Justin Clark & Kara Redoutey
Why are leaders hesitant to do this?
Leaders are hesitant to encourage dissent because it implies that they may not be right. It always carries with it a connotation of insubordination. Neither of these things are typically perceived to be desirable attributes of leaders.
What is the case for doing it anyway?
If we never see the contrarian viewpoint, then how are we going to be challenged as leaders to think critically? We must not be afraid to offer a dissenting opinion in order to ensure that our decision making process is robust and encourages only the most carefully critiqued and properly evaluated outcomes.
How can you do it?
1) See the other side. Try to evaluate a situation from all sides. See different perspectives and be open to other viewpoints.
2) Embrace tough questions. Welcome the challenge of a contrarian view point and embrace the challenge it may present as an opportunity to have your idea sharpened to the point of producing the best possible outcome.
3) Dissent is not disagreement. Realize that a dissenting opinion is another tool in your arsenal to ensure that the decision you’re making has been vetted through the most rigorous process and will give you the best possible chance to be successful.