Diversity is something that every organization should aim to embrace. We need diversity from the perspectives of gender, race, ethnicity, nationality, creed, orientation, socioeconomic status (just to name a few). We also need diversity in our thoughts and personalities. There is value in having, or being, the dissenting voice. The person who has a slightly different outlook, a new or different idea, a perspective that does not follow along with “group think.”
This is not to say that you shouldn’t have people who embrace the organizational views, values, and mission. These are important as well to help drive and reinforce the culture of your business. However, if no one is willing or able to provide a different viewpoint, then you miss opportunities for improvement. Voices of dissent create opportunities for lateral thought process, open discussion around weak points in a plan, and present alternative ideas that may end up being the jolt of creativity you need within the workplace.
Many times, there can be a general inclination to be with people who are “one of us” or are complementary to your values. People with similar background talk about shared experiences. The happy & outgoing person is likely to spend more time with someone who is equally optimistic and less time with a pessimist. When we interview people, we not only listen for the skills the applicant possesses, but we are also listening for the personality traits that align with our organizations. This is a good thing for team cohesion and culture! At the same time, we must always be aware of the danger of falling into “group think.”
Adding Internal Voices
As a leader, how do we counter this? How do we encourage diversity of thought and perspective? First in line is to watch for those opportunities where diversity is lacking. Be aware when your team, or their own teams, may be a bit too alike in thought process and approach. Check around for the internal diversity opportunity. Bring in other members of your organization into the discussion to provide another point of view. Watch and listen for the constructive dissenting voice rather than a destructive one. Sometimes you find that you do not lack dissenting opinions, but those voices are not being heard at the table.
If there is a quiet person who is only bringing up dissenting opinion outside of the team discussion, try to work with them on how to raise their voice. Make sure that you are helping to create an environment where all ideas are given weight. If it is an issue with confidence, shyness, or other unwillingness to speak up in general, you should try to find a mentor for the team member. We talk a bit more about mentoring in this post. You can also evaluate alternative methods for that voice to be heard. Maybe it’s open feedback sessions in a more one-on-one scenario. Perhaps it’s voicing opinions among peers instead of with management in the room. Or it could even an anonymous feedback submission mechanism.
Adding an External Voice
If there is not an internal person who has a dissenting voice, look outside your org. Or take a different look at what you are hiring for when you are seeking new candidates. Do you need something who is technically adept (highly skilled employee) or someone who helps push the culture (high personality alignment)? Do you need someone who will drive on execution or strategy? Maybe you need someone more logical to offset a team of creative minds. Or you need the creative “sideways thinker” to help a team of very analytical people see the sea of possibilities.
Be a Dissenting Voice
If bringing in a new external candidate is not feasible, and you’re having trouble finding an internal person who has a different point of view, then you yourself may need to step in to be the voice of dissent. I have poked at weak points in a business proposal with my team even if I agree with their proposed actions. If everyone in the room is agreeing a bit too easily with a business plan, ask about the areas where things can go wrong. Ask about alternatives. You can still be free to agree with the plan being discussed. However, beware of those times where things seem a bit too easy, and nobody has any misgivings. When someone, even you, takes the time to ask questions and ask for alternatives, this causes everyone to consider areas where arguments need to be firmed up, risk needs to be assessed, or potential alternates can be reviewed.
All of this aligns with overall desire for the diversity noted earlier. People are shaped by their experiences. Bringing a group of people together who come from various backgrounds helps you bring different voices into the picture. You’re ensuring that you can hear varying perspectives on the business challenges at hand. From that, and from having our teams know that their thoughts matter even when they don’t agree, we end up with healthier teams overall.
