Gold medal for this one Neela! You have informed and dispelled many an urban myth in this one nugget of gold! Having disagreements of the constructive variety within organizations is, as you have demonstrated, a leading cause of success! Just this week I have been inducting people into to one of the organizations I am fractional COO of and I have been preaching the need to call things out they disagree with, constructively, with their proposed solutions etc... Where things turn toxic is if people all nod around the meeting room table in violent agreement, only to have them "white ant" the concept as soon as they set foot out of the room. One of the most important things we can do is coach on how to disagree constructively - it takes skill, just as it does on the receiving end to not take things personally; this is where having a set of values that unify comes into play - yep I preached them this week too!! Huge congrats on this gem Sis!!
I love how you're actively creating a culture of constructive disagreement in your organizations. That's so important. The image of people nodding in "violent agreement" only to undermine decisions later is spot on - and all too common in many workplaces. It's a perfect example of how avoiding conflict in the moment can lead to much bigger problems down the line.
Your point about coaching people on how to disagree constructively is also important. It's a skill that's often overlooked. And you're right, it's just as important to teach people how to receive that feedback without taking it personally. It's a two-way street. Thanks for sharing your experiences and for the kind words, bro!
Thank you very much Neela! It always takes two to tango doesn't it - it's all well and good teaching how to respectfully deliver feedback, but if the person you're trying to tango has got 2 left feet in their ears, it's not going to help! Much appreciated, you are da besterer!!
While reading this, Neela, I instantly thought of the headline...'Dare to Challenge.'
Those types of necessary convos are the ones that make the most challenge and for the better, I hope. They are the one that invite varying opinions, ideas, thoughts and so on. Not the ones where everyone is nodding their heads and saying yes. They open up space for finding common ground for shared solutions. :) Amazing piece, sis!
Which is why people are having a difficult time finding jobs. Employers say they want smart people. But intelligent people are also opinionated. They don't like that. Organizations are not built for divergent thinking. Thank you for stopping by sis .........
exactly that! Many want the Yes-nodders. People have brains and will use them. Don't ask for an intelligent person and expect them to be quiet. lol Weird times sis!!
Couldn't agree more Neela. I feel like disagreement and conflict has become somehow taboo in workplaces. Instead of 'how might encourage productive conflict?', it's conversations around 'how might we avoid conflict?'
The cycle of cancel culture and the fear of saying the wrong things add to the hesitancy. I understand it, but I don't. Employees are not looking for traditional managers. They are seeking mentorship and a "safe space" to be creative. I swear by everything I write because I've seen it work.
I appreciate you adding to the conversation, Scott, and I look forward to reading your articles.
I think the 3M case study is a classic of static friction - which is the force that prevents us sliding off our seats when we sit down - to overcome static friction you need a greater force to get an object moving than what is required to keep it moving.
This is why common sense is often ignored and yet sales or office politics prevails - sales and power politics exert greater forces such as Fear, Greed, Envy, Lust... oh wait maybe that's another list... anyway... common sense exerts a weak force since very few businesses employ it - except that one you quoted that actually listened to employees... odd isn't it that common sense is the domain of front line employees and customers and is rare air for anyone else
Excellent article Neela - deserves a chapter of its own in your upcoming book with the catchy working title of "If the pineapple fits..."
I love your analogy of static friction to explain why common sense often gets overlooked in business! That's such a clever way of framing it. You're absolutely right - it often takes a stronger force (like those primal motivators you humorously listed) to overcome the inertia of "the way things have always been done."
PS And I've got to say, "If the pineapple fits..." is an intriguing title!
Love this post so much, Neela. Consistently, the companies that cultivate a culture of embracing debate and the challenging of ideas are the ones that seem to have the breakthroughs. It also seems like the ones that resist open debate are the ones that create a culture where employees feel unheard and can lead to more disagreement and toxic arguments vs constructive debate. At least it seems that way. Another valuable post!
I know that several places that I have worked utilize this strategy of healthy competition via professional disagreements. The post-it story was really interesting. You do know your WorkmanShit, Neela!
I think it's great to show the benefits (and limits) of friction in the workplace. Comparing it to physical exercise is helpful, and the examples from Amazon and Microsoft and 3M are illuminating. You'll post a link to this on LinkedIn, right?
I agree so much 🙌🙌 I always encourage my team to discuss any new ideas as much as possible and give me all their honest opinions. I mean what is the point if they're too afraid to tell me something and then we implement the new idea and it doesn't work? Conflict is normal, in any place where you have more than one person together there will be friction and conflict, we need to normalise this as much as we can. Love your article!
Outstanding CTA, Neela! You hit on a ton of things that I'm super passionate about and talk frequently about-like my discussion with 4 DEI titans last night on a live surrounding Belonging and Psychological Safety in the workplace. Thank you for the support and constant shout outs! When we teach others (not just leaders) how to have courageous conversations early on in life it is incredibly impactful. Many people don't understand how to deal with conflict, much less how to have these courageous conversations on a daily basis. Using the tools, tips, and data you supplied can start someone, no matter where they are in their journey, to a place where they can take action. Action leads to learning, unlearning, and growth.
I totally support a sincere discussion and creative input. Here on the farm I am frequently saying to the land workers - give it a go and we will revisit it to evaluate in three days. (Or three months - depending). I don’t know everything and LOVE a good pooling of ideas.
Brilliant article Neela 👏👏👏. I hope companies invest their time and energy in cultivating the culture for productive conflicts.
Cheers for the duo who accidentally gave us Post-it notes. They are so useful.
Thank you for always mentioning me.
Enjoy your day 🤗
I don't know what I would do without post it notes - especially the pink and blue ones.
I wonder if they will. Nobody has the time or the temperament to handle divergent thinking. It's pretty unfortunate. Happy Wednesday Salima :)
Thank you for stopping by.
Gold medal for this one Neela! You have informed and dispelled many an urban myth in this one nugget of gold! Having disagreements of the constructive variety within organizations is, as you have demonstrated, a leading cause of success! Just this week I have been inducting people into to one of the organizations I am fractional COO of and I have been preaching the need to call things out they disagree with, constructively, with their proposed solutions etc... Where things turn toxic is if people all nod around the meeting room table in violent agreement, only to have them "white ant" the concept as soon as they set foot out of the room. One of the most important things we can do is coach on how to disagree constructively - it takes skill, just as it does on the receiving end to not take things personally; this is where having a set of values that unify comes into play - yep I preached them this week too!! Huge congrats on this gem Sis!!
I love how you're actively creating a culture of constructive disagreement in your organizations. That's so important. The image of people nodding in "violent agreement" only to undermine decisions later is spot on - and all too common in many workplaces. It's a perfect example of how avoiding conflict in the moment can lead to much bigger problems down the line.
Your point about coaching people on how to disagree constructively is also important. It's a skill that's often overlooked. And you're right, it's just as important to teach people how to receive that feedback without taking it personally. It's a two-way street. Thanks for sharing your experiences and for the kind words, bro!
You are da best!
Thank you very much Neela! It always takes two to tango doesn't it - it's all well and good teaching how to respectfully deliver feedback, but if the person you're trying to tango has got 2 left feet in their ears, it's not going to help! Much appreciated, you are da besterer!!
While reading this, Neela, I instantly thought of the headline...'Dare to Challenge.'
Those types of necessary convos are the ones that make the most challenge and for the better, I hope. They are the one that invite varying opinions, ideas, thoughts and so on. Not the ones where everyone is nodding their heads and saying yes. They open up space for finding common ground for shared solutions. :) Amazing piece, sis!
Which is why people are having a difficult time finding jobs. Employers say they want smart people. But intelligent people are also opinionated. They don't like that. Organizations are not built for divergent thinking. Thank you for stopping by sis .........
exactly that! Many want the Yes-nodders. People have brains and will use them. Don't ask for an intelligent person and expect them to be quiet. lol Weird times sis!!
Couldn't agree more Neela. I feel like disagreement and conflict has become somehow taboo in workplaces. Instead of 'how might encourage productive conflict?', it's conversations around 'how might we avoid conflict?'
I came at this from a different angle, arguing that there's also a tension in which workplaces that seek to promote diversity should expect more conflict, not less: https://curiositymindset.substack.com/p/diversity-and-conflict
The cycle of cancel culture and the fear of saying the wrong things add to the hesitancy. I understand it, but I don't. Employees are not looking for traditional managers. They are seeking mentorship and a "safe space" to be creative. I swear by everything I write because I've seen it work.
I appreciate you adding to the conversation, Scott, and I look forward to reading your articles.
I think the 3M case study is a classic of static friction - which is the force that prevents us sliding off our seats when we sit down - to overcome static friction you need a greater force to get an object moving than what is required to keep it moving.
This is why common sense is often ignored and yet sales or office politics prevails - sales and power politics exert greater forces such as Fear, Greed, Envy, Lust... oh wait maybe that's another list... anyway... common sense exerts a weak force since very few businesses employ it - except that one you quoted that actually listened to employees... odd isn't it that common sense is the domain of front line employees and customers and is rare air for anyone else
Excellent article Neela - deserves a chapter of its own in your upcoming book with the catchy working title of "If the pineapple fits..."
I love your analogy of static friction to explain why common sense often gets overlooked in business! That's such a clever way of framing it. You're absolutely right - it often takes a stronger force (like those primal motivators you humorously listed) to overcome the inertia of "the way things have always been done."
PS And I've got to say, "If the pineapple fits..." is an intriguing title!
Thank you for always stopping by David :)
Love this post so much, Neela. Consistently, the companies that cultivate a culture of embracing debate and the challenging of ideas are the ones that seem to have the breakthroughs. It also seems like the ones that resist open debate are the ones that create a culture where employees feel unheard and can lead to more disagreement and toxic arguments vs constructive debate. At least it seems that way. Another valuable post!
Absolutely bro - I have seen this over the years and I feel strongly about advocating for employee "add" versus "fit."
Jobs all want a culture fit that does not add to the organization or culture.
They want robots lol
Hope you had a good weekend.
Happy Tuesday!
Thank you for restacking!
I know that several places that I have worked utilize this strategy of healthy competition via professional disagreements. The post-it story was really interesting. You do know your WorkmanShit, Neela!
I know some stuff Zail lol
The problem is managers either don't have the time to manage this OR they don't know how.
It's a REAL problem.
I appreciate you stopping by :)
I think it's great to show the benefits (and limits) of friction in the workplace. Comparing it to physical exercise is helpful, and the examples from Amazon and Microsoft and 3M are illuminating. You'll post a link to this on LinkedIn, right?
How are you Hans? Happy Tuesday! I tend to post on LinkedIn only if I have the time to respond to comments insightfully. This gets tricky.
Thank you for stopping by!
Good for you at responding insightfully. Makes sense. I'm catching up after the long weekend, thanks. Not enough conflict here today tho 🙃
Long weekends are difficult to shake. It's like jet lag lol.
I can send some "conflict" your way .........🤣
Happy Wednesday, Hans.
I agree so much 🙌🙌 I always encourage my team to discuss any new ideas as much as possible and give me all their honest opinions. I mean what is the point if they're too afraid to tell me something and then we implement the new idea and it doesn't work? Conflict is normal, in any place where you have more than one person together there will be friction and conflict, we need to normalise this as much as we can. Love your article!
We do need to normalize this. I'm afraid it's not the norm and I wish it were Sophie.
Thank you for taking the time.
Enjoy your weekend.
Outstanding CTA, Neela! You hit on a ton of things that I'm super passionate about and talk frequently about-like my discussion with 4 DEI titans last night on a live surrounding Belonging and Psychological Safety in the workplace. Thank you for the support and constant shout outs! When we teach others (not just leaders) how to have courageous conversations early on in life it is incredibly impactful. Many people don't understand how to deal with conflict, much less how to have these courageous conversations on a daily basis. Using the tools, tips, and data you supplied can start someone, no matter where they are in their journey, to a place where they can take action. Action leads to learning, unlearning, and growth.
Hey Chason
Thank you 🙏
Yup and it's because most organizations have installed people who shouldn't be leaders in the first place 🤣
There is space for these types of conversations and I believe it will be the key to emerging successfully from this mess.
Have a good weekend again ☺️
I totally support a sincere discussion and creative input. Here on the farm I am frequently saying to the land workers - give it a go and we will revisit it to evaluate in three days. (Or three months - depending). I don’t know everything and LOVE a good pooling of ideas.
Happy Friday!
You do it from a place of curiosity and empathy. It makes a huge difference doesn't it?
It's been over the top hot here in Orange County.
So many temperatures broken this week.
Happy weekend Cecilia.
Thank you for taking the time 🙏