Most leadership experts argue that the best way to to manage change is to create harmony among the key stakeholders. Sounds okay, but hey...Saj-Nicole A. Joni, CEO of the Cambridge International Group thinks differently and he may have a point!
Research indicates that for large-scale change or innovation initiatives, a healthy dose of dissent is usually just as important. Within an acceptable range of competition and tension, dissent will fire up more of an individuals brain, stimulating more pathways and engaging more creative centres. The point is that too many people often agree, creating an environment of head-nodders. When something clearly is not right the head-nodding continues and the company falls over. Take a look at Lehman Brothers. At the time of its collapse in 2008 they reportedly had one of the strongest cultures of teamwork and loyalty on Wall Street!
Something to think about!
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