If you and others don't raise your perspectives, there's no way you will resolve your disputes. You can surface the areas of disagreement informally or put them on a list to go over. I personally like to do both, though I encourage people to list their disagreements in order of priority so I/we can more easily direct them to the right party at the right time. The nubbiest questions (the ones that there is the greatest disagreement about) are the most important ones to thrash out, as they often concern differences in people's values or their approaches to important decisions. It's especially important to bring these issues to the surface and examine their premises thoroughly and unemotionally. If you don't, they will fester and cause rot. #principleoftheday
Noah Brame
2w
This is a great take. As Founders, we have the responsibility to ensure not only the happiness of our customers, but our employees as well. The reason the greatest teams perform at such high rates is because they know how to communicate with each other and solve problems within their team. This is exactly why it’s important to resolve issues within your team.
I love this and resist it at the same time. It is absolutely true that if the biggest boulder can be taken out of a creek, the water flows better. The same way, if the biggest disagreement can be handled productively, a relationship can flourish. But, boy, I hate the process of recognizing, fessing up to those big boulders and the hard unpleasant initial work of starting the chipping away process without knowing how and if it will work. It doesn’t ever work to sweep those things under the carpet. Not for any length of time, anyway. But I confess that the illusion of comfort is quite alluring in the pretense of ignorance is bliss moments. And sometimes it takes a bit of time and preparation to gather up the courage and the strategies to tackle the inevitable and immensely freeing task.
Raising and addressing different perspectives is crucial for resolving disputes effectively. At Unicomer, we prioritize bringing disagreements to the forefront. This approach ensures that we address the most critical issues first, often the ones with the greatest disagreement. Disagreements often stem from differences in values or approaches to significant decisions. By surfacing these issues, we can thoroughly examine their premises and find common ground. This process requires a commitment to open, unemotional discussions that focus on understanding rather than winning. I've found that when we proactively address disagreements, it prevents them from festering and causing more significant problems down the line. This practice fosters a culture of transparency and trust, enabling us to tackle challenges more effectively and make better decisions. Encouraging team members to voice their perspectives and addressing disagreements head-on not only resolves conflicts but also strengthens our collective decision-making process. It’s a strategy that leads to more robust, well-rounded solutions and a healthier organizational environment.
This is such a great perspective.
“Differences in people’s values” 🔥🔥🔥
This is possible in ideal situations. In practice the leader who is responsible for arbitrating between different individuals in his team invariable with neither have patience nor time to resolve the differences and bring the entire team to a common understanding. Invariably the leaders of the teams have higher mobility within the organizations leaving the issues to be resolved by his or her successors. This kind of culture causes the organization to rot. Famous examples are GE and Boeing.
Mike R.
2w
Distinguish between positions and interests and take care to probe the latter. [They typically ossify into positions.] If the disagreement is strictly an analytical one, then, sure, treat wholly analytically. However, if emotions attach to the disagreement, better to acknowledge them [taking advantage especially of the opportunity available in informal settings] lest they quietly sabotage productive engagement. A disinterested third party can be helpful in sussing out assumptions and shared interests.
You seriously need to have someone else write your quotes.
Lawyer•Strategist•Investor• Longevity Explorer
2wIn mediation we often see the benefits of merely articulating a conflict out loud or just reframe the issue so that parties in conflict see another perspective. So important to foster open environment to share or speak up, even if ultimately there is no resolution. Be it between spouses, colleagues, neighbors, parent-child or nations - silence is not golden in resolving conflicts. We need dialogue. Create trust by incentivizing conversations between people. Is it any wonder loneliness, burnout and chronic illnesses are on the rise in America - when everyone is "bowling alone" and solo aging is accepted.