Category Archives: Handling Disagreements

Counting the Cost

Conflicts always have a cost, though these are not always costs that can be counted. Conflicts change a team’s dynamic and, therefore, the cost is the status quo. Some conflicts get resolved and reputations are strengthened. Other conflicts can cost a team trust or a teammate altogether. Regardless of the outcome, the hurt that lingers following a

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Counting the Cost

Conflicts always have a cost, though these are not always costs that can be counted. Conflicts change a team’s dynamic and, therefore, the cost is the status quo. Some conflicts get resolved and reputations are strengthened. Other conflicts can cost a team trust or a teammate altogether. Regardless of the outcome, the hurt that lingers following a

Read More

Counting the Cost

Conflicts always have a cost, though these are not always costs that can be counted. Conflicts change a team’s dynamic and, therefore, the cost is the status quo. Some conflicts get resolved and reputations are strengthened. Other conflicts can cost a team trust or a teammate altogether. Regardless of the outcome, the hurt that lingers following a

Read More

Counting the Cost

Conflicts always have a cost, though these are not always costs that can be counted. Conflicts change a team’s dynamic and, therefore, the cost is the status quo. Some conflicts get resolved and reputations are strengthened. Other conflicts can cost a team trust or a teammate altogether. Regardless of the outcome, the hurt that lingers following a

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It’s not personal.

Great teammates understand that disagreeing shouldn’t stop me from supporting an idea, direction, or philosophy chosen by the rest of the team. This is an apt description of what a great teammate does when they disagree. I am sure we have all experienced the passive aggressive folks who work hard to punish us until we agree but

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The Cost of Avoidance

No one has to like conflict. They just have to dislike the dysfunction caused by “avoiding it.” Conflict is inconvenient and uncomfortable for everyone. That is why conflict is so often avoided to the point that the goal of most teams is to eliminate conflict altogether. Great teams understand that the dysfunction caused by a culture that

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Accepting Disagreement

Accepting that disagreement is both necessary and healthy is the first step to a willingness to disagree well. Any team that lacks disagreement is never going to achieve greatness because they either limit healthy conflict and debate or they are dishonest with themselves about the presence of it. This is usually the case when people are uncomfortable

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Counterintuitive to Culture

Great teammates understand how to disagree well. This is essential because all teams are going to disagree. Disagreeing well requires the following: 1) Accepting that disagreement is necessary and healthy. 2) Understanding that those who disagree are not morally wrong for having a different opinion, idea, or philosophy. 3) The ability to support an idea, direction, or

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Who has the right of way?

Do I expect as much freedom as the next person? That sounds reasonable but there is a problem with that expectation. Freedom and entitlement to freedom only ever look good on paper. In reality, one person’s freedom is likely to infringe on another person’s freedom. Think about how people decide who is to go first when two

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The Doubter

People have all kinds of attitudes for all kinds of reasons. Those who doubt the ideas of others may struggle with a pride that doesn’t allow them to endorse any idea that didn’t originate from them. Pride is a tough attribute to overcome and it takes a bold leader to address it on a team. Fear may

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