Professional Safety - February 2025
By: Shawn M. Galloway
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Have you ever tried to solve a puzzle? You may have your own ideas and opinions, represented by some of the puzzle pieces you possess. However, what if you don't have all the pieces? What if others possess them? These missing pieces could provide valuable insights, challenge assumptions, and offer a different way of looking at the situation. Just as a puzzle is more satisfying and complete when all the pieces are in place, a decision is stronger and more well-rounded when all perspectives have been considered. Seeking dissenting views ensures that decision-makers have all the pieces they need to make informed and comprehensive decisions.
Decision-making is a part of solving a puzzle. It is also a critical process that can shape the success or failure of efforts to improve safety performance and occupational culture. When faced with difficult or complex decisions, many of which are to improve occupational safety sustainably, it is essential for leaders to seek out dissenting views. This article explores the importance of considering alternative perspectives through popular and lesser-known historical approaches and real case study examples, highlighting the benefits and outcomes of embracing dissenting views in decision-making and a methodology to integrate this important step into your decision-making processes.
Historical Examples
The Devil's Advocate
The concept of the Devil's Advocate, also known as the Promoter of the Faith, is a unique and intriguing aspect of the Catholic Church's canonization process. It refers to the role of an official appointed to challenge and scrutinize the evidence and arguments presented in favor of a candidate for sainthood. While the term "Devil's Advocate" may sound ominous, its purpose is to ensure a rigorous and impartial evaluation of the candidate's life, virtues, and miracles.
The origins of the Devil's Advocate1 can be traced back to the 16th century when Pope Sixtus V established the Congregation of Rites, which later became the Congregation for the Causes of Saints. The role of the Devil's Advocate was to provide a counterargument to the case for canonization, acting as a skeptic or doubter to prevent hasty or unwarranted declarations of sainthood.
The Devil's Advocate is tasked with raising objections and challenging the validity of the evidence. They present arguments against the candidate's canonization, seeking to ensure that the process is fair, transparent, and based on solid evidence. By playing the role of a skeptic, the Devil's Advocate helps safeguard the canonization process's integrity and prevent the veneration of individuals who may not meet the criteria for sainthood.
The Devil's Advocate's objections and arguments are not intended to undermine the candidate's reputation or dismiss their holiness. Instead, they aim to ensure that the Church thoroughly examines all aspects of the candidate's life and virtues before making a final decision. The Devil's Advocate is a voice of caution and skepticism, reminding the Church of the importance of prudence and discernment in canonization.
The Tenth Man
The Tenth Man rule is based on the idea that when a group of people unanimously agrees on a particular course of action, it is the responsibility of one individual to take on the role of the "Tenth Man" and challenge the prevailing consensus.
The origin of the Tenth Man rule2 can be traced back to the Israeli intelligence agency Mossad. It is said that during the 1973 Yom Kippur War, the intelligence community failed to anticipate the surprise attack by Egypt and Syria. As a result, the Mossad implemented the Tenth Man rule to ensure that alternative perspectives and worst-case scenarios were considered in future decision-making processes.
The Tenth Man rule operates on the principle that consensus thinking can lead to complacency and a lack of critical analysis. By designating one person to challenge the prevailing opinion, the rule encourages healthy skepticism and forces the group to consider alternative viewpoints and potential risks.
The role of the Tenth Man is not simply to oppose the majority for the sake of opposition but rather to provide a counterbalance and ensure that all possibilities are thoroughly examined. The Tenth Man is tasked with thinking outside the box, questioning assumptions, and presenting alternative scenarios that may have been overlooked.
The Delian League
The Delian League was formed as a defensive alliance against the Persian Empire in ancient Greece. The Athenians, who led the league, sought out dissenting views from member states during decision-making processes. This inclusive approach allowed for a more comprehensive assessment of strategies and policies, strengthening the league's unity and effectiveness.
The Reformation
During the 16th century, the Protestant Reformation challenged the authority and practices of the Catholic Church. Reformers like Martin Luther and John Calvin sought out dissenting views from the prevailing religious establishment, sparking debates and discussions that led to significant religious and societal changes.
The Scientific Method
The scientific method, developed during the scientific revolution in the 16th and 17th centuries, is built on the principle of seeking out dissenting views. Scientists rigorously test hypotheses and theories, actively seeking evidence that challenges their ideas. This approach fosters critical thinking, encourages open debate, and advances scientific knowledge.
The Lincoln Cabinet
During the American Civil War, President Abraham Lincoln intentionally assembled a diverse cabinet with members who held differing viewpoints and backgrounds. He encouraged open debates and discussions among his advisors, valuing their dissenting views. This approach allowed Lincoln to consider multiple perspectives and make more informed decisions during a critical period in American history.
The Suffragette Movement
The suffragette movement, which fought for women's right to vote, sought out dissenting views to challenge societal norms and advocate for change. Leaders like Susan B. Anthony and Emmeline Pankhurst actively engaged in debates and discussions, presenting dissenting views to challenge the prevailing beliefs and attitudes toward women's suffrage.
The Civil Rights Movement
During the mid-20th century, the United States Civil Rights Movement sought to challenge racial segregation and discrimination. Leaders like Martin Luther King Jr. encouraged dissenting views and engaged in nonviolent protests and civil disobedience to challenge the status quo and advocate for equal rights.
From The Business Archives
NASA's Challenger Space Shuttle Disaster
The Challenger space shuttle disaster in 1986 serves as a tragic example of the consequences of not seeking out dissenting views. Before the launch, engineers at NASA expressed concerns about the O-rings' ability to withstand the cold temperatures on the launch day. However, these dissenting views were not given sufficient consideration, and the launch proceeded as planned. Tragically, the O-rings failed, resulting in the loss of the shuttle and its crew. This case underscores the importance of actively seeking out dissenting views, especially when safety and critical decisions are at stake.
Deepwater Horizon Oil Spill
The Deepwater Horizon oil rig explosion in 2010 resulted in one of the largest environmental disasters in history. An investigation found that dissenting views from workers on the rig about the safety of certain procedures were not given proper attention. The lack of open communication and failure to address concerns ultimately contributed to the disaster.
737 Max
After the tragic crashes of Boeing 737 Max airplanes and additional recent quality concerns, investigations revealed that dissenting views from engineers and safety experts within the company were not adequately considered. Boeing's leaders failed to create a culture that encouraged open and honest discussions about safety concerns. As a result, the company continues to face significant criticism, leading to significant changes, including executives, and work is still underway to turn this important company culture around.
Netflix's Shift to Streaming
In the early 2000s, Netflix faced a pivotal decision: whether to continue focusing on DVD rentals or shift towards streaming. Reed Hastings, the CEO of Netflix, recognized the potential of streaming but faced resistance from the company's leadership team. However, Hastings actively sought dissenting views and openly discussed them with his team. By considering alternative perspectives and challenging the status quo, Netflix ultimately made the bold decision to prioritize streaming. This move revolutionized the entertainment industry and propelled Netflix to become the dominant player in the streaming market.
PepsiCo Expands to Healthier Options
Indra Nooyi, the former CEO of PepsiCo, encouraged a culture of diversity and inclusion within the company. She sought out dissenting views and encouraged employees to challenge the status quo. This approach led to successful initiatives like the expansion of healthier product options and sustainability efforts.
Turning Around Ford
Alan Mulally, the former CEO of Ford, is credited with turning around the company during a challenging period. Actively seeking out dissenting views and creating a culture of open communication are among the main reasons Ford was able to overcome obstacles and make strategic decisions that led to profitability again and regaining market share.
Importance of Dissenting Perspectives
As outlined, seeking out dissenting views when making complex and difficult decisions that affect the health and safety of the workforce is crucial. Here are some benefits that yield from considering dissenting perspectives:
Identifying Blind Spots: When making decisions about occupational safety and business risk, it's essential to consider all potential risks and hazards. By seeking out dissenting views, you can uncover blind spots that the majority may have overlooked. Dissenting voices may raise concerns or offer alternative perspectives that shed light on potential risks others may not have considered.
Challenging Assumptions: When it comes to occupational safety and business risk, assumptions can be dangerous. By actively seeking dissenting views, you encourage critical thinking and ensure that assumptions are thoroughly examined and validated. This can lead to more accurate risk assessments and better safety measures.
Mitigating Groupthink: Groupthink occurs when individuals conform to a unanimous decision without critically evaluating alternatives. This can be particularly dangerous in the context of occupational safety and business risk, as it may lead to overlooking potential hazards or underestimating risks. Seeking dissenting views helps to challenge groupthink and encourages a more thorough examination of different possibilities.
Promoting a Culture of Psychological Safety: Actively seeking dissenting views demonstrates a commitment to creating a safe and secure work environment. It encourages employees to voice their concerns and contribute to the decision-making process. This fosters a culture of safety where individuals feel empowered to speak up about potential risks and hazards, leading to a more proactive approach to safety.
Mitigating Confirmation Bias: Confirmation bias is the tendency to favor information that confirms pre-existing beliefs or opinions. When decision-makers only seek out information that supports their own views, they may overlook contradictory evidence or alternative viewpoints. Actively seeking dissenting views helps to challenge confirmation bias and encourages a more balanced and objective decision-making process.
Identifying Weaknesses and Risks: By considering alternative perspectives, decision-makers can uncover potential flaws or unintended consequences that may have been overlooked. This allows for a more comprehensive assessment of the potential outcomes and helps to mitigate risks.
Fostering Innovation and Creativity: When decision-makers are open to dissenting views, they create an environment where individuals feel comfortable expressing their unique perspectives and proposing innovative solutions. This can lead to breakthrough thinking and more creative problem-solving.
Building Trust and Engagement: Actively seeking dissenting views demonstrates a commitment to inclusivity, open dialogue, and respect for diverse opinions. This helps to build trust among team members and encourages a culture of psychological safety, where individuals feel comfortable expressing their dissenting views without fear of retribution. This, in turn, fosters greater engagement and collaboration within the decision-making process.
Strengthening Decision Justification: When decision-makers consider dissenting views, they are better equipped to justify and defend their decisions. By actively engaging with alternative perspectives, decision-makers can anticipate and address potential objections or criticisms. This strengthens the decision-making process and enhances the credibility and legitimacy of the final decision.
By actively seeking dissenting views, organizations can create a culture that values diverse opinions, fosters collaboration, and drives innovation. Moreover, seeking dissenting views helps decision-makers comply with regulations and standards, anticipate objections or criticisms, and make more informed and justified decisions. It also promotes a culture of psychological safety, where individuals feel comfortable expressing their dissenting views without fear of retribution.
Steps to Seek Out Dissenting Views
To start seeking out dissenting views in decision-making and create a culture that embraces alternative perspectives, organizations can take the following steps:
Foster Psychological Safety: Create an environment where individuals feel safe to express dissenting views without fear of retribution or judgment. Encourage open dialogue, active listening, and respect for diverse opinions.
Encourage a Diverse and Inclusive Perspective: Build a diverse team with individuals from different backgrounds, experiences, and perspectives. Embrace diversity in all its forms, including diversity of thought, to ensure a wide range of viewpoints are represented.
Train and Educate: Provide training and education on the importance of dissenting views and critical thinking. Teach employees how to respectfully challenge ideas, ask probing questions, and present alternative perspectives.
Lead by Example: Leaders should actively seek dissenting views and be willing to consider alternative perspectives. Encourage leaders to openly share their own doubts and invite dissenting opinions from their teams.
Create Structured Processes: Implement structured decision-making processes that explicitly encourage the consideration of dissenting views. Assign designated individuals or teams to play the role of Devil's Advocate or challenge the prevailing consensus.
Establish Clear Communication Channels: Create channels for employees to express dissenting views, such as suggestion boxes, anonymous feedback mechanisms, or regular team meetings dedicated to open discussions. Ensure that these channels are accessible and actively promoted.
Recognize and Reward Dissenting Voices: Acknowledge and appreciate individuals who express dissenting views. Recognize their courage and commitment to critical thinking. Reward constructive contributions that challenge the status quo and lead to better decision-making outcomes.
Evaluate Decision-Making Outcomes: Regularly evaluate decision-making outcomes to assess the impact of dissenting views. Analyze how alternative perspectives contributed to the decision-making process and the organization's overall success.
Encourage Collaboration and Debate: Foster a culture of collaboration and healthy debate. Encourage employees to engage in respectful discussions, challenge each other's ideas, and work together to find the best solutions.
Continuously Improve: Embrace a mindset of continuous improvement. Regularly review and refine decision-making processes to ensure that dissenting views are consistently sought out and valued.
By taking these steps, organizations can create a culture that values alternative perspectives. This cultural shift can lead to more robust decision-making, increased innovation, and a stronger, more resilient organization.
Conclusion
Never underestimate the strength of opposing opinions when it comes to making decisions. Throughout history, we have witnessed the immense positive impact of considering different government, religion, and business viewpoints. In a constantly evolving world facing intricate challenges, the power of dissenting views holds more significance than ever before. By embracing alternative perspectives, organizations can make more informed decisions, drive innovation, and ensure long-term success. By including dissenting views, we can truly harness the power of diverse thinking and create a better and safer future for everyone.
Citations:
- Wikipedia contributors. (2024, March 10). Devil's advocate. Wikipedia. https://en.wikipedia.org/wiki/Devil%27s_advocate#:~:text=5%20External%20links-,Origin%20and%20history,the%20canonization%20of%20a%20candidate
- Woolley, A. (2021, October 1). The Tenth Man Rule - Principle Explained. Insight Before Action. https://insightbeforeaction.com/the-tenth-man-rule-principle-explained/
Shawn M. Galloway is the CEO of the global consultancy ProAct Safety. With over twenty years of experience in safety systems, strategy, culture, leadership, and employee engagement, he is a trusted advisor, keynote speaker, and expert witness. He is the author of several bestselling books and has multiple regular columns in leading magazines, with over 400 articles and 100 videos to his credit. He also created the first safety podcast, Safety Culture Excellence, with over 800 episodes.
As a leading and globally recognized expert on safety excellence, he has been interviewed and a guest on Bloomberg, Fox News, Dubai One, Sirius Business Radio, U.S. News & World Report, Wharton Business Daily, mainstream safety magazines, and almost every safety-related podcast.
Shawn's passion, dedication, and significant contributions to the safety field have been widely recognized. He has received numerous awards and accolades, including Global Safety Excellence Expert, Power 101 Leaders of the EHS World, Top 50 People Who Most Influenced EHS, Top 40 Rising Stars, and Top 11 Health and Safety Influencers. His influence is felt globally, and his status as an esteemed Avetta Distinguished Fellow and Advisor to Harvard Business Review further underscores his expertise and makes his perspectives highly sought after.
For more information, call (936) 273-8700 or email info@ProActSafety.com.
