Conflicts can also be constructive and bring innovative solutions. Managers should therefore a priori not reject dissent, but instead they should surround themselves by people who are able to discuss passionately before agreeing on the final solution. Some practical “how to do it” tips were brought by the Business & Legal Resources website.
1. Ask a member of your team to play the role of a “devil’s advocate” who will oppose you.
2. Ask a part of your team to think like your competitors.
3. Establish the rules of “constructive dissent” that you will practice in your team in order to find new problem solving methods.
4. Make sure that decision-making is transparent and based on what you agree on together.
5. Ensure there is a wide range of thinking styles, skills and experience in your team.
6. Ask questions without you stating your opinion immediately.
7. If you want sincere feedback, learn to admit your own mistakes.
8. Really listen to your people and work with their suggestions.
9. Learn how to use body language to make it clear that you are paying attention.
10. Clearly describe the behaviors that you want to see during discussions (constructive conflict) and after (shared commitment).
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