Only action adds value.
A question came up about conflict:
“It seems that to get the kind of clarity you are suggesting will require causing or at least facing some conflict.
If people don’t agree with the decision, you are suggesting that to get real buy-in you need to bring that disagreement out into the open.
I don’t think all of my managers are able to do this”.
Another person commented that in a recent survey of managers only 14% of them were comfortable with using constructive conflict to make progress.
“So what do we do with the other 86%?”
Those 86% of people either need to get comfortable with constructive conflict (or learn to do it anyway), re-consider their role in management, or forever be mediocre leaders.
Leading means getting conflict out in the open and working through it:
By the way… reasons people avoid conflict:
There are so many reasons that people nod their head in the meeting and then don’t act.
So you end up with a comfortable, but “shallow”, agreement.
The only problem is: there is no real progress, and the work doesn’t get done.
An artificial sense of team harmony or pleasantness, which is followed by a lack of action, does not add value to the business.
Only action adds value.
What do you think? How do you deal with conflict constructively? Please leave your thoughts and comments.
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