Agreeing to Disagree
Have you ever been in a discussion with someone and you do not agree with them on an issue?
Did you try to convince them of your point of view?
What do you do if you still cannot agree?
I am sure that you all have, like me, been in a situation where you are in a conversation and discussion with others that you just see an issue from different points of views. You participate in active listening, you try and understand the position from the other persons point of view and are clear with your message. However there is no meeting of each other’s points of view.
What do you do?
Once you come to the realisation that there is no win-win solution, no third alternative to your dispute or disagreement it is time to call “no deal”. This is not always an easy job, but can you at least get an agreement to disagree? There are a number of factors that will impact on this process.
The relationship between the two parties will be one consideration. If it is a boss-direct report relationship then it may be that you disagree and the bosses plan is the selected way forward. In most business situations this is a normal acceptable approach. If this is challenge from a values perspective then the direct report may move have to another role.
There are times when both parties are so connected for whatever situation that we have to maintain the connection. At least in the short term there may be a need to work together. This is where things are a little more difficult. Compromise is required in this type of situation until you find a way to get to a win-win or no deal position.
If there is no way for agreement, can you agree to disagree?
Is there a power imbalance that means you will have a take it or leave it situation?
Will you need to compromise in the short term, at least until you can get to a win-win or no deal position?
Posted on Saturday, 03 Aug 2013, in Business, Family, Personal and tagged Agreement, Business, Compromise, Deal, Disagreement, Entrepreneurship, Leadership, Management, Power, Win-Win. Bookmark the permalink. 6 Comments.