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Encourage the dissenters

“The pro-change constituency must always be more powerful than the no-change constituency.”

There is a tendency in every organization to discount disputatious or divergent points of view. Those with an interest in defening the status quo often regard dissent as subverssive. Yet history shows it was often the malcontents and the contrarians who had the most prescient view of tomorrow’s threats and opportunities. So rather than marginalize the outliers, organizations must ensure that their voices are heard. Internal debates about strategy and policy must be vigorous, open and uncensored, and every management processes must encourage those with discomforting views to speak up.

18 Stories
37 Hacks
5 Barriers

Encourage the dissenters

“The pro-change constituency must always be more powerful than the no-change constituency.”

There is a tendency in every organization to discount disputatious or divergent points of view. Those with an interest in defening the status quo often regard dissent as subverssive. Yet history shows it was often the malcontents and the contrarians who had the most prescient view of tomorrow’s threats and opportunities. So rather than marginalize the outliers, organizations must ensure that their voices are heard. Internal debates about strategy and policy must be vigorous, open and uncensored, and every management processes must encourage those with discomforting views to speak up.

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As the proportion of Millennials in the workforce increase, management is going to have to adapt to the demands of this unique cohort.
Hack by Stephen Remedios on November 2, 2011
Inspired by what Carsten Schloter told me once. Later I found out it quite matches Christopher Avery's responsibility process Once upon a time there was a dwarf.
Story by Bernhard Sterchi on May 1, 2016
I propose that the transformation of the 20th century into the 21st be the Age of Answers to the Age of Questions.  While answers are important, it’s more important to know what qu
In today's competitive world, the option for low performers are very less and they are forced to do their job or quit the job.Is there something problem in their attitude / capability / understanding
Hack by H. Omprakash on March 14, 2014
Early in the innovation process, when the sky should be the limit, avoid the pitfalls of being too practical, too quick to jump to solutions, and too eager to work towards the familiar.This hack was w
Hack by Brian Janke on March 4, 2016
As long as HR will consider the job is to design the "ultimate fine-tuned stabilized Org Chart",  establish cristal clear scopes, and seek and call for stability, eliminating noise and flashes of
Hack by Frederic J.Leconte on July 17, 2013
Co-Authored By Audrey D.
Expecting a group of highly educated, culturally fixed Ph.Ds who are excellent researchers to run their own operation may have been fine 80 years ago when educational operations were run, staffed, and
Barrier by Aaron Anderson on September 3, 2010
Power distribution is a leadership paradigm that unlocks the often hidden power of a company’s greatest asset – its employees.  It facilitates collective design of company strategy, assi
Hack by Zaneta Schumann on February 1, 2011
From time to time, let everyone in a team  exercise leadership by setting up a system that picks a new leader randomly.The main focus of that randomly selected leader will be to serve their team,
Hack by Alberto Blanco on July 29, 2014

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