Point Lookout: a free weekly publication of Chaco Canyon Consulting
Volume 17, Issue 3;   January 18, 2017: On Differences and Disagreements

On Differences and Disagreements

by

When we disagree, it helps to remember that our differences often seem more marked than they really are. Here are some hints for finding a path back to agreement.
Many different viewpoints make for many different choices

Many different viewpoints make for many different choices

Usually, there's more than one way to convert disagreement into agreement. Choosing one can be tricky, though, because we so rarely appreciate all of what separates us or what distinguishes our views. Here's a collection of insights that might help find a path from disagreement to agreement.

  • If I don't think I can explain it to a child, maybe I don't fully understand it.
  • If it's urgent, go slow.
  • Accountability and blame are two very different things.
  • The problem is not the problem. The coping is the problem. — Virginia Satir
  • Questions are usually just questions. Even when they're counter-arguments in disguise, they're still opportunities for giving great answers.
  • When people I work with closely get into tangles, I'm probably involved in at least a minor way. Minor might still be significant.
  • In tangles, everyone has a role. Being a spectator is a role.
  • The person we all acknowledge as being involved in the trouble is only the person we're all willing to acknowledge. There are certainly others.
  • We probably aren't the first people in the world to get into this particular fix.
  • Our differences in this situation might contain echoes of our differences in another situation. Maybe one key to this situation lies in the other one. Unlocking this one might require more than one key.
  • Although there are some people at work who are actually trying to harm others, they are so rare that I probably don't know anyone like that.
  • The number of people who hold a particular belief isn't an indication of the correctness of that belief.
  • When I say something I later regret, I'm usually repeating a previous error.
  • For resolving differences, face-to-face is best. Phone-to-phone is next best. Voicemail is nuts. Anything involving a keyboard is totally nuts.
  • Nobody has an accurate view of everything. I might be mistaken on this.
  • There is almost always more than one way out.
  • When I think there is only one way out, I probably haven't thought about it enough.
  • When I Differences and disagreements
    are the doorways to growth
    think I've thought about it enough, and I still don't have a way out, I'm probably just tired. I take a break and try again later.
  • If I think I don't know what I want, maybe going for what I really want is too scary.
  • I can consider what to do about an unpleasant possibility without accepting that unpleasant possibility as inevitable.
  • I can't actually unsee what I've seen.
  • I can see in new ways things I've already seen in old ways.
  • I can see for the first time things I've never seen before.
  • I can see something for the first time only once.
  • I can't unlearn what I've learned, but I can learn what I haven't yet learned.
  • When somebody else seems to be trying mightily to make things worse, maybe I don't fully grasp what he or she is trying to accomplish.

This collection is a work in progress. rbrenDcdxplKqdYdkaypiner@ChacZqACSHNSggPZkHUEoCanyon.comSend me yours. I'm always interested. Go to top Top  Next issue: How to Get Out of Firefighting Mode: I  Next Issue

101 Tips for Managing Conflict Are you fed up with tense, explosive meetings? Are you or a colleague the target of a bully? Destructive conflict can ruin organizations. But if we believe that all conflict is destructive, and that we can somehow eliminate conflict, or that conflict is an enemy of productivity, then we're in conflict with Conflict itself. Read 101 Tips for Managing Conflict to learn how to make peace with conflict and make it an organizational asset. Order Now!

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When making contributions to meeting discussions, we're sometimes interrupted. Often, the interruption is beneficial and saves time. But some people constantly interrupt their peers or near peers, disrespectfully, in a pattern that compromises meeting outcomes. How can we deal with chronic peer interrupters? Available here and by RSS on May 30.
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People use a variety of tactics when they're interrupted while making contributions in meetings. Some tactics work well, while others carry risks of their own. Here's Part II of a little survey of those tactics. Available here and by RSS on June 6.

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