

So, what are some actions we, as leaders, can take to create an environment of psychological safety that promotes the open and honest exchange of different or opposing ideas and viewpoints?

• Create and maintain a safe space – It is our responsibility as leaders to set the tone and ensure that every team member feels comfortable speaking their mind, as long as it’s voiced in a constructive and respectful manner. How we respond to others when we don’t agree with them goes a long way in making team members trust that they will not get in trouble for saying what they really think. We need to make a point to accept, and truly appreciate, when others disagree, challenge, and question a direction, a decision, or the status quo; we don’t have to agree with it … just appreciate the effort, input, and intent of our team member.
• Lead by example – When we show up with humility, admitting that we may not have all the answers, and openly invite and welcome feedback and different ideas, it makes it easier for others to speak up.
• Speak last – As leaders we need to allow the space for and invite others to speak their minds first. This helps us mitigate the risk of them simply going along with what is on our minds and agreeing with our position on the specific topic in question even when they have serious concerns.
• Designate “Devil’s Advocates” – We can explicitly task different team members with the Devil’s Advocate role, especially during mission-critical conversations or when we want to challenge the status quo to identify potential blind spots. This formal assignment gives them “license” to voice different or opposing viewpoints without fear of judgement or recrimination.
• Hold “debates” – When contemplating new ideas and directions for the business, we can have a meeting where we ask different team members to represent different viewpoints. This can be both fun and helpful, particularly when you ask team members to advocate for the side they do not truly support. In this way you not only make sure everyone gets a chance to speak and get all ideas heard, but also have potential “resistors” buy-in to the select path forward.
• Reward dissent – We need to openly recognize individuals who show the courage to voice dissenting opinions, even when we don’t ultimately adopt their perspective. This not only further reinforces psychological safety and supports the fact that our company truly values diverse perspectives but also encourages others to speak up.

With leadership comes power and everything we do (or don’t do) sends a message to those around us. From our spoken words to the unspoken signals we send to our teams, we set the stage for either encouraging or squashing diverse opinions within our companies. Creating spaces where our team members feel comfortable to disagree and offer alternative ideas or solutions isn’t a nice-to-have for our business … it’s a game changer. It allows for better ideas, smarter decisions, and high-performing teams that are more engaged and committed to our company’s success.

If you are looking for ways to encourage your team members to share new ideas and be more creative or to better align them in the execution of your company’s vision, feel free to reach out to us to schedule a free consultation.