"A few years ago, I had a pretty significant disagreement with a colleague. As college professors, we both cared about the same thing, student success, but we disagreed on the path to get there. We were both pretty entrenched in our views, convinced we were right, and busy trying to defend our position to others. The problem with this approach is that competition like this inevitably leads to conflict. Conflict, in turn, stifles progress and creates a tense, awkward working environment."
"Instead of being set in my ways and trying to argue my viewpoint, I would have been better served by starting from mutual agreement. We both want what's best for student success, but we disagree on the ways to get there. Research shows that when you emphasize a shared group membership (belonging to the same unit, or working for the same organization), it reduces bias, hostility, and conflict (Tajfel and Turner, 1979)."
Disagreement between colleagues can escalate when parties defend entrenched positions, turning competition into conflict that stifles progress and creates a tense environment. Emphasizing shared goals, such as student success, reframes disagreement from 'me versus you' to a joint problem to solve, reducing bias and hostility. Assuming positive intent reduces defensiveness and keeps conversations productive. Leading with curiosity by asking questions and seeking understanding fosters collaboration. Regulating emotions and focusing on the bigger picture prevents argument-driven wins. Encouraging diverse viewpoints enables creativity and innovation, and applying conflict resolution techniques yields better outcomes.
Read at Psychology Today
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