When you want healthy "conflict": 5 things leaders can do to promote diverse thinking
For the last two weeks, I have written about conflict -- interpersonal and among teams. While conflict can be unnerving or even emotional at times, disagreement can be a good thing to ensure we have diverse thinking and are making the best decisions.
Unfortunately, sometimes disagreeing with someone's point of view can be considered conflict, when it is, in fact, just a difference of opinion. Last October, I wrote about how to disagree at work without it becoming a negative experience. These seven actions still hold and can be used to help people understand that it is okay to not always agree and how to do it professionally.
1. Pick your battles.
2. Stick to the facts.
3. Avoid being emotional.
4. Leave lectures for the classroom.
5. Be direct and kind.
6. Have a mindset of learning and inclusion.
7. Let it go.
So, how do organizations support divergent thinking without it being viewed as "conflict"? Here are five things leaders can do to set the tone and support healthy conflict or disagreement in the workplace. These are not easy, but they are achievable if leaders commit to them and role model them for others.
Create a safe place.
The only way people feel comfortable and have permission to disagree is if they are in a safe place. I often see when someone disagrees but is too afraid to speak up. They don't want to be viewed as negative, insubordinate, or not being a good team player. But, we need people to have different perspectives so we can see all sides of a problem or opportunity. Leaders can role model this and set ground rules for how teams work together to make it okay to disagree.
Encourage divergent thinking.
Leaders can also go one step further and encourage someone to come forward with an alternative point of view. I have always liked the 6 Thinking Hats exercise where each person wears a different hat in a discussion so each point of view can be expressed in a safe place. Oftentimes, someone will be wearing a creative hat, a factual hat, a controlling hat, or an optimist's hat. It can lead to good discussion especially when grappling with a problem. Whether you wear "hats" or simply provide time and space to brainstorm and reserve judgment on ideas and opinions, leaders can encourage this kind of behavior to get more comfortable with disagreement.
Practice empathy and listening.
What goes hand in glove with differing opinions? Yep. You guessed it -- empathy. Empathy does not mean you agree. It simply means you will stretch your thinking to understand where the other person is coming from and why they may have this opinion. The best way to do this is to wear your curious hat, ask questions, listen, and truly seek to understand. Leaders can model this behavior as well.
Try new things.
Part of encouraging differences and diversity is to be open to trying new things. Several leaders in my career gave me a shot at doing something they didn't fully understand or agree with but were willing to bet on me. All of these scenarios turned out to be successes. Now, none of these were high-stakes situations, but I was asking for money, people, resources, and a little faith. Part of creating a safe place and encouraging diversity means you are willing to take a risk now and again. Leaders should think through who and what they may put some faith in the second half of this year.
Commit to continuous learning.
Above all, encouraging diverse thinking and healthy disagreement is a commitment to learning. A true Learning Culture is one where people can take risks and even make mistakes, but learn from them, share them, and apply lessons the next time.
If we shift our focus from experiencing "conflict" to encouraging diversity and providing safe places to intentionally allow people to express their opinions, people will turn conflict into learning. Disagreements are more than okay; they can be essential to great decision-making.
Just remember the 7 tips from October on how to disagree professionally so no one walks around with bad feelings about work and relationships. Leaders need to be in tune with their teams to know when something is not healthy and to help steer the team in a better direction.