Developing Relationships and Consensus Through Being Open-minded

As a leader, are you willing to consider new ideas?

In community engagement through my consulting company, Everyone Thrives Consultant Services, I often find people who want to solve the same problem with differing opinions. I know that is a shocker.

In the book The Leadership Challenge, authors Kouzes and Posner cite that people are often afraid to seek diverse perspectives because they may not agree with their own.

Recently, I have noticed that this has cropped up between two groups with differing opinions on everything from what creates a community to how to communicate effectively and whether it is important to reach a consensus or whether it is “my” way or the “best” way.

Kouzes and Posner state that to be open to new perspectives, each organization must be willing to change its culture and build new habits of listening and promoting diverse perspectives.

This can feel difficult because humans generally are convinced that they are correct in their thinking based on their history, culture, experiences, and worldview.

Our perspective is from our vantage point.

But what if you put yourself in the other person’s shoes? Would you be able to have the same point of view they have without their history, culture, experience, and worldview?

Evidence from past and current social issues shows that you will gain nothing new if you only speak to those who agree with your perspective and do not intentionally seek out diverse perspectives. This is where leadership can fail, and organizations can find minimal success.

The authors of the Leadership Challenge agreed with research that influential leaders should actively seek out diverse points of view and encourage external communications beyond their organization.

Fear always stunts growth.

They recognized that, from a leader or organizational standpoint, fear can often motivate people to avoid seeking out diverse perspectives. There is a fear that one side or the other will be perceived as incompetent or ill-informed. Remaining socially isolated can keep you in a very comfortable bubble.

Can't we get along?

What are possible solutions to listening to diverse perspectives, acknowledging them, and perhaps reaching a consensus? Perhaps it’s best to start by looking inside your own heart or organizational culture and recognizing what you value. This can be accomplished by identifying which values you possess that value the perspective of others.

After understanding and adopting a new culture that values others' perspectives, it will be time to seek out those who may have differing perspectives from you.

Kouzes and Posner cite three ways this can be done:

• Take the perspective of someone who frustrates or irritates you and consider what that person has to offer.
• Listen to what other people say and glean their perspective.
• Seek out the opinions of people beyond your comfort zone. People you generally do not speak to.

Let's get started building a new culture for success.

What do you do with this new information? Share it with others within your organization without judgment or opinion. Hear what others have to say. Listen for things that align with your values. Learn and incorporate what is suitable for your organization. You never know where a great idea will come from, so do not shut it down by being closed-minded.

Conclusion

When organizations and people are willing to share information openly and honestly, much more can be accomplished. There are many processes that will help you reach a consensus on ideas. When you can generally get a consensus, you will magnify your relationships with those with differing perspectives and allow people and organizations to succeed.

Let's connect.

Let us know what you think. Are you open to listening to new perspectives? Share tips you may have in the comment section below. ?

Everyone Thrives Consultant Services strives to help those who help others to thrive. Check out our website for a full menu of services or reach out to Ray Langlois, M. Ed. , our Founder and CEO for information.