"you want constructive arguments to be the default in your organization. In addition, after a productive argument, you want the organization to turn to action, so the people in the organization need to be able to move on, even if the decision made was not the one they would have preferred. Once people walk out of the room, will the plan be put into action, or will the discussion drag on? These goals require attention to broader issues of organizational design, in particular the organization’s dominant values and norms’i.e., its culture.
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Intel executives believe that any major decision should be able to withstand the most searing criticism that could be leveled against it’and they want to hear those criticisms before the decision is made rather than after the fact. Accordingly, employees are encouraged to disagree and to make sure that their voices are heard before the decision is made. Intel’s strong engineering-oriented culture, with its commitment to facts and reason, helps ensure that these are constructive arguments that do not devolve (too often) into arguing blue.
That’s the Disagree part. The second part, “Commit,” signifies that while you could and should argue vociferously up to the point the decision is made, the arguing should stop once the decision is made. After the decision is made, Intel employees are expected to get on board with the decision, to commit themselves to making it work’no matter what their earlier positions had been in the argument leading up to the decision. So, in essence, Disagree and Commit is a set of ground rules about the process of arguing around major decisions, including expectations about appropriate behavior before and after the decision, and the timing of those behaviors.
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The leader’s job is to design and maintain a culture where debate and argument occurs regularly and constructively. To that end, the norms listed here provide a good start, but they need to be adapted to any specific organization. Norms about arguing also need to be examined in conjunction with other organizational norms, to ensure that they do not stand in contradiction to each other."
Como é que é na sua empresa? Que liberdade de opinião? Que clima para discussão? Que confronto de ideias?
Trechos retirados de “Arguing for Organizational Advantage” de Sorensen, Jesper B.; Carroll, Glenn R.
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