Discover the Thin Line Between Discussion and Debate.

Have you ever joined a company and thought to yourself, "When I start my own company, I’ll do this differently"?

If so, have you ever wondered if the same thought has crossed the minds of other employees?

I bet it has. Guess why?

Because our minds work similarly. Unless, of course, we have an alien working among us ??—though they probably wouldn’t be too different either. ??

So why, then, do so many brilliant minds with good intentions of achieving something great often end up working against one another?

You might say it’s due to misalignment—everyone working hard, but not in the same direction. That’s where management comes in. The organizational goal, vision, mission, and core values aren’t just checklist items; they are the foundation of any company.

However, this doesn’t solve the entire problem. You may ask why.

Well, it’s simple: we’re dealing with humans, not machines. Humans, as complicated as we are, often take an eternity to figure themselves out, let alone work together within a single system.

Does this mean we should just accept it and stop trying? TBH, most of us do just that because, in the end, the work gets done. But there definitely are better ways.

Let’s set aside the big picture for a moment and go back to the basics—a simple change in mindset.

Not turning a Discussion into a Debate. What do I mean by this?

Let’s consider an ideal scenario: motivated employees perfectly aligned with the organization’s goals. These employees, of course, have their own individual minds and will propose different solutions. The problem arises when everyone focuses on proving their point, seeking recognition as the most valued contributor.

This often leads to endless arguments and, ultimately, no real conclusion. And even when a decision is reached, it can upset others. The mindset of “proving oneself” or being seen as the smartest needs to be replaced with a focus on finding the best solution. Competition should give way to synergy.

We often don’t even realize when we sabotage a solution in our quest for validation. And it’s not entirely our fault. This shift in mindset must be cultivated by the company itself.

And how is that done?

By Promoting collaboration, and solution orientation as valued skills.

Identify and appreciate employees who genuinely want to solve the problem. Oftentimes, these qualities are mistaken for being less competitive when that is absolutely incorrect.

Let's change the dynamics of team meetings by focusing on the agenda and the real problem, rather than using them as opportunities to prove oneself—or worse, turning them into a "Talent hunt".??

That’s how you create a great culture. The focus should shift from fighting for promotions to driving the company’s success, which will, in turn, lead to personal success.

So, focus on the small things that build the foundation of organizational culture, and success will follow.

To a Happy Culture. ??