Comments on: On Disagreement http://linked2leadership.com/2009/03/30/on-disagreement/ The L2L Blogazine covers Leadership Development, Organizational Health, and Personal & Professional Growth. "We help professionals Learn, Grow & Develop Other Leaders!"™ Fri, 25 May 2012 05:27:32 +0000 hourly 1 http://wordpress.com/ By: Eleanor Biddulph http://linked2leadership.com/2009/03/30/on-disagreement/#comment-104811 Sun, 26 Feb 2012 16:52:43 +0000 http://linked2leadership.com/?p=2494#comment-104811 Chuck, thank you for expressing a dissenting opinion. What is your experience? How do you express and/or receive disagreement in the workplace?

]]> By: Chuck http://linked2leadership.com/2009/03/30/on-disagreement/#comment-104807 Sun, 26 Feb 2012 09:38:33 +0000 http://linked2leadership.com/?p=2494#comment-104807 This is so niave and shallow it does not provide any benefit. You should call this segment “My considered shallow political construct for how to get away with being a disruptive force in my workplace”

]]> By: Eleanor Biddulph http://linked2leadership.com/2009/03/30/on-disagreement/#comment-2396 Sat, 11 Apr 2009 14:16:58 +0000 http://linked2leadership.com/?p=2494#comment-2396 Dan – thank you for visiting L2L, reading and commenting on my post. I certainly appreciate your feedback. Glaser serves as a good reminder to me that “and” continues the dialogue while “but” can put an end to it. Such a small word can make such a big difference!! Please come back often. El

]]> By: Dan DeLapp http://linked2leadership.com/2009/03/30/on-disagreement/#comment-2368 Fri, 10 Apr 2009 14:31:37 +0000 http://linked2leadership.com/?p=2494#comment-2368 Hi Eleanor,

I agree with you 100%. In 30 years of helping leaders to grow, I’ve seen the practical results of what you are talking about – on both sides of the ledger. Those leaders who showed flexibility in their thinking and invited all points of view garnered more respect and engendered more trust than if they had done nothing. The leaders who engaged in rigid, inflexible behavior lead organizations sadly lacking in commitment and with poor execution.

The research findings from the work of the Center for Creative Leadership are consistent with what you and Mark are saying about flexibility and derailment. A negotiation model I use also speaks to the wisdom of putting forth alternative ideas to create successful outcomes. And lastly, those interpersonal suggestions by Judith Glaser on how to approach disagreement are spot on.

Well done on bringing this to light.

Dan DeLapp
The AEGIS Consulting Group
“Enabling Leaders to Develop and Grow”

]]> By: kroyse http://linked2leadership.com/2009/03/30/on-disagreement/#comment-2353 Fri, 10 Apr 2009 00:39:44 +0000 http://linked2leadership.com/?p=2494#comment-2353 One of my favorite quotes; When colleagues argue, truth happens.

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