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Real Conversations: Encouraging Honest Dialogue in the Workplace

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    Bob Schoultz

    March 17, 2014 at 9:19 am

    Nice piece John – the leader fosters dissenting opinions by encouraging them and rewarding them. When people see that dissenting opinions make no impact, they often quit offering them. There is a spectrum of decision making styles, beginning with, at one end of the spectrum, decide and inform, and at the other end, no action until consensus is reached. In the middle you have Consultative 1 – decide and get input to see if there are any major objections, Consultative 2 – get input and then decide, and finally voting in which the leader gives up his/her veto but agrees to go with what the vote yields. Obviously the circumstances, the urgency and importance of the issue being decided will often determine which decision making style is appropriate. But if a leader’s style has consistently been Decide and inform, or Consultative 1, it will be hard to get people to believe him/her when they say they want dissenting opinions! thanks Bob

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    John Ruzicka

    March 17, 2014 at 11:24 am

    Thanks for sharing your thoughts, Bob. Indeed, the situation will dictate how much a leader is willing to solicit input from others. Great thoughts on the urgency / importance of the issue. Thanks!


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