What do you do if your industry colleagues disagree with your thought leadership?

It's perfectly fine. At the end of the day, you can't please everyone. But that's where the beauty comes from because it's these little disagreements that usually birth the best and most innovative ideas and conversations. You can't grow and learn if you're stuck in your bubble all the time, especially as an industry leader. But by taking into account all of these different POVs and thoughts, you can actually expand your way of thinking and make better decisions and more informed actions. So be open to all ideas and use them to drive and fuel your own growth and development, and hence your thought leader growth and development.

Instead of immediately trying to convince your colleagues of your viewpoint, approach the disagreement with curiosity and openness. Seek to understand their perspectives fully before attempting to explain your own. Actively listen to their concerns, motivations, and experiences without judgment. Engage in constructive dialogue Find common ground Demonstrate respect and professionalism- Maintain a respectful and professional demeanor throughout the interaction, even in the face of disagreement. Avoid personal attacks or defensiveness, and instead, focus on addressing the substantive issues at hand. Cultivate a culture of mutual respect and constructive criticism within your professional community.

When my colleagues disagree with my thought leadership, I try to approach the situation respectfully and thoughtfully. First, I listen carefully to their views and try to understand where we disagree. I then explain the thinking behind my decisions and try to find common ground. If necessary, I open a dialogue to consider different approaches and solutions. Finally, I work hard to maintain a positive work environment in which differing opinions are accepted and respected.

Statistically about thirty percent of people are going to agree with you. Thirty percent are going to disagree, and about thirty percent don't care. The other ten percent are somewhere in the middle. The most important insight you can have is knowing the difference between persuasion and influence. Once you know that you have to determine which of the folks in each group can be persuaded, and initiate a strategy to persuade. Then determine which elements of influence are best suited to create momentum in the direction you want or need it to go. In order to do this you're going to need to develop negotiating skills for the 21st century. In order to that read EVOLVE Or Be Slaughtered: Negotiation For The 21st Century!

Critiques offer a valuable opportunity for thought leaders to refine their ideas and communication strategies. By engaging with criticism constructively, leaders can uncover and bridge gaps in understanding, align their messages more closely with their audience's values, and reinforce their credibility by showing openness to evidence and dialogue. This approach not only improves the thought leader's position but also fosters a culture of healthy debate within the industry.

Criticisms of my thought leadership require careful analysis. First, I look at the substance of the criticism, is it based on real problems or does it arise from personal differences? Next, I assess the credibility and bias of the review. If it's constructive, I look at ways to improve and solve problems. Conversely, if the criticism is unwarranted or counterproductive, I am ready to defend my approach with arguments and analysis. Finally, I seek to find points of convergence and establish an open dialogue to improve cooperation and efficiency.

Openness and mutual respect for the opinions of others is required. Clear dialogue and exchange of views help to understand different points of view and find common solutions.

Support from major industry players is proving vital to achieving constructive solutions in times of disputes. These leaders usually have experience and influence, and their support can lend credibility to our views. In addition, their presence on our side can be a key factor in the acceptance of our proposals by other stakeholders in the industry. In this way, working with these actors strengthens our influence and can lead to solutions that serve the overall interest of the industry.

Is there dissent among peers? Isn't it normal for it to happen? The issue is, how to take care of the differences. There are many ways to communicate in conversations, and one of them is to agree that we have differences and establish the type of agreement we are going to reach. There are conversations to define actions that should also resolve differences first. Dissent among leaders! It is a great conversation that will occur where each party will listen to the other carefully and empathetically. Likewise, in the explanatory statement, it will be done clearly and in an investigative manner. We can imagine this conversation on all scales. Imagine two world leaders...

Confidence in our knowledge and abilities enhances our ability to manage differences and defend our views with vigor and persuasiveness. At the same time, confidence in our worth strengthens our self-confidence and allows us to stand firm in our beliefs, regardless of any doubts that may arise from different points of view. Enthusiasm and dedication to the development and improvement of our knowledge are decisive in meeting challenges and achieving successful results in our industry.

I challenge everyone in the organization to make me prove to them why we do things the way we do. If I can’t do it, maybe we should be looking at doing it a different way.

Disagreement isn't just a part of the game; it's a sign you're playing it right. When colleagues push back against your thought leadership, it means you're challenging the status quo, and that's exactly where you need to be. Remember, the most innovative among us are those who dare to believe that anything is possible, even in the face of skepticism. It's your courage to stand firm in your convictions that will not only set you apart but also pave the way for transformative change. Lean into the discomfort of disagreement. Engage your critics. Ask them why they disagree and listen—really listen—to their responses. This isn't about proving them wrong but about expanding your perspective and refining your ideas to be even more impactful.

I stay curious, engage in constructive dialogue, educate them on diverse perspectives, and advocate for my ideas, emphasizing the importance of inclusivity and recognizing the value of diverse voices in shaping industry discourse.

First and foremost, don't take anything personally and don't make assumptions. Try to understand if they disagree with your experience or opinion. Experience is personal, and we all have our own way of looking at things. However, if they disagree with your opinion, remember it's just an opinion. If you have facts, try to approach the topic with more data-driven evidence. Otherwise, agree to disagree with respect and humility. If you think you are learning another perspective, be flexible in changing your opinion. We are all a work in progress and have so much to learn from each other! Be humble and curious!