The meeting room sat in silence. The boss had just finished telling the team what he wanted. Chris and Tom exchanged glances. No words were exchanged, but their eyes said it all: the boss was wrong, everyone in the room knew it, and nobody was going to say anything. Both Chris and Tom were activators—people who want to make things happen. They joined the company because they saw opportunities to bring positive change. And for a couple years, they had the time of their lives seeing the company improve. But after the company was sold, the culture changed. Speaking out was no longer welcomed.
The new owner and the new management team members weren’t bullies, but they had shown a disdain for any opinion but their own. Even if the data clearly showed the decisions were wrong, they did not want to listen. They had their list of priorities. They knew it all, or that’s what they thought.
Chris and Tom were experiencing a slow corporate death. They were getting accustomed to nodding their heads, not saying anything, and just trying to do their best within the narrow confines given to them. They hated it. Misstep after misstep happened. The new owner would not make the appropriate budget cuts. CapEx was based on whims, not on ROI. Top line initiatives were devastating cash flow. Worst of all, the company All-Stars were applying for jobs elsewhere. Chris already had spoken to several headhunters.
Conflict is Necessary
Perhaps this story sounds familiar. I have seen it play out many times.
Organization cultures that do not allow for conflicts, like the one described here, do not bring progress. Having a polite leader who avoids conflict or a leader who will not listen to advice is detrimental to the health of an organization. Conflict forces us to prove our ideas. It makes us prepared. It ensures leaders do not just shoot from the hip. Conflict—polite, respectful conflict—where data drives decisions and differences of opinion are welcome, leads to success.
The First Steps to Good Conflict
Does your organization or department avoid conflict? If so, it’s time to make a change. The first step is to get people talking and to show trust. If this is not done, good conflict will never happen.
1. Stop talking, start listening, especially to the All-Stars.
2. Choose a problem area and ask the team for suggestions. Clearly communicate that suggestions will be acted upon without any interference. See what happens.
3. Ask a third-party to conduct a 360° employee review of those in leadership. Commit to acting on the issues that are discovered.
4. Among the core team, ask the one issue they would change today if they were in the lead. Act on the suggestions.
5. Ask a third-party to call former core team members and ask them why they left the organization.
Good conflict is hard to do, but your organization needs it. Without it, mediocrity is all you will achieve.
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