{"id":1355,"date":"2021-02-02T11:19:17","date_gmt":"2021-02-02T17:19:17","guid":{"rendered":"https:\/\/blogs.acu.edu\/lytlecenter\/?p=1355"},"modified":"2021-02-10T09:55:37","modified_gmt":"2021-02-10T15:55:37","slug":"competency-classics-harnessing-the-benefits-of-disagreement","status":"publish","type":"post","link":"https:\/\/blogs.acu.edu\/lytlecenter\/2021\/02\/02\/competency-classics-harnessing-the-benefits-of-disagreement\/","title":{"rendered":"Success by Disagreement"},"content":{"rendered":"<p>Welcome to our Lytle Center blog series, <em>Competency Classics<\/em>, where we will be reviewing some of the top (classic) academic leadership articles on competencies that are fundamental to leading people and organizations well. \u00a0For the past six months, Amen Mugisha, a junior at Abilene Christian University, and I have sat down each week to discuss these articles to think about the research and ideas behind them and reflect on how they might be relevant today. \u00a0Amen is an international student from Rwanda and a 2020 alumnus of the Lytle Center&#8217;s Leadership Summit course. \u00a0She is an excellent student and provides a unique and relevant perspective to our discussions. \u00a0Each week, we hope to share the summary of the findings from each article and perhaps some reflections of our own. \u00a0The first article up is, &#8220;<a href=\"https:\/\/hbr.org\/1997\/07\/how-management-teams-can-have-a-good-fight\">How Management Teams Can Have a Good Fight<\/a>?&#8221;, by Eisenhardt and colleagues (1997) published in the <em>Harvard Business Review<\/em>. \u00a0Hope you find some insights relevant to your leadership roles at work and beyond.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\" wp-image-1356 aligncenter\" src=\"https:\/\/blogs.acu.edu\/lytlecenter\/files\/2021\/02\/Bisque-and-White-Traditional-Life-Quote-Instagram-Post-490x490.png\" alt=\"\" width=\"444\" height=\"444\" \/><\/p>\n<h3 style=\"text-align: center\"><b>How Management Teams Can Have a Good Fight?<\/b><\/h3>\n<p style=\"text-align: center\"><span style=\"font-weight: 400\"><strong>Authors:<\/strong> \u00a0Eisenhardt, Kahwajy, and Bourgeois (1997)<br \/>\n<\/span><strong>Summarized by:<\/strong> \u00a0Amen Mugisha<\/p>\n<h5><b>Is it possible for conflict to benefit your team?<\/b><\/h5>\n<p><span style=\"font-weight: 400\">Eisenhardt and colleagues (1997) have answers for institutions and leaders about the best practices for reaping the benefits of conflict while preventing its downsides.<br \/>\n<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><b>Focus on the Facts:<\/b><span style=\"font-weight: 400\"> Argue with a knowledge-based background. The team should look for all the information; in and out of the organization. Knowledge, in the long run, prevents guesses and saves time.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Multiply the Alternative: <\/b><span style=\"font-weight: 400\">Allow the team to present more than one solution or suggestion. These alternatives reduce black and white thinking and prevent interpersonal conflicts.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Create Common Goals: <\/b><span style=\"font-weight: 400\">While competition and collaboration can co-exist, teams should know the team\u2019s shared vision and goal. The team\u2019s goal should be the focus; the \u201cwe\u201d and not the \u201cI.\u201d\u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Use Humor:<\/b><span style=\"font-weight: 400\"> Tensions can arise; remember to bring in fun to create an optimistic and collaborative team.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Balance the power structure: <\/b><span style=\"font-weight: 400\">Allow all the ideas, especially from the people\u2019s work areas, to be heard. Not every idea will indeed be the decision,\u00a0 but people want to participate.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Seek Consensus with Qualification: <\/b><span style=\"font-weight: 400\">While some decisions, in the end, need to be taken by the senior leader, the input of others can guide the decision. Consensus builds a sense of fairness.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400\"><b>Linking Conflict, Speech, and Performance:<\/b><span style=\"font-weight: 400\"> Conflict is valuable to organizations. Teams with conflicts are related to performing better than those that do not.\u00a0<\/span><\/li>\n<\/ul>\n<p><b>Article Citation: <\/b><b>\u00a0<\/b><span style=\"font-weight: 400\">Eisenhardt, K. M., Kahwajy, J. L., &amp; Bourgeois (1997). <a href=\"https:\/\/hbr.org\/1997\/07\/how-management-teams-can-have-a-good-fight\">How management teams can have a good fight. <\/a><\/span><i><span style=\"font-weight: 400\">Harvard Business Review<\/span><\/i><span style=\"font-weight: 400\">, <\/span><i><span style=\"font-weight: 400\">75<\/span><\/i><span style=\"font-weight: 400\">(4), 77-86.\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Welcome to our Lytle Center blog series, Competency Classics, where we will be reviewing some of the top (classic) academic leadership articles on competencies that are fundamental to leading people and organizations well. \u00a0For the past six months, Amen Mugisha, a junior at Abilene Christian University, and I have sat down each week to discuss [&hellip;]<\/p>\n","protected":false},"author":3641,"featured_media":1358,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[158271],"tags":[208437,2030,208442,208439,6579,208438],"class_list":["post-1355","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership-competency","tag-competency-classics","tag-conflict","tag-disagreement","tag-eisenhardt","tag-hbr","tag-leadership-article"],"_links":{"self":[{"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/posts\/1355","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/users\/3641"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/comments?post=1355"}],"version-history":[{"count":4,"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/posts\/1355\/revisions"}],"predecessor-version":[{"id":1380,"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/posts\/1355\/revisions\/1380"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/media\/1358"}],"wp:attachment":[{"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/media?parent=1355"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/categories?post=1355"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.acu.edu\/lytlecenter\/wp-json\/wp\/v2\/tags?post=1355"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}