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Using conflict and dissent to create robust & resilient solutions

Using conflict and dissent to create robust & resilient solutions

When we think through work we primarily focus on the happy path, this only gives us half the picture. When we take time to explore the dark side of work, we can anticipate many of the dangers lurking in wait. There are many ways to explore this dark side and coming out the other side stronger.

Julia Wester

February 24, 2020

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  1. Julia Wester 55 Degrees AB @everydaykanban Using conflict & dissent

    to create robust, resilient solutions
  2. None
  3. “Where all think alike, no one thinks very much.” Walter

    Lippmann, "The Stakes of Diplomacy”, 1915 By Pirie MacDonald - Yale University Manuscripts & Archives Digital Images Database [1], Public Domain, https://commons.wikimedia.org/w/index.php?curid=10533340
  4. Our beliefs aren’t infallible

  5. None
  6. An expression of an opinion that is different than those

    commonly or officially held. Dissent Competitive or opposing action of incompatibles. Antagonistic state or action. Conflict
  7. Dissent Today’s Focus

  8. Your hiring practices matter

  9. Mode of thinking that happens when the desire for harmony

    overrides a realis6c appraisal of the alterna6ves. Irving Janis, Psychologist GROUP THINK
  10. “Groups often fail to outperform individuals because they prematurely move

    to consensus, with dissenting opinions being suppressed or dismissed.” Hackman, Morris (1975) Advances in Experimental Social Psychology Image credit: Jeff Patton
  11. X

  12. “Contrary to popular wisdom and behavior, conflict is not a

    bad thing for a team. In fact, fear of conflict is almost always a sign of problems.” Patrick Lencioni Author of “The Advantage”
  13. Agreement Disagreement - Winning argument > reaching goal - Lack

    of trust - Anger and resentment - Team members give up / opt out - “I told you so” mentality - Very little learning - Solutions not always best - Not safe to disagree - Lack of honesty - Contempt and cynicism - “I knew that would never work” mentality - Very little learning - Decisions get made - Everyone knows the final decision - Cohesion towards a goal - Excitement to move forward - You feel supported in your path - Safe to share differing viewpoint - Lots of learning - More confidence in choices - Growing skills in handling conflict - Ideas are better supported, regardless of outcome + - Let’s Explore the Polarities
  14. “…I was assigned to write the court’s opinion. The final

    draft, released to the public, was ever so much better than my first, second, and at least a dozen more drafts, thanks to Justice Scalia’s attention-grabbing dissent.” Hon. Ruth Bader Ginsburg The Role of Dissenting Opinions
  15. Promoter of the Faith “The Devil’s Advocate” Promoter of the

    Cause “God’s Advocate” vs.
  16. Minority dissent, even dissent that is wrong, stimulates divergent thought.

    Nemeth, Staw (1989) Advances in Experimental Social Psychology
  17. Dissent in the absence of cognitive diversity provides less value

  18. 92% Cloverpop: Hacking Diversity with Inclusive Decision-Making choices 

 lead to better decisions 7 of the time
  19. Getty Images/Jason Kempin/Staff Editorial

  20. Is it safe to have a dissenting opinion? Key Question

  21. The Inclusion Framework Shore, Lynn M. et al. “Inclusion and

    Diversity in Work Groups: A Review and Model for Future Research.” (2011).
  22. Constructive Destructive VS

  23. Conflict Management

  24. Techniques for inviting dissent

  25. Six Thinking Hats The Black Hat Play’s the Devil’s Advocate

    role: • What are the weaknesses? • What is wrong with this idea? Simulated Dissent
  26. Ritual Dissent Image courtesy: @FriendlyTester on Twitter Ritual Dissent is

    meant to simulate the process of delivering new ideas and to open up new thinking to necessary criticism and iterations
  27. Ritual Dissent Image courtesy: @FriendlyTester on Twitter 1. Prepare your

    idea 2. Present it to the group, who remains silent 3. Turn your back to group 4. Listen, stay silent, and take notes as group discusses your idea, pointing out pros, cons, possible risks, and remaining questions. Authen0c Dissent
  28. Can we make 
 it safer? What is the impact?

    How can you game it? How safe are our metrics? A team exercise Authen0c Dissent
  29. Making Space with TRIZ A Liberating Structure What must we

    stop doing to make progress on our deepest purpose? Image Courtesy of The Liberators: https://medium.com/the-liberators/make-space-for-innovation-with-triz-26a3ec162d41
  30. Steps and Schedule Authen0c, Less Direct, Future Making Space with

    TRIZ A Liberating Structure
  31. Pre-mortems Predict the multiple ways you can fail and then

    do something about it! Authen0c, Future
  32. ⚠ A few words of caution

  33. Not all dissent is created equal Simulated dissent creates more

    ideas in support of the original position. Authentic dissent creates more original ideas on both sides of the debate.
  34. “…experimental studies suggest that 
 benefits disappear once the team

    is tasked with deciding which ideas to select and implement, presumably because diversity hinders consensus.” https://hbr.org/2017/06/does-diversity-actually-increase-creativity Cognitive diversity doesn’t fix every problem
  35. 1. Hire for diversity of thought (as one aspect). 2.

    Focus on crea7ng an inclusive environment. 3. Teach everyone, especially managers, conflict management skills and ac7ve listening. 4. Make construc7ve dissent an expecta7on of everyone, including yourself. 5. Reward desired behaviours. Tips for getting started
  36. “Silence - not dissent - is the one answer that

    leaders should refuse to accept. Warren G. Bennis Founding Chairman of The Leadership Institute at the University of Southern California.
  37. julia@55degrees.se @everydaykanban & @55DegreesAB https://55degrees.se http://everydaykanban.com https://www.linkedin.com/in/juliawester/ C O N

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