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7 Ways Amazing Leaders Encourage Healthy Debate
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The spirit of inquiry
Amazing leaders are not interested in winning for their own ego. They understand that finding the truth benefits the whole team so everyone can win.
Open your mind and look for answers, not victory.
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Don't assume anything
Without a face or a voice to convey emotion, written text can easily be misconstrued as being terse, sarcastic, snarky, or even mean.
Always assume you don’t know the tone of any written communication you receive and openly inquire as to the emotions of your debate partner.
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Stating the desired outcome
Many people enter into a debate ready to battle with only one side knowing the rules and purpose of engagement.
Before beginning any debate or argument, discuss with the other party a purposeful outcome and define clear rules of engagement.
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Give the benefit of the doubt
If the emotions are high, debaters might assume that the other parties are against them.
Unless it's a life or death situation or your job is at stake, keep the emotion low and believe what the other party is communicating about their emotion and perspective. Keep the attacks on the facts.
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Learning and winning
Amazing leaders see any small conflict like a cockroach in a slum wall — if one shows up, there must be many more behind the surface.
When conflict arises unexpectedly, seize the opportunity to examine the circumstances and the underlying issues. You may find solutions that prevent huge systemic breakdowns or open you to massive new opportunities.
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Treat others as comrades
An office or business is a fascinating ecosystem that often combines unlikely people in high-pressure ways without concern for personality, style, or methodology. Everyone just assumes that people will find a way to get along. In reality, it takes effort on everyone's part.
Start every debate thinking of the other person as your best friend. Seek to help them understand and feel good about the engagement at the beginning, middle and end.
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Being comfortable with the process
It’s okay to let things heat up during a debate, but you have to release the pressure after the battle or resentment will occur and build in an aggregated matter.
After a debate, you have the responsibility to make sure everyone is whole, even if it means you have to apologize for taking things too far for the circumstances.
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Key Ideas
Know your facts
Stop and think before you make such errors, and y...
Switch perspectives
Showing empathy will lower the temperature of the debate and allow both of you to come to a resolution.
Try to appear open-minded
If you appear to be giving the other side’s position a thoughtful review, then the solution you propose will seem to be far more sensible. Furthermore, your opponent may come to your side without you having to do anything other than listening.
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Key Ideas
Leadership and conflict go hand-in-hand
Conflict in the workplace is unavoidable. While you can try and avoid conflict (bad idea), you cannot escape conflict.
The ability to recognize conflict, understand the nature of...
Unresolved conflict
... often results in loss of productivity, the stifling of creativity, and the creation of barriers to cooperation and collaboration.
Leaders who don’t deal with conflict will eventually watch their good talent walk out the door in search of a healthier and safer work environment.
2 Major causes of conflict
- Communication: Conflict due to the lack of information, poor information, no information, or misinformation. Clear, concise, accurate, and timely communication of information will help to ease both the number and severity of conflicts.
- Emotions: Letting emotions drive decisions. Don't place emotional superiority ahead of achieving your mission.
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Humor at work
Being funny can have both positive and negative consequences, in your personal as well as your professional life. And context is always important: when making a joke, for instance, you should defin...
Humor and its effects on the status
Humor and status have always been tightly linked: good leaders seem to often use humor in order to motivate their team members' actions. As individuals, we tend to prefer, researchers claim, jokes that make us laugh while feeling slightly uncomfortable.
Furthermore, we perceive the joke teller as a self-confident person, who could easily become a leader due to his or her courage to make such a joke. The key point here is that the joke should be appropriate and match the context.
Inside jokes
Making inside jokes usually shows how bounded a team or a group is: their jokes can understood the best by themselves.
However, the moment an outsider integrates the group, it is better to avoid the inside jokes, as this will most probably make him or her feel out of place.