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7 Ways Amazing Leaders Encourage Healthy Debate

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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IDEA EXTRACTED FROM:

7 Ways Amazing Leaders Encourage Healthy Debate

7 Ways Amazing Leaders Encourage Healthy Debate

https://www.inc.com/kevin-daum/7-ways-amazing-leaders-encourage-healthy-debate.html

inc.com

7

Key Ideas

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.

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.

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.

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.

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.

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. 

EXPLORE MORE AROUND THESE TOPICS:

SIMILAR ARTICLES & IDEAS:

Know your facts
How many times have you made a claim about some piece of trivia only to realize, as soon as you’ve made that claim, that you’re completely wrong?

Stop and think before you make such errors, and y...

Switch perspectives
Stepping into the mindset of those you argue with allows you to figure out what’s influencing them. 

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.

3 more 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
  1. 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.
  2. Emotions: Letting emotions drive decisions. Don't place emotional superiority ahead of achieving your mission.

one more idea

Ask questions

It helps you preserve your neutrality.
It is effective in getting others to pause, reflect, and get clear with themselves about what the problem actually is. 
You may get each ...

Be mindful during a conflict situation
  • All issues are best dealt with as soon as all involved are calm.
  • Start with one-on-one conversations to get the details of the issue from both perspectives.
  • Recognize that there is no objective reality of the situation.
Probing questions to ask

Once you have the basics of what happened and how long it has been going on, you can move on to asking more probing questions:

  • What is the other person saying?
  • How does what you've been hearing go against your values?
  • What is the difference between your two perspectives?
  • What aspects of this conflict do you believe you're responsible for?
  • Can you put yourself in your coworker's shoes? How does she feel?
  • If we were to think outside of the box, how could this issue be resolved?
  • What will happen to you if this issue isn't resolved through this discussion?
  • What would you offer to do or change to help resolve this issue? What would you like in return?