Culture of Dissent

Learning Objective

To familiarize outdoor leaders with the concept of Crew Resource Management (CRM) as an effective risk management framework for outdoor leadership.

What is a Crew Resource Management?

Crew Resource Management is a concept developed in the aviation industry after accident investigation revealed that rank difference often prevented subordinates from speaking up when hazards were noticed.

Crew Resource Management (CRM) is also used in other high-risk industries to enhance teamwork and decision-making among a group of individuals working together. It emphasizes effective communication, problem-solving, and leadership skills to ensure safer and more efficient operations.

CRM training equips crew members with the tools to recognize and address potential errors, manage conflicts, and maintain situational awareness, all while fostering a Culture of Dissent and mutual respect. By promoting collaboration and shared responsibility, CRM helps mitigate risks and enhance overall safety in complex, high-stress environments where teamwork and coordination are essential for success.

What is a Culture of Dissent?

A Culture of Dissent focusses on the importance of valuing and hearing all voices, irrespective of individual experience, skill level, or power dynamics. This fosters an environment between co-workers and within groups where diverse perspectives contribute to effective decision-making and risk management.

In a Culture of Dissent, all voices matter; when giving instructions or planning, it’s important to ask questions like “Does anybody else see anything I missed?” or “Are there any opinions we haven’t heard yet?” Promoting and nurturing a Culture of Dissent means not shutting down ideas you don’t agree with, but instead allowing them to be expressed and to take time to consider the input fairly. A helpful way to do this is to practice the Approach with Curiosity technique.

Approach with Curiosity

	Reiterate – Use Closed Loop Communication. Re-state the idea with your own words to help confirm that you understood them.
	Curiosity – When faced with statements or ideas that may initially seem counterintuitive or unfamiliar, ask yourself “why does it make sense that they said that?” This prompts a deeper exploration of the underlying reasoning. Use open-ended questions to dig deeper.
	Redirect or Amalgamate – If after consideration the idea is still not sound, redirect the idea. For example responding with “I can understand why you think that, but here is an issue you may not have considered” is a way to redirect an idea that may not be sound. Alternatively, consider amalgamating the ideas – incorporating the new idea into your own.
	Recognition – Show appreciation for the courage it took to speak up, and any insight that was presented to encourage it in the future.

By encouraging and promoting the use of the 5 Steps for Assertive Communication (explored in the next chapter) within your team, you create an a productive Culture of Dissent and an environment where any member of the team can speak up to raise concerns.

Healthy Controversy

When engaging in a Culture of Dissent, it is inevitable that differences of opinion will arise. Healthy Controversy refers to a constructive and productive exchange of differing opinions on a subject or issue. It involves a respectful and open dialogue where individuals or groups engage in debates, discussions, or arguments with the aim of seeking a deeper understanding, reaching informed conclusions, or finding common ground.

Unlike “unhealthy controversy,” which reflects the desire for power or self gratification, healthy controversy encourages critical thinking and prioritizes civility and cooperation – ultimately fostering as innovation, problem-solving, and improved decision-making.

Setting the stage for Healthy Controversy involves a few elements:

1. Freedom of Expression: Individuals should feel free to express their opinions without fear of reprisal or judgment. This freedom encourages open and honest communication.
2. Willingness to Understand Opposing Views: Participants must demonstrate a genuine willingness to understand and appreciate opposing viewpoints. This involves actively listening, considering alternative perspectives, and recognizing the value in diverse opinions.
3. Perception of Usefulness: Healthy Controversy thrives when individuals perceive opposing views as useful and constructive. Rather than viewing differences as obstacles, participants should see them as opportunities for growth, learning, and improved decision-making.
4. Openness to Challenge: Participants need to be open to being challenged by other group members. This requires a humility and openness to the idea that one’s own perspective may be incomplete or could benefit from the insights of others.
5. Respect for Valid Information: Healthy Controversy involves being willing to be challenged by valid information. 

By promoting these conditions, leaders can create an environment where Healthy Controversy becomes a catalyst for innovation, problem-solving, and improved decision-making. This approach aligns with the principles of effective communication, collaboration, and risk management in outdoor leadership contexts.

Where this fits

It’s important to consider how a Culture of Dissent fits within the overall Risk Management Framework.

Fostering and encouraging a Culture of Dissent plays a pivotal role in communication and contributes to the development of Shared Mental Modeling within a team.

By integrating Healthy Controversy into the team culture, we can strengthen Closed Loop Communication. Closed Loop Communication. It fosters an environment where concerns are addressed openly, communication is effective, and joint solutions are created.

Effective verbal and non-verbal communication is critical to Practice Vigilance & Ongoing Situational Awareness.

Communicating openly about your capacity to complete the tasks at hand, asking for what you need, and asking for help without shame, is practicing good Workload Management.

References

(2021, November 25). Crew Resource Management (CRM). Skylbrary. Retrieved September 8, 2023, from https://skybrary.aero/articles/crew-resource-management-crm

Cullen, E. (2023, March 15). How to Ask Open-Ended Questions: 20 Examples. Mentimeter. Retrieved November 28, 2023, from https://www.mentimeter.com/blog/stand-out-get-ahead/how-to-create-open-ended-questions