In general, the things that everyone agrees on are generally known, but the ideas on the margins – the ones that often push us to think out of the pack, to try new things, to succeed and to fail – can create differences of opinion. Crowding into a space where judgment is needed helps to advance our organizations and build character in individuals. Everyone should be able to work effectively in this space, but it is not easy. Disagreement between two team members can spread quickly to others. Even if more people don`t “pay” directly, most will pick up on negative moods, and the mood of the whole team may decrease. If you are a manager or supervisor, you can create a team culture in which disagreements are correct, appreciated, encouraged and expected. 1. Look for understanding. People tend to be disunited if they don`t get along.
When a party is so busy being heard and does not spend time understanding, the disagreement is just around the corner. If you understand that most of us are more alike than the rest of us, you can begin to tolerate and welcome another point of view – even appreciate. First, try to understand and appreciate. This does not mean that you must agree, only that you are open to hearing it. Inform all parties of the differences of opinion that you expect them — and you know they will do their job with excellence and maturity — to accomplish their duties. Explain that you are observing the situation and will take other steps if they fail to resolve their differences. Differences of opinion in the workplace can be unpleasant. Assuming that two people are at odds with each other, this negative mood can quickly spread through a team or organization. It is almost a guarantee that, in every career, some disagreements will fall. It would be impossible to always agree with colleagues on strategy and tactics. It would also be counterproductive to always have an agreement in the workplace.
After thinking of a disagreement, however uncomfortable it may be, it is almost always more productive to sit down with the other party. Instead of approaching the Assembly as contradictory, you go there to understand, to progress and to find a solution. Ask yourself questions, try to help each other, see each other`s point of view. When there is a prior obligation to compromise and flexibility, good things often happen. 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. 4. Be a good listener. In the event of a disagreement, it is important that both parties are heard.
And that means it`s important to be a good listener — curious, open-minded and non-judgmental.