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Moving from Debate to Dialogue

Moving from Debate to Dialogue

I’ve been reading a book that I’ve found is very aligned with my thinking that I would like to share. This is excerpted by from Leading through Conflict: How Successful Leaders Transform Differences into Opportunities. Copyright 2006 Mark Gerzon;

Debate Dialogue
Assuming that there is a right answer, and that you have it Assuming that many people have pieces of the answer
Combative: participants attempt to prove the other side wrong Collaborative: participants work together toward common understanding
About winning About exploring common ground
Listening to find flaws and make counter-arguments Listening to understand, find meaning and agreement
Defending our own assumptions as truth Revealing our assumptions for re-evaluation
Seeing two sides of an issue Seeing all sides of an issue
Defending one’s own views against those of others Admitting that others’ thinking can improve one’s own.
Searching for flaws and weaknesses in others’ positions Searching for strengths and value in others’ positions
By creating a winner and a loser, discouraging further discussion Keeping the topic even after the discussion formally ends
Seeking a conclusion or vote that ratifies your position Discovering new options, not seeking closure
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