I wrote a post earlier this week about using strike action to effect change. I don’t think it works in the long run.
Here’s an alternative thought in that vein:
Alfred P. Sloane is quoted as having said, “I take it we are all in agreement here. Then I propose we postpone further discussion of this matter until our next meeting to give ourselves time to develop disagreement and perhaps gain some understanding of what the decision is all about.”
I have never advocated blind agreement – healthy debate is by far the best way of getting to a fundamental truth, form an opinion, or make things change. Its just the difference between agreeing to disagree, go away for a defined period to dig more deeply into the issue, and then come back together and delberate – and the ‘easy option’ of striking.
Foster healthy disagreement in your organisation, always. But whatever you do, you must also retain the trust. Without trust, disagreement can’t be the healthy kind.
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Photo credit: WoodleyWonderWorks
Article by Vandy Massey
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