Disagree Without Derailing: How Two Pillars of Paint It Red Can Transform Employee Conflicts
Disagreements
in the workplace are inevitable. Whether it’s about strategy, performance, or
expectations, conflict can either create progress. The difference lies not in
the disagreement itself, but in how leaders handle it.
I’ve
seen firsthand how overcomplication and ego can turn a simple misalignment into
a full-blown disaster. But when we apply two core decision-making pillars of
the Paint It Red Philosophy we get a clearer, calmer way to resolve tension
without losing trust or traction.
Control Bias and the Rake Theory
1.
Control Bias: Focus on What You Can Actually Influence
In
any disagreement with an employee, it’s tempting to focus on what they’re not
doing. Attitude, tone, follow-through, etc. But the Control Bias teaches us to
first ground ourselves in what we can control: our response and our
expectations.
Let’s
say an employee is pushing back on a new process. Instead of trying to change
their mindset immediately (which is outside your control), focus on what you
can influence:
- Have
I clearly communicated the “why”?
- Am
I reacting emotionally, or responding with purpose?
- What
decision or action is mine to make right now?
When
leaders attempt to control what’s outside their domain they create unnecessary
tension. By focusing inward, we simplify the situation and become more
effective problem solvers.
2.
The Rake Theory: Don’t Step on Your Own Traps
The
Rake Theory is about the self-inflicted obstacles we repeatedly trip over. Often without realizing it. In disagreements,
one common rake is avoiding the conversation entirely. Hoping it will blow
over. Another is approaching the conversation with blame instead of curiosity,
which escalates the conflict.
Ask
yourself:
- Am
I procrastinating on giving this feedback because I’m uncomfortable?
- Have
I had this exact issue with this employee before?
- Is
my frustration caused by something I haven’t been willing to address
directly?
These
are the rakes. And every time you step on one you invite more conflict. The
solution isn’t more meetings or policies. It’s removing the rake by having the
direct, honest conversation you’ve been putting off.
Final
Thought
Disagreements
don’t need to be avoided. They need to be navigated. Paint It Red isn’t
about making things easier, it’s about making them clearer. When you apply the Control
Bias and The Rake Theory, you take two huge steps toward becoming the kind of
leader who doesn’t just manage conflict. But transforms it into momentum.
Chris Ortiz. Creator of the Paint It Red Philosophy. Click Here
Author of the upcoming book: Same Problems, Same Opportunities-Why Leadership Still Matters. Productivity Press. 2026
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