Promoting and promoting different ideas and perspectives is the key to developing high-level solutions and teams. The task is to determine whether a disagreement is healthy. If it is unhealthy, it can be difficult to diagnose and solve the problem. No matter what people say, “Forget it, it`s just work,” it`s easier said than done. When people put so much into their careers and work, it is often worth trying to understand differences of opinion, and learn to manage opinions. Try to adopt this point of view of disagreement. If we personally look at our positions, it will be more difficult for us to be objective. This lack of objectivity may unnecessarily prolong a disagreement. Try not to consider your position as “your” position, but simply as “one” position. Similarly, if you have a problem with another person`s position, you make it clear that your concern for the problem is, not with the person, if that is the case. 5. Take responsibility for your own feelings. It is precisely in the bitterness that it is easy to lay charges, blame and make excuses.
To remedy this, you must be honest with yourself and take full responsibility for your own feelings and interpretations that may have contributed to the collapse. In the event of a successful disagreement, both collaborators can clearly state the other party`s position on this matter. If you can`t do it, check your listening. Use the technique of feeding back to your colleagues, what you think they said. For example, say, “John, I think your position is ___ist.” That tells your colleague that you are listening to what they have to say. People waste a lot of time with arguments that could have been avoided if they had only better understood each other`s position. They argue over alleged differences of opinion and details. 2. Look beyond your own triggers. Many differences of opinion are due to the fact that someone is triggered by what has been said. What is triggered is usually fear and awareness of one`s own limitations. No matter what has happened in your past, you need to find a way to get over your triggers and see that you are in a new situation with a person who doesn`t mean you`re struggling.
As a leadership coach, I spend a lot of time working with my clients and helping them deal with communication disorders – and really a lot of disagreements are a communication breakdown.