Disagreements were perceived as conflicts and the focus would then shift to how to be cooperative and agreeable again. Anyone disagreeing with the general trend of decision-making risked falling out of favour and being seen as difficult and not a team player.
Events of the past few years confirmed the importance of diverse and different perspectives when trying to solve challenges in the workplace. Organisations and companies were not prepared for the onset of a global pandemic, which required leaders to rethink their strategies.
However, the role of a leader is not to come up with all the great ideas and solutions. The role of the leader is rather to create an environment in which great ideas can take place. An open culture that offers employees the freedom to express their thoughts and views can lead to a more positive and innovative workplace, but it should be noted that a healthy and effective culture of dissent usually starts at the top. One cannot be an effective leader unless one encourages others to speak their minds without fear.
Leaders do not always have all the answers and should not be expected to have all the answers. Differences in viewpoints assist leaders and their teams to reflect on their decisions and actions. If one is always agreeing, one is not really thinking independently. Moreover, asking for feedback and receiving none in return may be symptomatic of something else. We all have different life experiences and worldviews.
Although many leaders may say that they welcome healthy disagreements and different points of view, their reactions often change when they are confronted with opposition. Leaders may feel defensive and may even question their own judgement. These are natural responses as employees’ loyalty and affirmations are far more reassuring than robust challenges from the group. There may also be discomfort involved for the potential dissenters, as it is much easier and safer to keep one’s thoughts to oneself and to conform than to risk expulsion from the group.
Dissent is an active challenge to the majority view, but it liberates and stimulates our thinking. It also helps us to become independent thinkers and not to be afraid to challenge the herd mentality. However, it is also true that people do not always agree and do not always share their true thoughts. It is through interaction, conversation, debate, and even argument, that good ideas are revealed, sound solutions are found, and decisions are made. Creative conflict is not always comfortable, and it may lead to tense moments and feelings getting bruised, but the result is quality outcomes.
There is no doubt that better ideas come from diverse perspectives. People with different backgrounds and life experiences have more to offer, which is why diversity matters. It is impossible to think outside the box with people who only see the same box. It is also important to note that diversity is not a problem: it is actually an opportunity and an investment to ensure better outcomes. The focus should always be on solving the challenges and not simply defending your idea or viewpoint. It takes courage to speak up, and it takes courage to admit that someone else’s idea is much better than one’s own. People will often support their leader’s opinion, as it is safer to do so, rather than suggesting alternatives. Seeking consensus narrows the focus, but encouraging different perspectives will produce alternatives, spark creativity and push people to consider alternative options. Divergent thinking improves the quality of decisions. However, for people to feel comfortable sharing opinions or raising issues, acceptance must be initiated from the top.
The value of healthy disagreements should not be underestimated. People do not always have to get their way, but they must feel heard. Responsibly managed discussions that encourage healthy differences of opinion often lead to increases in productivity, creativity, and better problem-solving. An organisation where a reasonable amount of dissent is encouraged creates a safer, more open environment, which will improve employee well-being. Sharing different viewpoints and opinions encourages in-depth discussions and ensures better outcomes for all concerned.