Beyond Fake Consensus: True Team Alignment

Your team keeps agreeing in meetings but nothing changes. That is silence masquerading as consensus.

I learned this when my project failed despite everyone nodding enthusiastically during planning.

The challenge is psychological safety. Amy Edmondson's research shows teams perform better when dissent

is welcome. Explicitly invite opposition. Ask what could go wrong with your plan,

not what is right about it. Reward the first dissenter with curiosity. Lean in like

you have discovered gold, because you have. That discomfort is the sound of

better decisions being forged. Save, like, or follow for

more.