Tread carefully with conflict. Creativity might not be the beneficiary.

We are being encouraged to welcome conflict in group and teamwork to improve creativity. So says Jonah Lehrer in his new book Imagine along with a number of critics of the traditional brainstorming method. The classical method recommends generating and building on ideas first before judging.  What the critics don’t tell us is how to debate or butt heads without doing harm.

Interpersonal communication and coaching training universally emphasize “constructive” feedback and asking “the great questions”. These gold standards are useful guides as we learn better how to get more value out of creative encounters in group settings. Underlying the gold standards is the exploration of assumptions or frames for “seeing” a challenge or situation a particular way. Once shared and different assumptions are identified, novel ideas often flow because each person is more open to another’s point-of-view. This is the environment to cultivate for great brainstorming.

But there is an art to this. Teams at minimum are comprised of different personality types and increasingly different cultures. Introverts, who like to think in advance and ponder about the ideas swirling around for a bit, typically do not thrive in an emotionally-charged debating environment. As Erin Meyer points out in “Managing confrontation in multicultural teams” (April 6, 2012, HBR Blog), people from many Asian cultures consider confrontation to be rude. On the other hand, that is not the case for North Americans in general and to varying degrees, Europeans. For example, French teams intuitively encourage conflict to reveal hidden contradictions and stimulate new thinking.

To tread a little more carefully, here are ways that Meyer and neuroscientists suggest for offsetting the potential downside of conflict while improving creative thinking:

1. Enable people to prepare their thoughts in advance. Collaborative tools which honour anonymity, one-on-one phone calls or a few simple questions answered in the security of one’s own working space can set the stage for a productive and relaxed meeting.

2. Use constructive interpersonal communication approaches. As Meyer recommends, refrain from saying “I disagree with that”. Instead try “Please explain more why you think that”. Or, use the tenets of great questions starting with “how” and “what” rather than “why”?

3. Take advantage of a variety of creative thinking tools. Any method that does not put pressure on specific individuals yet adds an atmosphere of fun and non-judgment will open up minds no matter the cultural backgrounds and thinking styles of the team members.

Since wise decisions are the aim in problem-solving, a study by the University of Waterloo’s Igor Grossman on age and wisdom (April 7, 2012, The Economist) offers insights into leavening the “dissonance” challenge in society. The parameters Grossman and his colleagues used to compare and contrast wisdom among Americans versus Japanese encompassed five crucial aspects of wise reasoning:

1. Willingness to seek opportunities to resolve conflict
2. Willingness to search for compromise
3. Recognition of the limits of personal knowledge
4. Awareness that more than one perspective on a problem can exist
5. Appreciation that the situation may get worse before it gets better

No matter your conflict tolerance, these five interpersonal and intergroup principles are a more helpful guide to encouraging conflict and creativity than simply “let’s do conflict”.

Now is the Time for Managers to Ask About Feelings and Meanings

If you think life is always improving, you are going to miss half of it.

---David Whyte

Turbulent times call for special managerial skills---helping teams walk together through the chaos with the confidence that a new and stronger order will arise out of the ashes of the old. Just like a forest fire enables new growth.

This is life but we as a rule do not like such unpredictability and uncertainty. If we ignore the reality, we endanger our ability to cope and adapt. For our wellbeing at home and at work, a better way is to confront our heightened anxiety about the world around us. Let’s face it, the creative destruction of the financial markets coupled with the upcoming American presidential election add up to a great deal of edginess everywhere.

How does a manager help in these circumstances? Aside from the benefits of exercise, relaxation and fun, the critical antidote is dialogue. A good way to begin is to ask: “How are you feeling?”

If fears and anxieties can be addressed honestly and without judgment, the next steps present themselves. Hope and optimism begin to arise even when the markers are not clear. A renewed sense of “why we are here together to do something meaningful” shines through.

Margaret Wheatley in Finding Our Way: Leadership for an Uncertain Time has some other tips for use individually or as a team:

Start the day off peacefully
Suggestions include driving to work in silence, listening to soothing music, reflecting on a spiritual phrase or parable and starting a meeting with the first five minutes as silence.

Learn to be mindful
Keep yourself from instantly reacting. Pause so that your reactions and thoughts don’t lead you. Step back and consider other responses.

Slow things down
Take a breath in meetings when you feel your anger or impatience arising. Be proactive in slowing down the meeting, if appropriate, to think things through as needed.

Create personal measures
Know who you want to become. Ask yourself: “Am I turning toward or away?” from that aspiration for myself.

Expect surprise
Accept that life will keep interrupting your plans and surprise you at every turn of the way.

Practice gratefulness
On a daily basis, literally “count your blessings”. This helps grace, internal peace and relationships to grow.