Weeks, perhaps months pass, something interesting happens. Instead of clashing, they find a way to agree, even though it's not exactly what either of them initially wanted. It's like mixing their ideas to create a better solution for their organisation and themselves.

This might seem unusual or unlikely because disagreements often lead to ongoing conflict. But there are organisations and industries where people routinely and instinctively disagree in a constructive way. 

They value diverse perspectives and embrace disagreements as a way to refine ideas and make better decisions. New positions, insights and agreements are often the foundations for doing things better now and for long term progress.

Perhaps we can learn from this and make the process and practice of disagreeing well a part of our professional lives in 2024?. 

It is important to understand there are two predominant ways of engaging in such discussions: dialogue and dialectic.

Dialogue is when we talk openly and seek to understand each other without necessarily trying to change minds. It's about learning from different viewpoints and fostering collaboration. It is not about influencing.

Dialectic is when we engage in thoughtful debates to find the truth or the best solution. We question and challenge ideas to reach deeper insights. It is not about beating around the bush.

Both approaches are valuable depending on context and objectives. 

Dialogue helps build strong teams, foster creativity, and enhance communication. 

Dialectic, on the other hand, helps organizations critically assess the best ideas and make well-informed decisions.

Isn't this hard to do though? 

Many of us are shy or don't like the idea of saying we don't agree with something or have reservations about a particular position someone else has. It can be far easier to keep quiet, make a politically correct excuse and just go along for the ride - but at what cost? 

Perhaps not speaking up causes stress or resentment in us? Not getting to the point or being able to express our perspectives in a constructive way is likely to be wasting time and opportunity.

Perhaps our own idea or perspective is in fact the best one and will be lost forever if we don't have the chance to try it on.

How might we incorporate better disagreement in 2024?

1. Personal Mindset: Embrace the notion that you have good ideas and perspectives and be prepared to put these forward for the benefit of collective progress - humbly.

2. Encourage others: Encourage others to develop the skills for healthy debate and disagreement - along with yourself. Make sure everyone is in the picture.

3. Leadership support: Ensure there is support for such behaviour and culture. Have checks and balances to ensure people are supported and encouraged over time. Appoint trusted mediators. 

4. Conflict and Mediation Training: Provide training, equip employees with the skills to manage disagreements constructively and find common ground.

5. Diverse Teams: Promote diversity in teams. Encourage collaboration and participation among employees from various backgrounds and experiences.

Disagreeing well can be a powerful approach to foster innovation, make informed decisions, and strengthen teamwork. It can provide the space where people can find common ground and perhaps new and better agreements.

Consider adding these to your vocabulary for next year!

• "I can't agree until I understand what you mean..."
• "I disagree on principle" elaborate further...
• "Do you want me to agree with you? if so, then..."
• "We don't agree at present, so how can we move forward?"
• "We can't agree, who do we trust to help us with an independent perspective?"

In a world that is changing fast and where differing viewpoints are abundant, let's celebrate the beauty of constructive disagreements and the ability to work together even when we don't always agree. 

May 2024 be filled with enlightening professional conversations and the joy of discovering shared truths that propel us collectively forward!

For those of you that read last week's article Tolerance - perhaps consider the dual role that tolerance and disagreement might play in your culture in 2024. 

How we work together and relate with one another is going to become increasingly critical as AI is deployed, climate change continues, and global economies adjust to the forces of change. 

There is no end to the transition, it is a continuous process. Having written over 175 articles about it you might wonder if we are running out of things to write about. The opposite is true, the more we go on the more there is to write about. Think about that, especially if you are sitting on the fence or have your head in the sand.

Wishing you a wonderful Christmas and thank you all for being, a colleague, mentor, supporter, client, critic and regular reader of the Edge.

From the team at THQ.

Check out our Real Transition Leadership programme. Testimonials at Real Transition Leaders | Transition-HQ (thq.nz).

This weeks quote

"In all debates, let truth be thy aim, not victory, 

or an unjust interest.”    - William Penn