Blake and Mary were in a heated discussion at work. The rest of the people in the meeting were a little uncomfortable, and they squirmed in their chairs. As the dialogue got more quiet, others began to chime-in – everybody adding their own “two cents,” and then there was quiet for about five seconds.
Jennifer – the team leader – then said, “So based on what I’ve heard, the best option for the customer and our growing workload is to go with Option B, but we’re going to delay the launch until February 1st. Is that what we have agreed to and will support?”
Everybody nodded their heads. Blake said “definitely.” Mary said “that works well.”
There was conflict. There was debate. There were multiple people in the room coming in from all different perspectives. It was uncomfortable. It was emotional.
And it was great!
Conflict can be good, especially when a team at work is debating a course of action to take, and they’re trying to make the best decision possible. Conflict is healthy, especially when that “best decision” is the focal point of conversation, and the debate doesn’t attack the individuals. Instead, it’s an important discussion of issues and ideas, of solutions and decisions.
And it’s not boring.
Do you want interesting and collaborative discussions – conversations that end with the best decision possible?
Then embrace healthy conflict. Embrace the right kind of debate that leads to the best solution.