Communicating Effectively When Clients Disagree

From "𝐘𝐨𝐮'𝐫𝐞 𝐖𝐫𝐨𝐧𝐠" to "𝗧𝗲𝗮𝗰𝗵 𝗠𝗲": The Power of Open-Minded Asking And Five Steps To Conflict Resolution👇️ When disagreements flare up, our instincts often lead us to insults or attacks on not just the opposing viewpoint, but on the person as well. This never works. Vitriolic responses close more minds than they change, making enemies out of friends and rivals out of allies. Curiosity is more effective than verbal assault if you aim to genuinely convince others. The next time you lock horns with someone, try this approach to turn disagreement into open-minded dialogue: 𝟏) 𝐋𝐢𝐬𝐭𝐞𝐧 𝐖𝐢𝐭𝐡 𝐭𝐡𝐞 𝐈𝐧𝐭𝐞𝐧𝐭 𝐭𝐨 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 Rather than impatiently waiting for your turn to retort, focus first on comprehending their perspective. Confirm what aspects you do agree with to build common ground. Suspend judgments as you ask clarifying questions to grasp why they came to this stance. 𝟐) 𝐊𝐢𝐧𝐝𝐥𝐲 𝐈𝐧𝐪𝐮𝐢𝐫𝐞 𝐀𝐛𝐨𝐮𝐭 𝐓𝐡𝐞𝐢𝐫 𝐑𝐞𝐚𝐬𝐨𝐧𝐢𝐧𝐠 Once you comprehend their position, drill down diplomatically: “I’m curious why you feel that way. What led you to these conclusions?” People want to feel heard before opening up, so don’t invalidate their logic. 𝟑) 𝐒𝐡𝐚𝐫𝐞 𝐘𝐨𝐮𝐫 𝐑𝐞𝐚𝐬𝐨𝐧𝐢𝐧𝐠 𝐖𝐢𝐭𝐡𝐨𝐮𝐭 𝐀𝐭𝐭𝐚𝐜𝐤𝐢𝐧𝐠 𝐓𝐡𝐞𝐢𝐫𝐬 People are more open to hearing you after you've listened to them—without interrupting or arguing. Now, you can explain your reasoning in a non-confrontational way. Find threads of commonality between your perspectives as you clarify why you landed differently. The goal is elucidating, not conquering, the other viewpoint. 𝟒) 𝐄𝐱𝐩𝐥𝐨𝐫𝐞 𝐏𝐨𝐬𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬 𝐅𝐨𝐫 𝐀𝐠𝐫𝐞𝐞𝐦𝐞𝐧𝐭 Having traded views, ask, “Where do we agree?’ Name shared values, interests, or outcomes you both see as important. This reminds you that you likely have some common ground, even in disagreements. Remember: Everyone wants the same basic things out of life. You'd be surprised how often you and your adversary agree once you get past the superficial presentation of the ideas. 𝟓) 𝐏𝐫𝐨𝐩𝐨𝐬𝐞 𝐒𝐲𝐧𝐭𝐡𝐞𝐬𝐢𝐳𝐢𝐧𝐠 𝐏𝐞𝐫𝐬𝐩𝐞𝐜𝐭𝐢𝐯𝐞𝐬 With mutual understanding built, you can bridge perspectives by asking, “How can we work together to get the best both worldviews?” Rather than clinging to singular stances, brainstorm creative solutions that integrate your collective wisdom. Heated debates often generate more hostility than progress. But by replacing reactive arguments with open-minded curiosity, you can transform conflict into wisdom-generating collaboration. Next time things get tense, set egos aside long enough to ask, “Why?” You might be surprised by what you can learn. #communication #community #onlinecommunities #personaldevelopment #connections #networking #socialnetworking

How I Keep Disagreements Productive as a Program Manager at Amazon Disagreements are part of the job. Different teams…different incentives…different perspectives. But disagreements don’t have to derail progress. Here’s how I keep them productive…not personal: 1/ I start by clarifying the shared goal ↳ “We’re both trying to deliver a great customer experience” ↳ Alignment on why helps reduce tension around how ↳ It shifts the tone from debate to collaboration 2/ I seek to understand before being understood ↳ I ask questions before I push opinions ↳ “Can you walk me through your reasoning?” ↳ People are more open when they feel heard 3/ I keep the focus on the idea…not the person ↳ “This plan has some risk” lands better than “You’re missing something” ↳ It’s about improving the work…not winning the argument ↳ Language matters 4/ I bring data and tradeoffs…not just strong opinions ↳ “Here’s the impact of that path vs this one” ↳ I try to frame it as a decision…not a disagreement ↳ Clarity reduces conflict 5/ I pause when things get tense ↳ If emotions rise, I suggest a break or follow-up ↳ Pressure can cloud good judgment ↳ I’d rather pause than push forward with the wrong energy Disagreements don’t slow me down… Unmanaged tension does. The key is staying grounded in the outcome…not the ego. How do you handle tough conversations without damaging relationships?

13 ways to disagree, Without damaging relationships: Disagreeing can feel risky. You don't want to seem difficult,  Create tension, Or burn bridges. So a lot of us stay quiet -  Even when we see a better way. But disagreement doesn't have to be destructive. And the words we use can play a huge role. Start with language that builds trust, Shows respect, And invites deeper thinking: 1) "That's an interesting point - can I share another angle?" ↳Shows curiosity and invites dialogue 2) "Can you walk me through your thinking a bit more?" ↳Invites them to expand, showing you value their reasoning before responding 3) "I think we're aiming for the same outcome, but I'd take a different path" ↳Highlights shared intent 4) "I agree with you on X - where we might differ is on Y" ↳Starts with common ground to reduce defensiveness 5) "What if we looked at it this way instead?" ↳Keeps the tone exploratory and positions disagreement as thoroughness 6) "Let's test both ideas and see what works best" ↳Makes it about outcomes, not egos 7) "Can I challenge that assumption for a moment?" ↳Frames disagreement as critical thinking 8) "I understand your concern, but my experience has been different" ↳Grounds your view in personal insight 9) "I'm not sure I agree - can we walk through the reasoning together?" ↳Invites collaboration rather than confrontation 10) "I think we may be prioritizing different things - can we align on that first?" ↳Focuses on clarity and common goals 11) "I hear what you're saying, but I have a different take on this" ↳Acknowledges their view before stating your own 12) "That's a fair point - my only concern is..." ↳Validates their perspective while introducing a new consideration 13) "I'm not sure that's the best approach - can I explain my thinking?" ↳Opens space for rationale, not rejection The strongest teams, partnerships, and friendships are built on trust - The kind that welcomes challenge, not just compliance. Use these phrases to disagree respectfully,  While keeping conversations open. Any you'd add? --- ♻️ Repost to help others speak up with confidence. And follow me George Stern for more content like this.

Navigating difficult conversations…we know the terrain well in supply chain and sustainability —complex stakeholder relationships, competing priorities, and tough tradeoffs that demand honest dialogue. The first quarter of 2025 has been challenging for some clients and colleagues. Behind every successful initiative lies countless challenging conversations.I wanted to share this list that captures what I've learned (often the hard way) about handling challenging discussions: 1. Lead with empathy - acknowledge feelings before diving into issues 2. Stay calm - pause and breathe when tensions rise. Cooler heads prevail. 3. Prepare but remain flexible - rigid scripts rarely survive contact with reality 4. Ask genuine questions - "help me understand your perspective" 5. Give authentic appreciation - recognize effort before suggesting changes 6. Own your emotions - acknowledge feelings without manipulation 7. Respect others' viewpoints - validation doesn't require agreement. You can disagree and still find a happy path. 8. Be specific - vague criticisms like "you always" rarely help 9. Collaborate on solutions - problem-dumping without brainstorming fixes nothing 10. Set clear boundaries - know what you can and cannot commit to 11. Listen actively - not just waiting for your turn to speak. Read this again… 12. Apologize sincerely when needed - take responsibility, not half-measures. Accountability helps build trust. 13. End with concrete next steps - clarity prevents misunderstandings. Playing back throughout tough conversations with key points and actions shows active listening and understanding. 14. Reflect afterward - what worked? what could improve? In my experience leading global teams, the conversations I've handled poorly weren't failures of strategy—they were failures of approach and understanding context. For example, a recent negotiation with a supplier facing severe capacity constraints could have deteriorated into finger-pointing. Instead, by focusing on understanding their challenges first (point #4) and collaborating on creative solutions (point #9), we found a path forward and workable compromise. Staying calm helped too ;) What's your experience? Which of these principles has been most valuable in your leadership journey? Or is there a 15th point you'd add to this list? ___________ 👍🏽 Like this? ♻️ Repost to help someone ✅ Follow me Sheri R. Hinish 🔔 Click my name → Hit the bell → See my posts. #SupplyChain #leadership #sustainability

Many leaders are competent in preparing for a meeting or conversation. They have a plan with clear goals and objectives and what they must do to achieve them. That’s great - preparation is critical. But it’s not just about what we need to do. We should also consider our intentions for how we will show up, especially when debate and conflict are expected. Our energy as leaders affects the energy of the room, especially when considering a situation where a team is up against an obstacle. As we’re preparing, we can get curious and ask ourselves a series of questions: -> How might I show up to keep us centered on the purpose? -> How might I ensure mutual respect amid disagreement so that everyone makes each other feel seen, heard, and supported? -> How might I remain calm and receptive to the collective truth, with my individual beliefs being a piece of the puzzle? -> How might I seek to build a genuine connection despite any tension? -> How might I create a flowing conversation where it's easy to provide input and push back on areas that seem off base? -> How might I uplift others? A practical example: ____ Let’s say we’re going into a meeting with a client whom we know is frustrated due to consistently missed deadlines. Our meeting objective is to align strategies to overcome the diversion from the original plan and get back on track. However, we know that with the inherent tension, the meeting outcome is more likely if we start by ensuring the client feels seen, heard, and supported: 𝐒𝐞𝐞𝐧 Acknowledge the truth - we missed deadlines, understand there is frustration present, and we’d like to work together to get back on track collectively. 𝐇𝐞𝐚𝐫𝐝 Ask for feedback - allow the client to share their perspective and affirm the truth. Be accountable without explaining or justifying what led to the current situation. 𝐒𝐮𝐩𝐩𝐨𝐫𝐭𝐞𝐝 Lay the facts on the table - align the truths of the current situation and work collaboratively with the client to create a plan for course correction that addresses their concerns and meets their needs. ____ We set the intention on how we show up for the client in alignment with our values and principles (lead with who we are). Once the frustration is diffused and concerns are addressed, we move productively toward achieving the meeting objective (what we need to do). I’ve seen this work repeatedly in challenging discussions when leading with candor, transparency, and accountability. Absent of the intention in how we show up, the opposite course of action is the natural tendency to defend our team and engage in problem-solving. However, trust is hard to build when we seek to defend and justify our position. This all leads to reactivity, randomness, blame, and the victim mindset - an indication of the lack of self-leadership. Choose to set the intention beforehand and lead with who you are. ____ How do you prepare ahead of challenging circumstances? #saturdayreflection

One of the toughest tests of your leadership isn't how you handle success. It's how you navigate disagreement. I noticed this in the SEAL Teams and in my work with executives: Those who master difficult conversations outperform their peers not just in team satisfaction, but in decision quality and innovation. The problem? Most of us enter difficult conversations with our nervous system already in a threat state. Our brain literally can't access its best thinking when flooded with stress hormones. Through years of working with high-performing teams, I've developed what I call The Mindful Disagreement Framework. Here's how it works: 1. Pause Before Engaging (10 seconds) When triggered by disagreement, take a deliberate breath. This small reset activates your prefrontal cortex instead of your reactive limbic system. Your brain physically needs this transition to think clearly. 2. Set Psychological Safety (30 seconds) Start with: "I appreciate your perspective and want to understand it better. I also have some different thoughts to share." This simple opener signals respect while creating space for different viewpoints. 3. Lead with Curiosity, Not Certainty (2 minutes) Ask at least three questions before stating your position. This practice significantly increases the quality of solutions because it broadens your understanding before narrowing toward decisions. 4. Name the Shared Purpose (1 minute) "We both want [shared goal]. We're just seeing different paths to get there." This reminds everyone you're on the same team, even with different perspectives. 5. Separate Impact from Intent (30 seconds) "When X happened, I felt Y, because Z. I know that wasn't your intention." This formula transforms accusations into observations. Last month, I used this exact framework in a disagreement. The conversation that could have damaged our relationship instead strengthened it. Not because we ended up agreeing, but because we disagreed respectfully. (It may or may not have been with my kid!) The most valuable disagreements often feel uncomfortable. The goal isn't comfort. It's growth. What difficult conversation are you avoiding right now? Try this framework tomorrow and watch what happens to your leadership influence. ___ Follow me, Jon Macaskill for more leadership focused content. And feel free to repost if someone in your life needs to hear this. 📩 Subscribe to my newsletter here → https://lnkd.in/g9ZFxDJG You'll get FREE access to my 21-Day Mindfulness & Meditation Course packed with real, actionable strategies to lead with clarity, resilience, and purpose.

Let me share a story from early in my career, which I often reflect on when facing disagreements at work. It was during a team meeting at my first serious job, and I found myself in disagreement with a proposal put forward by a senior leader. The stakes felt high, and the room was tense. Here’s how I navigated the situation: 1. Seeking Clarification: Instead of jumping in with a “that won’t work,” I paused and said, “I see the direction we’re heading, but could you help me understand how we arrived at this approach?” This opened up the floor for the manager to explain their reasoning, and it gave me valuable insights into their thought process. Sometimes, understanding the ‘why’ can change your ‘no’ to a ‘maybe’ or even a ‘yes.’ 2. Expressing Experience: Once I had a clearer picture, I shared my perspective—not as a direct opposition but as an insight. “From what I’ve seen in previous projects, we might encounter some challenges with this strategy. For instance, last year we tried something similar, and we had to pivot because…” Sharing from my experience, rather than imposing my views, made the conversation more about learning from the past rather than confronting the present. 3. Finding Common Ground: Before diving into my reservations, I acknowledged the merits of the proposal. “I agree that targeting this demographic is a smart move, and I see how this strategy aligns with our goals. However, I’m concerned about the scalability based on last year’s metrics.” This not only showed my support for parts of the plan but also softened the introduction to my concerns, facilitating a more receptive discussion. Why This Matters: That day, I learned that disagreeing doesn’t have to be about conflict. It’s about fostering richer discussions that can lead to better decisions. By seeking to understand before being understood, sharing experiences, and finding common ground, we turn potential conflicts into opportunities for growth. It positions us as thoughtful contributors, valued for helping navigate complex decisions. 🔥 Pro Tip: Keep your tone positive and aim to build, not break. It’s about progressing together towards the best outcomes for everyone involved. 👥 Over to You: Have you found certain approaches more effective? #LeadershipSkills #ProfessionalGrowth #WorkplaceCommunication #Teamwork

How to Handle Disagreements Respectfully Disagreements are an inevitable part of life, whether in personal relationships, professional settings, or casual interactions. While differing opinions can lead to conflict, they also present opportunities for growth and understanding. Handling disagreements respectfully not only preserves relationships but also fosters a culture of open dialogue. Here are some effective strategies to navigate disagreements with grace and respect. 1. Practice Active Listening The foundation of respectful disagreement lies in active listening. Instead of planning your response while the other person is speaking, focus fully on what they are saying. This involves: Maintaining eye contact to show engagement. Nodding or using verbal affirmations to indicate you’re following along. Paraphrasing their points to confirm understanding before responding. By demonstrating that you value their perspective, you create a more constructive environment for discussion. 2. Acknowledge Emotions Disagreements can evoke strong emotions, and it’s essential to acknowledge these feelings. Recognizing that both parties may be feeling frustrated, hurt, or passionate can help de-escalate tension. You might say, “I can see that this issue is really important to you,” which validates their feelings and opens the door for more empathetic communication. 3. Use "I" Statements When expressing your viewpoint, frame your thoughts using "I" statements rather than "you" statements. For example, say, “I feel overwhelmed when deadlines are tight,” instead of “You always give me last-minute tasks.” This approach reduces the likelihood of the other person becoming defensive and encourages a more open exchange of ideas. 4. Stay Calm and Composed Keeping your emotions in check is crucial during disagreements. Take deep breaths, maintain a steady tone, and avoid raising your voice. If you feel yourself becoming too emotional, consider taking a short break to gather your thoughts. A calm demeanor not only helps you articulate your points better but also sets a positive tone for the conversation. 5. Focus on the Issue, Not the Person To maintain respect, concentrate on the disagreement itself rather than making it personal. Avoid name-calling or attributing negative traits to the other person. Instead, discuss the specific issue at hand and how it affects both parties. This helps keep the conversation productive and prevents it from devolving into a personal attack. 6. Seek Common Ground Finding common ground can transform a disagreement into a collaborative effort. Identify shared goals or values that both parties can agree on, and use these as a foundation for resolving the disagreement. This approach encourages teamwork and can lead to solutions that satisfy everyone involved. #difficultconversations #disagreements #socialintelligence #emotionalintelligence

Want to disagree better? Stop saying “I disagree.” It puts people on the defensive before the conversation even begins. And when someone’s defensive, they stop listening. There’s a better way to speak up without shutting others down. Try this: “Here’s how I see it.” Same disagreement. Different result. Because it signals perspective, not opposition. And that creates space for curiosity, not conflict. Most leaders avoid disagreement completely. You don’t want to be seen as difficult. You don’t want disagreement to mess up team harmony. (I’ve coached plenty of leaders through that exact fear.) But here’s the truth: Healthy disagreement builds trust. It proves you’re engaged. It shows you’re thinking critically. It signals you care about the outcome. The key isn’t avoiding disagreement. It’s learning how to do it well. Instead of arguing your side, share your thinking. Instead of proving them wrong, ask for their input. → “Here’s how I’m thinking about this.” → “What would make this more impactful?” → “Can I offer a different perspective?” One of my clients used this in a tense strategy meeting. Instead of saying, “I disagree,” they switched it up and said: “Let me share how I see that approach and why.” The approach changed the tone of the meeting. It became an engaged discussion. People were open to understanding. And the final project got better because of it. The goal isn’t to win. It’s to understand and be understood. The best leaders don’t avoid disagreement. They normalize it with skill not ego. And that’s what makes them (and their team) stronger. — Hi 🙋🏽♂️I’m Rafael Villaruz. I talk about leadership, team dynamics, and being a top-performer. ♻️ Repost to share this message and help other leaders disagree better.