Re:How to disagree with someone more powerful than you (2016)
by bruce511 on Sunday September 18, 2022 @02:00AM
(#32884829)
One can be right, but communicate it badly, leading to your case being rejected simply because you failed to present it correctly.
In all organisations there is politics (literally the combination of people) and those people matter. One can disagree while maintaining respect.
For example I once lobbied a supplier on behalf of a group of customers. The supplier agreed to our terms, but then presented _what we asked for_ in such an appaling disrespectful way that the group almost rejected it. It took a lot of work for me to convince them to look past the presentation to the actual content.
Personally I've had subordinates suggest things in useful, and less useful ways. I've had new hires come in, be with us a short time, and then proclaim (to anyone who will listen) that we're morons for not doing x or using y etc.
I've had others come and have a private conversation and ask about the reasons for not doing x, ot using y. Suggesting perhaps that it would be a step forward if we did etc.
New people bring value into our company. But sometimes they don't always yet have the full picture. We encourage feedback, but feedback presented in a respectful and constructive voice leads to more consideration than the opposite, regardless of the merits of the feedback.
Yes, all people deserve respect and dignity. And certainly it's on bosses to set a model for that (and I agree, not all do) - but it's certainly valuable for juniors to understand that commincating well "upstream" is key to getting change done.
And yes, there are places which will penalise you for feedback, no matter how well communicated. And that sucks. Such is life.
In all organisations there is politics (literally the combination of people) and those people matter. One can disagree while maintaining respect.
For example I once lobbied a supplier on behalf of a group of customers. The supplier agreed to our terms, but then presented _what we asked for_ in such an appaling disrespectful way that the group almost rejected it. It took a lot of work for me to convince them to look past the presentation to the actual content.
Personally I've had subordinates suggest things in useful, and less useful ways. I've had new hires come in, be with us a short time, and then proclaim (to anyone who will listen) that we're morons for not doing x or using y etc.
I've had others come and have a private conversation and ask about the reasons for not doing x, ot using y. Suggesting perhaps that it would be a step forward if we did etc.
New people bring value into our company. But sometimes they don't always yet have the full picture. We encourage feedback, but feedback presented in a respectful and constructive voice leads to more consideration than the opposite, regardless of the merits of the feedback.
Yes, all people deserve respect and dignity. And certainly it's on bosses to set a model for that (and I agree, not all do) - but it's certainly valuable for juniors to understand that commincating well "upstream" is key to getting change done.
And yes, there are places which will penalise you for feedback, no matter how well communicated. And that sucks. Such is life.