Why do we need conflict to learn? How do we positively engage it?
We all need to learn, and while we can learn in different ways, the best learning happens when we embrace conflict.
Learning Together
Learning is not a solitary journey. While we can gain information and be creative alone, true learning power lies in interactions with others. Engaging in discussions, experimenting with ideas, and reaching agreements are part of a dynamic learning process where conflict resides.
Though conflict can be complex, messy, and potentially destructive, good conflict design principles can help create productive conflict. However, productive conflict is hard to achieve, leading to breakdowns in relationships among individuals, teams, countries, and ideologies. Shifting our mindset from tearing down others to lifting them and their ideas will lead to collaborative efforts and solutions that benefit everyone. We must recognise that conflict should revolve around ideas, not individuals. In this way, teams can discuss ideas without personal attacks or individuals feeling offended due to attachment to their ideas. The phrase, “Strong ideas held lightly,” is useful here.
Productive conflict, which fosters growth and learning, is a direct outcome of psychological safety. Psychological safety ensures individuals feel secure enough to engage in conflict that leads to positive outcomes without fear of damaging relationships or personal well-being.
Conflict Design Principles
Embracing conflict as a catalyst for learning requires a mindset shift that can open new doors of understanding and innovation. Without conflict, learning from others’ experiences is limited, restricting our ability to grow in life and work. So, if you want to embrace good conflict, here are some design principles to get you started:
- Focus on responsibilities rather than rights
- Don’t give or take offence
- Attack the problem, not the person
- Have strong ideas held lightly
- Explore disagreements rather than occupy common ground
- Build on others’ views rather than destroy them
- Restrict conflict to where it matters
- Celebrate moving forward
- Be clear about agreements
- Be humble and inclusive
- Practice psychological safety.
Engage in discussions, experiment with ideas, and reach agreements to ensure that learning processes are dynamic and enriched by positive conflict.