Disagree—Then Commit

Commitment seldom comes easily. People need to know that their concerns have been heard. They need to know that all the important factors have been considered. They need to know that their input has been valued and taken into account. Too often we try to push through to the implementation of change without going through a stage of dissent, argument and constructive conflict first. If we do that, we may force acquiescence, but we won’t earn commitment.

So, by all means, encourage people to disagree, and hear them out with an open mind. But right from the start, let them know that the only way forward is together. Their seat at the table gives them a right to be heard, but it comes with a responsibility. At the end of the day, they have to trust the process and trust their team. They have to commit.