Groups facing divisive issues risk making serious mistakes unknowingly. In group cultures accustomed to voting, formally or informally, people tend to measure the strength of alignments in terms of headcount. This perception obscures the passion people feel about the issues at hand, and it can lead us to make avoidable errors. Here are some insights about divisive issues.
- Headcount doesn't measure passion
- Whatever the actual numbers on any side of a question, they don't measure the intensity of feeling of group members. That intensity can determine how well the group works together after the decision.
- Consider how you would feel if you were one of those whose strong feelings the majority discounted. Work hard to devise a solution that excites no strong feelings of rejection on the part of any group member.
- Consider both content and consequences
- Making choices about divisive issues creates consequences for group cohesion. Focusing only on the content — the issue itself — and failing to consider the feelings of those who disagree is a risky approach.
- As a group member, include both content-related matters and the consequences for the group as you consider your choices. A legacy of bitterness and alienation can undermine the outcome you desire.
- Differing passions evolve differently
- After the decision, the passion people felt changes in different ways, depending upon whether the passion favored or opposed the decision. The passion of those who favored it is more likely to abate; the passion of those who opposed it is more likely to intensify.
- If the chosen solution excited strong contrary passions, beware their ongoing intensification. Prepare by finding ways to defuse the tension, possibly with other decisions in related areas.
- Refrain from imposing unsought advice
- Advice to As a group member, include
both content-related matters
and the consequences for the
group as you consider
your choicesthose about to prevail to "consider the consequences of narrow victory," can sound like threats or blackmail from disgruntled losers. Advice to those who opposed the decision to "put your feelings aside and move on," can feel like a fresh insult.
- The urge on the part of one party to advise the other to surrender or relent is actually an index of the poverty of wisdom in the decision itself.
Victors in divisive debates, whether decided by vote or fiat, sometimes argue, "We cannot be held hostage to threats or bitterness. We had to do what's best for the group." This argument is seductively simplistic — it addresses a nasty problem by creating an even nastier problem. The real problem — the difference in perceptions about the issue at hand — must be resolved. It cannot be resolved by alienating those who stand on the other side of the issue. That tactic weakens the group, perhaps fatally. Top Next Issue
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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More articles on Conflict Management:
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rare. What makes finding compromises so difficult?
- The Power of Situational Momentum
- For many of us, the typical workday presents a series of opportunities to take action. We often approach
these situations by choosing among the expected choices. But usually there are choices that exploit
situational momentum, and they can be powerful choices indeed.
- OODA at Work
- OODA is a model of decision-making that's especially useful in rapidly evolving environments, such as
combat, marketing, politics, and emergency management. Here's a brief overview.
- When Over-Delivering Makes Trouble
- When responding to inquiries such as "Is that correct?" we sometimes err by giving too many
reasons why it's incorrect. Patterns of over-delivery can lead to serious trouble. Here's how.
- Preventing Toxic Conflict: I
- Conflict resolution skills are certainly useful. Even more advantageous are toxic conflict prevention
skills, and skills that keep constructive conflict from turning toxic.
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