Tension and disagreement are inevitable when discussing (investment) ideas and plans. They are essential for gaining new insights and perspectives and, if dealt with properly, often lead to better understanding (and, as a result, better decisions and outcomes). But there’s a difference between healthy and unhealthy conflict. Here are four ways to make conflicts productive.
Decisions in Conflict Resolution
Say it’s ok. Normalise disagreement. Tell them it’s expected and normal. Disagreement isn’t a threat—it’s a sign that people care enough to engage. In investment discussions, whether with clients, colleagues, or students, differing opinions are not only expected—they’re essential. Let your audience know upfront that tension is normal and even healthy. It’s through constructive friction that better ideas emerge. But just like in a boxing ring, the match needs rules. Set clear norms: debate the issue, not the individual.
Encourage respect for diverse perspectives, especially when emotions run high. When conflict surfaces, reframe it as a signal of active participation, not dysfunction. Remind everyone that the goal is mutual improvement, not victory—and that the best portfolios, strategies, and decisions often come from spirited, respectful debate.
Name positive tensions. Identify recurring tensions—like communication, personal style, details or big picture, speed vs. quality —and call them out when they appear. Instead of letting these tensions simmer beneath the surface, call them out and celebrate them. In your coaching or investment workshops, you might say, “We’ve got a great mix of thinkers here—some who zoom in, some who zoom out. Let’s use that.” By naming these dynamics, you depersonalize them and shift the narrative from conflict to complementarity. This helps participants see that tension isn’t a flaw—it’s a feature. It’s what allows you to balance competing priorities and build more robust strategies, whether you’re designing a portfolio or refining a business plan.
Depersonalize. Separate people from problems. Ask people to argue against their perspective to consider alternate ways of thinking. What would the middle ground look like? This exercise builds empathy, fosters open-mindedness, and reduces defensiveness during debates. Invite people to play devil’s advocate—argue against their own view, or explore what a compromise might look like. This isn’t just a mental exercise; it’s a way to build empathy and reduce defensiveness. By shifting the focus from “who’s right” to “what’s possible,” you create space for deeper understanding and smarter decisions.
Stay calm. Your reaction sets the tone. When conflict arises, model curiosity. Ask questions like, “What’s driving your concern?” or “What outcome are you hoping for?” This signals that it’s safe to speak up—even when opinions clash. A steady presence makes it safe for others to speak up. If tensions rise, gently steer the conversation back to shared goals. Your calm presence helps others regulate their own emotions. It’s not about suppressing disagreement—it’s about channeling it productively.
That said, tensions are inevitable and encouraging positive ones can create an environment where people feel safe to voice their opinions and ideas, leading to better decisions and results.
What do you think? Any opinions? Leave a comment!
