Encouraging Dissent Helps Inspire Your Employees To Execute Strategy

Far too few leaders understand the value of employees that tell us what we need to know instead of what they think we want to hear. Many leaders view a lack of dissent as a good sign, but it is actually a very bad sign. In his book “Becoming The Evidence-Based Manager,” Gary Latham says the following:

An absence of complaints is often an indicator of an absence of hope. By embracing and welcoming criticism, you send your people a strong signal that you care about their concerns. They may have discovered that the vision and goals that were bang-on in the fall are no longer on target this winter. Dissent is an antidote to groupthink, which occurs when people agree with that they know to be wrong. (p. 53).

Hope thrives when people are willing to put forth effort to accomplish goals they value and understand how to achieve. You need to know immediately when people begin to lose confidence in the vision or no longer clearly understand how to make daily progress in work they find meaningful.

Encouraging dissent will help ensure that both the content and process of your leadership is relevant and effective. Your role as a leader is to not to control but rather to convene the conversation about how to best execute the strategy.

What do you think? Please share your thoughts in the comment section below!

Related Posts:

Do Your People Ever Tell You No?

The Courage To Challenge

A Culture Of Communication, Not Complaints

About Bret Simmons

Nevada Management Professor

Posted on November 17, 2011, in evidence-based management, organizational behavior and tagged , , , , . Bookmark the permalink. Leave a comment.

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