Agreeing to Disagree

To engage with those people we agree with is easy: to engage across dissent, hard. Within our tribes, our established social structures, we understand both power, and consequence, and can chart a safe path accordingly, but when we venture beyond our ‘known’ spaces, the risk is much higher.

Sharing Uncertainty

Talking today about the Socially Dynamic Organisation, one thing is clear to me: we will be unlikely to effect the change we wish to see if we operate purely within our know spaces: to truly change, we will have to engage in the hard ones.

Engaging around our differences means bringing a certain humility, a certain, strength, a willingness to share uncertainty. But if we can do so, if we can construct and share our stories of difference, then who knows, maybe we will truly change.

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About julianstodd

A learning and development professional specialising in e-learning and learning technology.
This entry was posted in Social Leadership and tagged , , , . Bookmark the permalink.

One Response to Agreeing to Disagree

  1. I agree – it is in those challenging spaces where creativity and innovation can really flourish. But what you are suggesting is REALLY difficult. It sits at the heart of why people by the inclusion aspect of D&I so challenging – managing differences (in gender, culture, race, experience, cognitive difference) can be very hard and you need a lot of interpersonal and conversational skills to be good at it. Its something that we are looking at currently!

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