Daring to Disagree?

Have you ever shared an idea with someone and received positive feedback, only to wonder if they were truly being honest or simply trying to please you?

➡️ INVITING TO DISAGREE

This is a common problem, but as a manager, it’s essential to create an environment where people feel comfortable disagreeing with you.

To do this, it’s important to invite criticism in a way that reduces the perceived risk of speaking up. One coaching technique is to “invite the other person to respond in ANY way to our contribution, including criticism.”

Here are three examples of how you might invite such disagreement:

➡️ A FEW EXAMPLES

💬 Manager: “Regarding the suggestion I just made, what do you think are two things that speak for and against it?”

(Encourages criticism while reducing the perceived risk of speaking up.)

💬 Manager: “I have an idea, but I recognize that I am absolutely not the expert here – you are. Please feel free to disagree with any part of it.”

(A preamble to invite openness, not as powerful as the one above.)

💬 Manager: “……that’s my idea, but I acknowledge it doesn’t address the cost overruns we talked about. What are your thoughts?”

(Gives an example of permissible criticism, lowering the bar for disagreement.)

➡️ SUMMARY

Intentionally using language that invites others to disagree with you is crucial when sharing ideas from a position of power.

There are many more ways to do this, but I think you get my drift! The key is to display the humility to be criticised.

Overall, the success of this depends on how you respond to what they say next. Are you honoring the risk they take or your statements above just platitudes?

Wishing you all the best in the coming week to make it safe for those around you to share their thoughts in all their colors!

Cheers, Maik