Constructive disagreement is preferred over destructive disagreement. Since disagreement amongst working professional is inevitable, it is appropriate to develop techniques to turn unavoidable disagreements into opportunities for progress. I agree with the post that there must be trust established amongst leaders in order to have constructive disagreements. Without trust, there will be no opportunity for progress. Trust is based on mutual respect. With diversity in the workplace, there are many perspectives represented. Clashes within the workplace are therefore a certitude.
There are a few ways that leaders can initiate constructive disagreements. One of the primary ways is to recognize that everyone on a team has a “position.” This position should not be personalized with a leader, meaning that an effective leader will view his position as “a” position without possession (Kumar, Adhish, & Chauhan, 2015). Respect is another fundamental necessity in order to have constructive disagreements. One of the best ways to create the opportunity for constructive disagreements is to make one’s enemies into one’s allies; in this manner, rivals can contribute to strengths (Kumar, Adhish, & Chauhan, 2015). Diversity, rivalry, and leadership are difficult concepts to seamlessly assimilate. Therefore, it is only through tolerance and respect for diversity that rivalry will be productive in the workplace. Productive rivalry will permit constructive disagreements based on mutual respect, understanding, and trust.
Use your promo and get a custom paper on
"Constructive Disagreement: Trust is Essential".
The notion that diversity can add to constructive disagreements, as explored in the post, is one that can go both ways. Certainly, having diverse perspectives allows for deeper understanding about the differences that contribute to these perspectives. In this instance, respect is what will create trust. I agree that trust is essential for constructive disagreements: If leaders fail to establish trust, through practicing respect for diverse perspectives, then the only outcome for disagreements will be destructive.
- Kumar, S., Adhish, V. S., & Chauhan, A. (2015). Managing bosses and peers. Indian Journal of Community Medicine, 40(1), 14–18. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4317975/
