Leaders encounter a lot of resistance. You can probably think of at least three examples in your own experience of dealing with people disagreeing with you. It probably made your job tougher.
Conflict isn't always bad, but it is usually uncomfortable. Even handled well, it takes time.
What can we do to prevent the kind of resistance that wastes time?
We can disagree about details and still get along if we agree on our values. But if we disagree about our values then our details can't be trusted.
To build momentum, agreement, and effectiveness, I think that it starts with shared values.
What do you think?
-- doug smith
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