“Let’s agree to disagree”, is the famous cleché used to stop disagreements, that have become an impasse. But what if we had a better solution such as “Let’s agree to object”? That is “lets keep the discussion open but if either of us feel threatened by the other’s imposition, then we can simply object to the way they are disagreeing”. In fact we can object in 3 phases, in order to achieve an agreement:
This is my proposal that I believe will someday change the way we disagree globally.
If a soccer player gave away a free-kick during a tackle, you wouldn’t wait until the end of the game to blow the whistle. You wouldn’t wait until the end of the first half to blow the whistle. Of course, you would blow the whistle instantly in real-time to penalize the offending player.
Why is it that we delay dealing with misbehavior in the workplace? Because we are so unsure of the right way to approach it, I believe. I bet you could ask any two people in any organization how they should tackle misbehavior from a colleague, and they would not have the same two answers. Try it in your organization. My bet is that they would more likely reply “it depends”.
This lack of consistent procedure in organizations creates uncertainty in teams and results in us walking around on eggshells, afraid of offending each other and afraid of being accused of misbehavior.
Object123 is our solution to this uncertainty, by agreeing to tackle misbehavior in real-time and holding anyone that fouls to account.