Difference of opinion anyone?
When Abraham Lincoln was elected to the US Presidency, he appointed a number of former political opponents as his advisers.
One of the greatest leaders of modern times, Lincoln selected people who were well known to disagree with him. Doing this, he guaranteed he would face continual, legitimate challenges to his ideas. If his ideas prevailed those challenges, that difference of opinion there was a good chance they were the right ideas.
As leaders, managers, supervisors, it is easy to surround ourselves with an echo-chamber of “same-ness”, shared opinions and outlooks, or worse – “yes-men”. When in a position of influence, or power, we can end up drowning out the dissenting voice. No leader knows everything. If a leader becomes a bullhorn, a louder opinion than all others, an echo chamber is the result. And everyone loses out.
If we do that, we deprive ourselves and our teams with an opportunity to test new ideas. We also fail to uncover innovative solutions, or even to understand different perspectives.
Access Mining has a workplace culture that encourages robust, sometimes intense but always respectful discussion and disagreement. If the discussion is aligned with the end goal and aimed to improve, we get better results, and everyone gets a voice.
It takes courage to speak openly about something you are passionate about. It takes just as much courage to allow the opposing views to have their voice.
Great communication (and innovation) depends on it.
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