Disagree but Commit: 6 Inspiring Examples of Resilient Collaboration
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Organizations must foster an environment that encourages open dialogue, diversity of thought, and robust decision-making. One powerful concept that exemplifies this approach is "disagree and commit".
It encapsulates the idea that leaders should voice their dissenting opinions, challenge decisions, and engage in healthy debate, but once a decision is made, they commit to it wholeheartedly.
What is Disagree and Commit?
Disagree and commit is a management principle that allows individuals to express their disagreements during the decision-making process.
However, once a decision has been made, everyone is expected to fully commit to it.
This principle can help avoid the consensus trap, where a lack of consensus leads to inaction. Organizations such as Sun Microsystems, Intel, Amazon.com, Netflix, GitLab, Chef Software, Qatar Airways, Zalando, Autodesk, and Nubank have implemented this principle successfully.
I prefer calling is “disagree BUT commit” instead. BUT makes it more clear that individuals should voice their disagreement during the decision-making process, but then fully commit to the final decision once it is made.
Why is Disagree but Commit Important?
Fostering Innovation: Encouraging dissenting opinions and diverse perspectives sparks creativity, leading to innovative solutions and ideas.
Enhancing Decision Quality: Healthy debates and constructive conflict drive teams to critically examine assumptions, resulting in more informed and robust decisions.
Moving Forward Together: Embracing the principle of disagree and commit enables teams to overcome differences and align their efforts towards a common goal. It cultivates a sense of unity, collaboration, and shared purpose, empowering teams to navigate challenges, adapt to changing circumstances, and achieve success together.
Promoting Accountability: By engaging in open dialogue and considering opposing viewpoints, individuals feel a sense of ownership over the final decision, leading to better execution and outcomes.
Building Stronger Relationships and Trust: The practice of disagree and commit fosters stronger relationships among team members by promoting open communication and respect for diverse viewpoints. It builds trust within the team as individuals feel heard and valued, ultimately strengthening collaboration and teamwork.
6 Examples of Disagree but Commit in Action
Marketing Disagrees, Commits to Launching Game-Changing Product
Imagine a tech company debating whether to release a new product with innovative features. The marketing team expresses concerns about potential customer confusion, while the engineering team believes the features will be a game-changer. Through open dialogue and respectful disagreement, they thoroughly evaluate both sides, challenge assumptions, and weigh the risks and rewards. Eventually, they decide to commit to the launch, leveraging the strength of their diverse perspectives and forging a united front.
Navigating Timelines: Engineering Team Disagrees with a Timeline, Commits to Quality
The engineering team challenges the proposed timeline for a product release, prioritizing quality. Despite their disagreement, they commit to meeting market demands while upholding high-quality standards.
Board Members Disagree about Funding, Commit to Collective Support
Board members engage in a passionate debate over fund allocation, with one member voicing strong opposition. Yet, they commit to the final budget decision, recognizing the need for collective support to maximize impact.
Marketing Team Disagrees about a Marketing Campaign, Commits to Cohesion
In a creative campaign, the marketing team debates various messaging approaches. They reach a consensus and commit to a unified strategy, understanding the importance of cohesive messaging for their target audience.
Quality Partnerships: Operations Team Disagrees about Supplier Selection, Commits to Supplier Success
The operations team raises concerns about a supplier selection due to potential quality issues. After thorough evaluation and discussions, they commit to the decision, prioritizing strong supplier relationships for success.
Hyundai's Culture of Disagree but Commit Drives Rapid Execution
During the New York Auto Show, Genesis, Hyundai's luxury brand, unveiled a concept car showcasing a sportier version of its new GV80 SUV. Initially, it was not intended for production.
However, the concept car received an overwhelming positive response from the audience, leading to a swift decision by the bosses in Korea. That very night, they decided to put the concept into production, highlighting their commitment to decisive action. José Muñoz, Hyundai's president and chief operating officer, who was hired from Nissan Motor in 2019, emphasized the culture of Hyundai, stating, "There are no arguments. Once the decision is made, execution is very fast." This exemplifies the company's embrace of the "disagree but commit" principle, where decisions are made swiftly and followed through with unwavering commitment.
Challenges in Implementing Disagree but Commit
Implementing the concept of disagree but commit can pose challenges for organizations unfamiliar with it. Some common problems include:
Fear of Conflict: Prioritizing harmony over constructive conflict may discourage dissenting opinions, stifling innovation and limiting growth.
Lack of Psychological Safety: Without a safe environment for expressing disagreement, employees may hesitate to voice their concerns openly, leading to groupthink and missed opportunities.
Unwillingness to Let Go of Arguments: Sometimes, individuals may struggle to move past disagreements, clinging to their viewpoints even after a decision has been made. This can hinder progress, create division within teams, and undermine the commitment required for effective execution.
Ineffective Communication: Clear channels for expressing disagreements respectfully are crucial to prevent unproductive arguments or personal attacks.
To address these challenges, organizations must actively foster a culture that values diverse perspectives, encourages open communication, and rewards constructive dissent. Training programs, leadership modeling, and creating forums for healthy debates can support this cultural shift.
Conclusion
The concept of disagree but commit holds tremendous value for organizations. By embracing respectful disagreement and committing to decisions once made, leaders foster innovation, enhance decision quality, and promote accountability. Although challenges may arise during the implementation phase, organizations that embrace this principle can unlock the true potential of their teams and pave the way for success in today's dynamic business landscape.
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