i enjoy work assignments with simple challenges agree or disagree

• SUGGESTED TOPICS
• The Magazine
• Newsletters
• Managing Yourself
• Managing Teams
• Work-life Balance
• The Big Idea
• Data & Visuals
• Reading Lists
• Case Selections
• HBR Learning
• Topic Feeds
• Account Settings
• Email Preferences

Why We Should Be Disagreeing More at Work

Conflict is normal and healthy.

Disagreements are an inevitable, normal, and healthy part of relating to other people. There is no such thing as a conflict-free work environment. And you shouldn’t want to work in one. Disagreements – when managed well – have lots of positive outcomes, such as better work products, opportunities to learn and grow, better relationships, and a more inclusive work environment. To reap these benefits, you have to get over any fear you have of conflict. Start by letting go of wanting to be liked. Instead of trying to increase your likability, focus on respect, both giving it and earning it. Don’t think of disagreement as unkind. Most people are willing to hear a different perspective if you share it respectfully. You might also try to emulate someone who is comfortable with conflict. If you’re not yet good at dealing with tense conversations, try on the persona of someone who is. Whichever tactic you decide to try, practice in small doses. Be direct in a low-stakes conversation and see what happens, for example. Chances are it will go better than you expect.

When I worked as a management consultant, I had a client that I thought of as difficult. Let’s call her Marguerite. She and I didn’t see eye to eye on much. I disagreed with the direction she was taking our project, the people she chose to involve, and the pace at which she thought we should do our work ( why did she need to go so slow? ). But because she was the client, and I was just starting out in my career, I didn’t think it was my place to openly disagree with her. Instead, I forwarded every email she sent me to one of my colleagues and complained about how Marguerite was making bad decisions and not heeding my vague, and likely passive-aggressive, suggestions that we try different approaches.

• Amy Gallo is a contributing editor at Harvard Business Review, cohost of the Women at Work podcast , and the author of two books: Getting Along: How to Work with Anyone (Even Difficult People) and the HBR Guide to Dealing with Conflict . She writes and speaks about workplace dynamics. Watch her TEDx talk on conflict and follow her on LinkedIn . amyegallo

Partner Center

• Topics Administrative Support Training Business Writing/Advertising Customer Service Finance and Accounting Human Resources/OSHA Management and Supervisory Microsoft Excel and Office Applications Personal Development/Communication Project and Time Management Social Media View All
• In-Person Events
• Virtual Seminars
• Group Training About Group Training Who We Are Learning Experience Platform Courses Methodology Modalities Industries Reviews Contact Us
• SkillPath Unlimited
• Group Training
• On-Demand Library
• Free Resources

When Great Minds Don't Think Alike: How to Respectfully Disagree at Work

Brenda Smyth, Supervisor of Content Creation

Mar 29, 2023

Think about the last time you didn’t agree with something at work—a new procedure, the handling of a client, changes to a product or service. Great minds … don’t always think alike. And there’s nothing wrong with disagreeing.

The trouble with disagreement comes when we choose to: 1. Not voice our concerns, 2. Voice our concerns in ways that damage our work relationships, or 3. Not be receptive to disagreement from others.

Several years in the publishing industry taught me a lot about disagreement, compromise and relationships. Magazine page counts, color signatures, ad placement and many other variables go into getting a publication to press. Salespeople push for prime spots for advertisers, bonus distribution, anything to keep their treasured advertisers happy. Journalists push to keep their articles objective—happy to write on controversial topics that keep readers intrigued, not so happy to include advertiser’s “puff” information. And designers want “pretty” and readable—lots of white space and wide margins (often things that use up precious space). Depending on his or her job, each person on the team had a different vision of what the ideal issue looked like. Disagreement was an ingredient in each issue.

Margaret Heffernan, a former CEO and speaker, suggests that we “dare to disagree … that we care enough to create conflict” … that we encourage people to challenge our own ideas and that through this process we come up with better results.

But, disagreeing shouldn’t include angry outbursts, demands and put-downs. There is a right way to raise your concerns at work without damaging relationships. And there is a right way to encourage and appreciate this openness in others.

Here’s advice for both disagreeing and allowing for disagreement. (Some of these tips work in either situation.)

Boost your communication skills, when you register now for How to Communicate with Tact, Professionalism and Diplomacy , a live, virtual seminar.

How to respectfully disagree at work:

• Keep emotions in check. Pause, stay calm and keep your tone neutral.
• Don’t make it personal. Steer clear of inflammatory language such as “you” phrases, which can sound like an attack. Also, keep your statements fact-based rather than showing judgment, e.g., try “that information is wrong” vs. “that’s a stupid way to look at it.”
• Listen carefully and ask questions so you fully understand the issue . Demonstrate this understanding by repeating what the other person said.
• Speak only on behalf of yourself , rather than using the word “we.” Colleagues may not share your opinion and the person you’re speaking with may feel like a group is ganging up on him or her.
• Look for points of agreement and point them out (even if it’s only the outcome)
• When possible, pick the right time and place to disagree. Be careful when you choose to disagree in a highly public situation. If you make the person you’re disagreeing with look bad, they’ll be less receptive.
• Peter Khoury for magnetspeaking.com suggests structuring your disagreement using a PREP model ( Pause, Respect, Express (without “but”) and Pause ). Examples of the respect portion of this model include using phrases such as: “I see what you’re saying,” “I agree with part of what you’re saying,” or “I might see this differently because I have different experiences.” Then practice expressing your point without using the word “but.”
• Don’t use the phrase “I understand, but …” It’s so overused that it’s come to mean “I don’t really care what you think”
• Make a case for your argument by explaining it clearly. Don’t assume your solution is obvious.
• Keep your differences private.  If you’re disagreeing with a colleague, don’t spend time badmouthing him or her. Find a solution privately.
• Pick your battles carefully , so when you do choose to disagree you’ll be listened to

How to handle it when someone disagrees with you:

• Acknowledge the disagreement and seek to understand it rather than brushing it aside (even if it wasn’t presented well)
• Remember that conflict is normal and healthy . When team members feel safe enough to disagree with one another (or the boss), organization’s win. Decisions are made with information from everyone involved.
• Assume good or neutral intent. “Assuming ill motives almost instantly cuts us off from truly understanding why someone does and believes as they do,” suggests Megan Phelps-Rober for ideas.ted.com. 
• Stay open-minded and work to understand the other person’s viewpoint. That means asking open-ended questions (what, why, how) to learn more and listening completely to the answers. Be curious.

When people of varying backgrounds and experiences come together in the workplace, there’s bound to be disagreement. Organizations benefit from these unique perspectives when we talk and listen well to those around us, even when we disagree.

Brenda Smyth  is supervisor of content creator at SkillPath. Drawing from 20-plus years of business and management experience, her writings have appeared on  Forbes.com ,  Entrepreneur.com  and  Training Industry Magazine .

Since 1989, SkillPath has provided strategic and innovative training solutions to companies and businesspeople around the world. Let us customize one of our many  live, virtual seminars  for your group or organization, or find out more about our  employee learning platform , the SkillPath LXP.

Browse by Category

• Administrative Support Training
• Business Writing/Advertising
• Customer Service
• Finance and Accounting
• Human Resources/OSHA
• Management and Supervisory
• Microsoft Excel and Office Applications
• Personal Development/Communication
• Project and Time Management
• Sales Training
• Social Media

Get the latest insights delivered straight to your inbox

Sign up for our email newsletters and stay connected to the best training strategies for improving your career skills and strengthening your personal brand that today’s professionals need for success.

SkillPath may use cookies to help us personalize your browsing experience, eliminate the need to fill out forms multiple times and enhance your Web site experience and the ease in which we can interact with you and your past activity and purchases. Terms of Use/Privacy Policy

We love meeting people like you who make professional development a top priority. We look forward to sharing our expertise with you!

Prepare and energize your team with the perfect learning experience. Let’s connect!

Complete the form below for a brief 15-minute introductory call with one of our expert learning and development consultants.

You are using an out-of-date browser. For an optimal browsing experience, we recommend upgrading to the latest version of Internet Explorer , Google Chrome , or Safari .

Mindful communication

The smart way to disagree at work

By Kasey Fleisher Hickey

Constructive conversations at work are often wrecked by emotion, despite our best efforts. When decision-making is driven more by your emotion than reason, the very best ideas can get lost, the outcome is less productive, and detrimental to your office relationships.

Today, emotional awareness is standard subject matter in many schools and the importance of self-awareness is core to developing better relationships with everyone from our parents to our teammates . Our bodies are wired to react immediately to our limbic brain (the hippocampus and amygdala, where core emotions start), but in a team dynamic we need to buffer in reaction and reflection time. You’ll have to train yourself to develop this sort of self-awareness and patience, but once it becomes ingrained in how you operate, you’ll realize that you’ll have more open, honest, and productive conversations with your teammates.

Take out the emotion of ‘I’m right, you’re wrong, I disagree’

Knowing that you both possess different data sets can help you manifest a conversation that stems from a place of curiosity, as opposed to disagreement.

The first step to having an intellectually honest conversation is to recognize the person you are talking to as an intellectual peer. Regardless of your relationship, it’s important to take into account that they bring their unique experiences and knowledge to the table. Knowing that you both possess different data sets can help you manifest a conversation that stems from a place of curiosity, as opposed to disagreement.

Over the course of any conversation, you’ll want to remain curious about why someone has a different point of view than you: they’ve thought of something you haven’t thought of, or maybe they haven’t yet been introduced to your information.

Setting yourself up for success

It takes up to six seconds for our automatic emotional reactions, to be felt, processed and controlled. In those six seconds, you might get mad, raise your voice, or change your facial expression or body position; in that window, you’re not really in control.

When you’re at work, being aware of the reality that you’re going to have an emotional response before an intellectual one will help you recognize the trigger point, and help you identify what to do next. An important part of the interaction is to work on processing the emotional response while still maintaining the intellectual conversation.

Here are a few techniques that have worked for us:

• Remind yourself that if you bring only your Amygdala into the meeting, you will fail.
• Pause before you speak. Take a break. Allow the emotional response to pass through you silently, as opposed to verbally.
• Think about the pursuit: a passionate, intellectual honesty and your challenge (your emotional response). When you’re ready, return to the conversation more aware of the ultimate goal.

Outcomes and goals

Often, our disagreements stem from our worldviews on an outcome so it’s crucial to get on the same page with a teammate about the ultimate goals you may be arguing about. Reframe your disagreements:

• Decide on a starting point: figure out what you both agree is true.
• Examine what you think is right: ask yourself what you think they’re right about and what you think you’re right about. Start with questions like, “What’s working? What’s not working?” Maybe you’re both on the same page about the outcome, but the strategy you’re taking differs. Lay out all the information you know about your strategy and listen to theirs so you both have equal data points moving forward.
• Stay committed: the more you’re able to have these sorts of honest conversations, the better you’ll be at removing emotion and focusing on the outcome.

Managers: Creating an environment for open conversation

Most of us are only slightly biased but when pushed to our edges in a two-party dialogue we find polarization.

When there’s no space to disagree, every divergence in opinion that arises on the team is painful. If you’re a manager, create a dedicated space for conversation. 1-1 meetings on a weekly or bi-weekly basis are a great way to talk with reports and teammates about worries, goals, and frustrations.

Generally speaking, the things everyone agrees on tend to be known, but the ideas at the edges — the ones that often push us to think out of the box and try new things, to succeed and to fail — that can cause disagreements. Pushing ourselves to a space where judgment is required helps move our organizations forward and build character in individuals. Everyone should be able to effectively operate in that space, but it’s not easy.

Most of us are only slightly biased but when pushed to our edges in a two-party dialogue we find polarization; we defend our points with more fervor and move further and further apart. If you’re a manager, be mindful of creating a feedback loop with your employees — explicitly state that you’re hearing them, or invite a third person to observe the polarization and help bring balance to the conversation.

Agreeing to disagree

Not having self-awareness can prove to be a blind spot for both managers and individual contributors. The work you put into this practice will help you tremendously not only throughout your career, but in your life.

To remain open, continually understand the goals of your goals, and revisit them regularly. Managers should understand shared goals of their team, as it’s the foundation of their work. If you’re not a manager, don’t shy away from the opportunity to bring your point to the table, especially if you believe you possess knowledge your manager may not.

Disagreements at work can be a healthy way to question goals and strategies, and to push both yourself and your organization to try new things. But not every disagreement has to be resolved. As long as both individuals keep thinking about the data points, revisit goals, and try new things, progress is being made.

More Issues

Special Edition

How technology can be a lever for achieving your company mission

By Zöe Desroches

In this interview, Dr. Andrey Ostrovksy discusses how technology transformed Concerted Care Group into a thriving, impactful business focused on achieving its mission: ending the opioid epidemic in the United States.

Inclusion starts on day one: 10 ways to build an inclusive onboarding experience

By Sonja Gittens-Ottley

There are many ways to build an inclusive onboarding process, from the company level to the team and individual level. Here are a few ways you can make employees feel like they belong from day one.

How to coach teammates: A key responsibility of effective leaders

By Justin Rosenstein & Carly Schwartz

Coaching is key to helping your team accomplish its goals. Asana co-founder Justin Rosenstein shares advice on effectively coaching teammates in 3 areas: problem solving, goal setting, and performance improvement.

Send this to a friend

• A Beginner’s Guide to IELTS
• Common Grammar Mistakes [for IELTS Writing Candidates]

Writing Correction Service

• Free IELTS Resources
• Practice Speaking Test

Select Page

How to Write “Agree or Disagree” Essays for IELTS

Posted by David S. Wills | Jan 15, 2021 | IELTS Tips , Writing | 1

There are various types of essay that you may be asked to write in task 2 of the IELTS writing test, but one of the most common ones is the “agree or disagree” question. This will provide some kind of statement and then ask you whether (or to what extent) you agree or disagree.

In this article, I will tell you everything you need to know about writing an agree or disagree essay .

What is an “Agree or Disagree” IELTS Question?

There are various kinds of questions in IELTS writing task 2, and one of them is called “agree or disagree” because that is precisely what you are asked to do. The question will normally contain those words although there are slight variations:

• Do you agree or disagree?
• To what extent do you agree or disagree?

This question will follow a statement and your task is to give your reaction to that statement. As long as you can understand the precise nature of the statement, this question is quite to understand.

Note that some people would call this an “opinion essay” but I would disagree with that label. Whilst it is certainly a type of opinion essay, there are other question types that require your opinion, so this is a problematic label. Here’s my guide to opinion essays.

How Should I Answer an “Agree or Disagree” Question?

The important thing about this sort of IELTS question is that you answer the question directly . In other words, you should state whether you agree , disagree , or neither agree nor disagree .

Some people wonder whether it is possible to give a balanced answer and others seem to think that you must always give a balanced answer, but the truth is simple:

You can agree, disagree, or neither agree nor disagree. Any of these is acceptable.

Just pay attention to the exact wording of the question. If it asks “to what extent…?” then you should clearly state the extent to which you agree/disagree:

• Completely agree
• Partially agree
• Neither agree nor disagree
• Partially disagree
• Completely disagree

If it just says “Do you agree or disagree?” then you don’t necessarily need to give the degree and you could just say “I agree” or “I disagree.” However, it is better to provide more explanation and detail.

If you want a more in-depth discussion of the issue of balanced answers, you can read this article .

Structuring “Agree or Disagree” Essays

Some kinds of IELTS essay are easy to structure. For example, “ Discuss both views ” and “ Advantages and disadvantages ” questions can easily be answered with a predictable four-paragraph structure. However, “agree or disagree” questions require a little more thought. Sometimes it can be a little difficult to find the right structure.

Generally, I recommend writing four or five paragraphs and preferably just four. As such, here are two possibilities for structuring your “agree or disagree” essay:

As you can tell, the second structure is more complicated and thus there is more scope for mistakes in terms of Task Response or Coherence and Cohesion . However, if you do this right it can provide a more interesting and developed answer.

In any case, the important thing to know is that your structure should be coherent and logical. Your reader should never feel confused. If you make a plan before writing, this will really help you to stay on topic and deliver your views effectively.

Let’s look at an example:

Some people argue that the government should give every unemployed person a mobile phone and should make sure they have access to the Internet. They believe this is the best way of using public money to reduce the problem of unemployment. To what extent do you agree or disagree?

To answer this question, I would firstly decide the extent to which I agree or disagree. I disagree that it is the best use of public money, so I would structure my essay thusly:

Now let’s look at how I would write that essay:

Sample Band 9 Answer

It has been suggested that governments should give jobless people phones and internet access to alleviate the unemployment problem. This essay will argue that, whilst this may be a good idea, it is certainly not the best way of using public money to solve the problem.

To begin with, it could be seen as a positive step to give unemployed people phones and internet access. This would certainly help improve their lives in a small way and may give them the ability to hunt down job leads. However, it is not a guaranteed method of finding employment. For one thing, phones are severely limited in comparison with computers, which would be far more useful for jobseekers. A computer is more appropriate for writing CVs and scrolling through lists of adverts. As such, perhaps public funds would be better spent on computers rather than phones.

In addition, the idea of just giving unemployed people technology in order to solve their problems seems a little wishful. The fact is that most people have phones and internet access in 2021, suggesting that this is not what prevents them from finding work. Perhaps the money would be better spent on job fairs, counselling, benefits, or even investment in local businesses to spur the hiring process. Indeed, whilst none of these is a perfect solution, they all seem rather more realistic and preferential than buying thousands of phones and internet contracts.

In conclusion, while it may be a good idea to give all jobless people a phone and internet access, it is almost certainly not the best use of public funds in terms of tackling unemployment.

Language for Agreeing and Disagreeing

Once you have figured out the structure for your essay, you need to have the right language to accurately and effectively express your ideas. Most of the grammar and vocabulary you need will be dependent upon the topic , but there are some useful words and phrases to know for all “agree or disagree” essays.

Giving Purpose and Position

In your introduction, you need to clearly state your position vis-à-vis the question. You can also state what you will do in this essay.

Here are some great phrases:

This essay will…

To avoid being overly personal or informal, you can speak as though your essay is writing itself. This might seem a little strange, but it is perfectly normal. It is a great idea to use this for the overview section of your introduction to say “This essay will argue that…” or “This essay will agree with the idea that…”

Alternatively, you can include yourself:

In this essay, I will…

The use of the personal pronoun is a little informal but these questions are directly asking for your opinion and so there is nothing really wrong with it. This is a good way of stating your intentions clearly from the offset.

Just be careful to avoid redundant phrasing here, like “In my opinion, I think that…” It is not necessary to say both “In my opinion” and “I think” because they both express the same basic meaning.

It is also worth making sure that you completely understand how to use the words “agree” and “disagree.” This probably sounds very easy, but many people make mistakes. I have a full article on it here .

One of the biggest mistakes is saying, “I agree to the idea.” Instead, you need to say “I agree with the idea.” The preposition here is a huge difference and completely changes the meaning of “agree.”

Language for Structuring your Ideas

You can use some cohesive devices when explaining your ideas but be careful not to over-use them and make sure that each one is used accurately. For example, the phrases “On the one hand” and “On the other hand” are really useful here but many people make mistakes by saying “On one hand” or “One the other hand.”

You can also use words like “Firstly” and “Finally” to order your ideas but remember that having every sentence start with the same sort of word sounds repetitive, so don’t use these too much.

Some other useful phrases are:

The first reason why I think/believe that [summarise view] is…”

In this case, we are directly communicating to the reader that this is the first (and therefore most important) reason to support our opinion. To remove the personal pronoun, simply change to:

The first reason why [summarise view] is…

Here are two examples:

• The first reason why I think that families should take care of their elderly relatives is that it allows more freedom for the individual.
• The first reason why families should take care of their elderly relatives is that it allows more freedom for the individual.

Should You Totally Avoid Personal Pronouns?

For IELTS, some people say that you should always avoid personal pronouns but other people suggest that they are acceptable. It is true that they are acceptable because some questions directly ask for your opinion and experiences. However, it is also true that an advanced writer can answer these questions without personal pronouns, thereby increasing the level of formality .

Take a look at this question:

Rich countries often give money to poorer countries, but it does not solve poverty. Therefore, developed countries should give other types of help to the poor countries rather than financial aid. To what extent do you agree or disagree?

It is clearly asking for your personal opinion, so it would be fine to say “I think…” or “I believe…” However, we could definitely answer it in a more detached, formal sense.

To give my opinion, I will say:

this essay will argue that giving money is not simply enough and that more nuanced, long-term solutions are necessary

Later, in the conclusion, I will use similar language to affirm my view:

whilst it may seem reasonable to donate money to poor countries, it would be far better to help them through education

Here is the full essay:

The topic of international aid is incredibly controversial and there are no simple solutions. However, this essay will argue that giving money is not simply enough and that more nuanced, long-term solutions are necessary.

To begin with, it is important to acknowledge that poor countries need some form of aid and that money is better than nothing. Wealthy countries give vast sums of money, but there are numerous problems that emerge. Firstly, this money usually has strings attached, meaning that the poor countries often end up owing favours or debts, which exacerbates their problems. Secondly, poor countries are typically poor because of endemic corruption, and money donated is usually embezzled immediately after receipt. As such, giving money is understandable but problematic, and other forms of aid are thus preferable.

Nowadays, many people realise that it is better to provide poor countries with the means to help themselves. This can be done in various ways, including education. As such, perhaps the best way to help these nations is to provide them with teachers and educational facilities. This can allow them to raise a generation of intelligent, motivated people who will shape the future. It can clearly be seen that the education of women is of particular importance, as this lowers the fertility rate, further stopping other problems that contribute to poverty. Therefore, the education of young women should be made a top priority.

In conclusion, whilst it may seem reasonable to donate money to poor countries, it would be far better to help them through education.

Writing an essay for an IELTS “agree or disagree” question is probably a little more difficult than writing one for other question types. However, it is not much more difficult and if you follow the advice above, you can definitely create a wonderful essay that will get a high score. Just remember to answer the question directly and also to use appropriate language throughout.

About The Author

David S. Wills

David S. Wills is the author of Scientologist! William S. Burroughs and the 'Weird Cult' and the founder/editor of Beatdom literary journal. He lives and works in rural Cambodia and loves to travel. He has worked as an IELTS tutor since 2010, has completed both TEFL and CELTA courses, and has a certificate from Cambridge for Teaching Writing. David has worked in many different countries, and for several years designed a writing course for the University of Worcester. In 2018, he wrote the popular IELTS handbook, Grammar for IELTS Writing and he has since written two other books about IELTS. His other IELTS website is called IELTS Teaching.

Related Posts

The 6 Best Books for Studying IELTS

May 7, 2017

How to Use Numbers for IELTS

May 18, 2020

Improve your English listening skills with podcasts

April 24, 2016

How to Describe Tables for IELTS Writing Task 1

May 24, 2021

thanks for such great help.

Leave a reply Cancel reply

Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed .

Download my IELTS Books

Recent Posts

• How to Improve your IELTS Writing Score
• Past Simple vs Past Perfect
• Complex Sentences
• How to Score Band 9 [Video Lesson]
• Taxing Fast Food: Model IELTS Essay

Recent Comments

• Francisca on Adverb Clauses: A Comprehensive Guide
• Mariam on IELTS Writing Task 2: Two-Part Questions
• abdelhadi skini on Subordinating Conjunction vs Conjunctive Adverb
• David S. Wills on How to Describe Tables for IELTS Writing Task 1
• anonymous on How to Describe Tables for IELTS Writing Task 1
• Lesson Plans
• Model Essays
• TED Video Lessons
• Weekly Roundup

• Business Skills
• Personal Development
• Leadership and Management
• Most Popular
• For your Business
• Mind Tools Store
• About Mind Tools Content
• Member Stories

• Business Operations and Process Management
• Strategy Tools
• Customer Service
• Business Ethics and Values
• Handling Information and Data
• Project Management
• Knowledge Management
• Self-Development and Goal Setting
• Time Management
• Presentation Skills
• Learning Skills
• Career Skills
• Communication Skills
• Negotiation, Persuasion and Influence
• Working With Others
• Difficult Conversations
• Creativity Tools
• Self-Management
• Work-Life Balance
• Stress Management and Well-Being
• Coaching and Mentoring
• Change Management
• Team Management
• Managing Conflict
• Delegation and Empowerment
• Performance Management
• Leadership Skills
• Developing Your Team
• Talent Management
• Problem Solving
• Decision Making

• How it works
• For business

Sign-up to our newsletter

Subscribing to the Mind Tools newsletter will keep you up-to-date with our latest updates and newest resources.

How to Cope With Team Disagreements – Your Top Tips

#MTtips , Stress , Team Management

Depend on Disagreements

Your people will get into disagreements – it would be weird if they didn't! They all have their own ways of doing things, plus a unique mix of experiences and skills. With so many different values, goals, and personalities, there's no way they'll always see eye-to-eye.

If you're lucky, they'll "agree to disagree." But from time to time, they're bound to make their feelings known – maybe very loudly!

And, if you're a manager, coping with disagreements can take up a significant slice of your time. Research shows that people in management positions spend 20-40 percent of their working week coping with conflict, in one form or another.

If you deal with disagreements well, they can actually be good for business. As Craig Runde and Tim Flanagan say in their book, " Becoming a Conflict Competent Leader ," differences of opinion give you a great chance to identify problems, try out different approaches, and put effective solutions in place.

Some organizations take this a step further and actively promote disruptiveness. For example, in Twitter's early days, the company employed several anarchists. According to a  Business Insider report , they stood up in sit-down meetings, and sat down in stand-up ones! They likely annoyed their co-workers, but they were part of a rebellious spirit that propelled the business toward its current success.

For most of us, however, disagreements are a difficult aspect of working life. And if managers handle them badly – or worse, don't deal with them at all – they can cause significant damage.

The Damages of Disagreement

The financial costs of unresolved conflict are high. One study into workplace conflict put the price at $359 billion annually – and that only covered the time spent dealing with it (on average, 2.8 hours a week for every employee in the U.S.). There are many other ways in which organizations can suffer.

Conflicts can hamper productivity and hold back progress. Unresolved issues can lead to stress, with knock-on effects on well-being, punctuality, and attendance at work.

A disagreement between two team members can quickly spread to others. Even if more people don't "weigh in" directly, most will pick up on the negative vibes, and the mood of the whole team can drop.

And if it gets so bad that people start quitting, the costs of recruitment and onboarding can skyrocket. Your reputation is also at serious risk if you're known for not handling conflict well.

Coping With Conflict

We wanted to hear your top tips for dealing with the disagreements that arise in your team.

On Facebook, Thorsten König emphasized the way that conflict can contribute to success – if it's managed well. He said, "Disagreements are, for me, actually the best chance for team improvement."

Thorsten also stressed the importance of an open approach. He recommended letting everyone know "that the issue has been solved and that the shared way forward is leading the team to better performance."

Ali Salari , replying via LinkedIn from Albany, California, agreed. He said, "Understand the situation, hearing both sides. Identify the differences, recognize common ground and work towards possible solutions."

Coming Together

Gourav Bais stressed the need to understand people's different points of view, while Iosif Gilca focused on finding the "real" reasons for their conflict. He said, "When a disagreement lasts longer than two minutes or so, most likely it is not the only disagreement that wasn't positively settled. Best practice in my case is: all parties sit down, discuss and solve this agreement first. Then solve all the others."

On LinkedIn, IT professional Maria Carrillo-Walther , from Calgary, Canada, pointed to good communication as the way to find "shared ground." She explained, "We all start a calm conversation until we reach a point where we can find a solution that works for everybody."

Michelle Marie's message was to "maintain professionalism." She advised, "Listen to your co-workers' ideas and express your own. Find common ground on what makes the most sense for the company."

And if someone else has a better idea for achieving your aims? According to Michelle, "you accept it and agree to move forward."

Yulin Wang , replied on Twitter from the U.K. and emphasized the power of compromise – even though that's often easier said than done! When people are in conflict about the way forward, Yulin's advice was to show them that they "share the same goal."

Personal Problems

Prakash , in Bengaluru, India, highlighted the dangers of personality clashes. He described conflicts caused by "internal politics," "ego," and "domination" by the people with the loudest voices. He said, "By careful observation, one can find an appropriate solution to bring into a single page."

And another of our Twitter followers, Lauren Dacruz , in Mauritius, felt that different personalities need to be taken into account when dealing with disagreements. "Find out the personality types," she said. That way, "the one who is leading the group knows the dynamics and how to handle each one."

Finally for now, Iosif Gilca , on Facebook, described his favorite way to help people move on, once their personal conflicts have been settled. "Shake hands," he suggested, "and go for a cup of coffee together."

Thank you to everyone who responded to our #MindToolsTips question. And whether you agree or disagree with the comments so far, there's still time to have your say, below!

4 comments on “How to Cope With Team Disagreements – Your Top Tips”

Ego, ego, ego... leave them at home when coming to work. Have conversations that clear assumptions about each other and explore how each team member compliments each other. Agree on ways to celebrate each other’s success and learn from mistakes. Recognize that sharing the vision of your unit/department/organization is one of the utmost importance. Remember a team is as strong as it’s weakest team member.

Thanks Eloise for sharing those thoughts. We can all benefit from being reminded of the importance to be clear with each other, celebrate our successes and that working together a team can surpass the capacities of the individual!

Midgie Mind Tools Team

Ego, by itself, denotes a person's self-esteem and unfortunately, perhaps unfairly, is taken to mean something negative, especially if the perception is that the person being labeled has an exaggerated sense of self-worth. I don't subscribe to leaving "ego at the door" as this goes against having high self-esteem. What I would encourage is to avoid being egocentric, which by it's very meaning one focuses on oneself. Acknowledging others' successes and goals, and recognizing that everyone is a valuable team member can go a long way.

Thanks Andrei for sharing your thoughts. I agree with you that there is a difference between having a solid sense of self-worth and an exaggerated one. One has a quiet confidence while the other actually lacks confidence and has the need to draw attention to themselves and all their things they are doing. When there are disagreements, a balance needs to be had.

Gain essential management and leadership skills

You may also like..., what's your story.

"A story never ends because it changes who we are, how we think, what we do. Its threads and impact continue to grow in ways we know, and don't know." - Yolandé Conradie

#MTtalk , Change Management , Stress

Accepting Praise – How to Own Your Achievements

There's a lot of advice on giving praise, but how can we accept it gracefully? Mind Tools' Assistant Content Editor, Alice Gledhill, explores why accepting praise can be so difficult.

Career Skills , Communication , Stress

Sleeping on the Job: Can Napping at Work Boost Performance?

When your eyelids are feeling a little heavy, you might be tempted to reach for the caffeine or simply power through to the end of the day. Instead, new research suggests that napping may well have been the answer all along.

Mental Health , Stress

FAQs | Contact Us | Privacy Policy | Cookie Policy | Terms and Conditions | Policies

How it works

Transform your enterprise with the scalable mindsets, skills, & behavior change that drive performance.

Explore how BetterUp connects to your core business systems.

We pair AI with the latest in human-centered coaching to drive powerful, lasting learning and behavior change.

Build leaders that accelerate team performance and engagement.

Unlock performance potential at scale with AI-powered curated growth journeys.

Build resilience, well-being and agility to drive performance across your entire enterprise.

Transform your business, starting with your sales leaders.

Unlock business impact from the top with executive coaching.

Foster a culture of inclusion and belonging.

Accelerate the performance and potential of your agencies and employees.

See how innovative organizations use BetterUp to build a thriving workforce.

Discover how BetterUp measurably impacts key business outcomes for organizations like yours.

A demo is the first step to transforming your business. Meet with us to develop a plan for attaining your goals.

• What is coaching?

Learn how 1:1 coaching works, who its for, and if it's right for you.

Accelerate your personal and professional growth with the expert guidance of a BetterUp Coach.

Types of Coaching

Navigate career transitions, accelerate your professional growth, and achieve your career goals with expert coaching.

Enhance your communication skills for better personal and professional relationships, with tailored coaching that focuses on your needs.

Find balance, resilience, and well-being in all areas of your life with holistic coaching designed to empower you.

Discover your perfect match : Take our 5-minute assessment and let us pair you with one of our top Coaches tailored just for you.

Research, expert insights, and resources to develop courageous leaders within your organization.

Best practices, research, and tools to fuel individual and business growth.

View on-demand BetterUp events and learn about upcoming live discussions.

The latest insights and ideas for building a high-performing workplace.

• BetterUp Briefing

The online magazine that helps you understand tomorrow's workforce trends, today.

Innovative research featured in peer-reviewed journals, press, and more.

Founded in 2022 to deepen the understanding of the intersection of well-being, purpose, and performance

We're on a mission to help everyone live with clarity, purpose, and passion.

Join us and create impactful change.

Read the buzz about BetterUp.

Meet the leadership that's passionate about empowering your workforce.

For Business

For Individuals

How to disagree at work without being obnoxious

Jump to section

What does healthy friction look like?

When should you speak up at work, how to disagree with someone at work.

Collaboration doesn’t always mean that everyone agrees. No matter how well you get along with your colleagues, there are bound to be times when you have a difference in opinion.

Not only is this perfectly normal, it’s also a great thing. Teams that work together benefit from productive conflict. Adam Grant says, “If two people always agree, it’s a sign that at least one of them isn’t thinking critically — or speaking candidly. Differences of opinion don't have to be threats. They can be opportunities to learn.”

Still, it can be nerve-wracking to speak up when you have a different opinion — especially when it seems like everyone else agrees with each other. Read on to learn how to disagree respectfully and productively at work.

What is a healthy disagreement? Wouldn’t it be better for everyone to just get along? 

In truth, you don’t have to choose one over the other. Healthy relationships — whether with family members or coworkers — mean that people can disagree and get along. The secret ingredient lies in how they communicate their disagreement .

Being able to disagree with your colleagues — and even your boss — is a sign of a psychologically safe workplace. Psychological safety is an important component of belonging. It means that people feel comfortable not just disagreeing, but collaborating, taking risks, and asking for help.

Most of us can easily spot an unhelpful disagreement or signs of a toxic workplace . But what does a productive dispute look like? Here are some signs:

• All the parties involved are calm and communicate respectfully
• There’s a tangible measure of goodwill and humor
• The conversation is about solutions, not problems
• No one is “taking sides”
• The conversation encourages deep thought
• People are engaged, not uncomfortable

It can be hard to know when you should step up and say something at work, especially if difficult conversations in the past haven’t been very productive. In worst-case scenarios, you may even feel like speaking up may put your job at risk.

If you’re in that type of work environment, you may find that you need to be very careful about how you bring up any form of disagreement. When workplaces are toxic, the tension often impedes conversation. A genuine concern may come out sounding like a challenge.

If that’s the case, consider bringing up your questions via email. It's a smart way to communicate when you're worried about how you'll come across. You’ll have a little more time to consider both your initial message and your responses. If your manager does take it as a personal attack , you’ll benefit from a paper trail.

However, if your workplace is open to communication, you shouldn’t have to worry about asking questions or bringing up your concerns. When I feel like the environment I’m in is receptive to feedback , I often find that speaking up is a matter of overcoming my own nerves. Usually, there’s a little inner voice that begins to speak up before I do. I’ve learned to trust that it has something valuable to say.

Why speak up?

When you share your thoughts, opinions, and concerns at work, you do much more than make yourself heard. Productive conflict has the following benefits:

• You open the floor for more ideas and viewpoints to be shared
• You voice a thought that someone else may have been too afraid to say
• You build a culture of psychological safety and respect
• You stand out (in a good way) to your leaders
• You may save the team money or time by avoiding pitfalls
• You build your confidence and self-trust

So how do you let someone know you don’t agree with them while keeping everyone calm? Here are some strategies on how to disagree respectfully without becoming “that person.”

1. Stay calm

It’s just business — but that doesn’t mean that workplace disagreements don’t often feel personal. If it’s a topic that you feel particularly passionate about (or a colleague you have a history of disagreements with), avoid bringing up your concerns in public. You may have an easier time (and be less likely to trigger pushback) if you schedule a time to talk with them privately. 

If you’re too upset to regulate your own feelings about it, take the time to write out your concerns beforehand. This can help you release some of the charge around your feelings (so they don’t come out when they’re not expected).

2. Check for understanding

Before you disagree with what’s being said, it’s a good idea to make sure you understand what they’re saying . Rephrase their idea for clarification. You may find that you misunderstood what they said, and that you’re actually on the same page.

If not, asking questions is a useful first step in opening a discussion. It can help create a foundation for you to challenge their point of view and gives context to your point.

Let’s look at an example:

Colleague: “I think we should aim to finish the project within a week.”

You could now interject in one of a few ways:

Option A: “A week? That’s not enough time. We already have a project due next week.”

Option B: “I have a question. Did you mean a week from now or a week after the project officially launches? I wouldn’t be able to start working on this until at least next week.”

With Option A, you risk putting your colleague on the defensive. Just as importantly, though, you don’t provide enough context for your point. That doesn’t mean that you have to throw the kitchen sink at them. But adding your concern helps to keep the conversation solution-oriented. Option B clearly states the concern, guiding the conversation towards a resolution.

3. Look at your intentions

What do you hope to get out of disagreeing? Your intentions should be clear. You might have a question, a new idea, or a concern about moving forward. When you’re clear on why you’re speaking up, the conversation stays positive and productive.

4. Reserve judgment

If your intentions are clear and you know why you’re disagreeing, you’re less likely to come across as judgemental or harsh. There are disagreements about ideas, and then there are disagreements between people. You don’t want to come off as if you’re attacking the person behind the idea.

One way to avoid this is to be mindful of the words you choose. Try not to use terms like “stupid,” “rushed,” or “silly.” Adjectives like these can be easily taken the wrong way. If you stick to a central point, you can make your counterargument without making enemies.

5. Get in their shoes

Most of us aren't raised with excellent confrontation skills . For most of us, differences in opinion often turned into name-calling, heated debate. By the time the conversation ended, you probably completely forgot what the main point was.

Know that if you're nervous about speaking up, it's likely that the other person feels the same way. Show respect for their perspective, their ideas, and the effort they put into presenting them. If you take a moment to look at the conversation from the other person's perspective, it will go a long way towards helping you find common ground .

Ways to disagree respectfully

• Check for understanding
• Look at your intentions
• Reserve judgment
• Get in their shoes

Disagreeing with your boss

Sharing a difference of opinion with a manager is the same, but with two important caveats. For one, the stakes will feel a lot higher. You’ll likely be nervous about possible negative repercussions. 

Don’t give into this. It’s rare that someone gets fired for politely disagreeing with a manager . If you’re really worried or the conversation needs more time, you can always ask for permission to disagree. Try saying, “I’m not sure that this plan is the right way to go, but I think I have a good alternative. Can I schedule some time to run it by you?”

The other caveat is that your boss has the power to veto you. You could present a thoughtful case that makes sense, and your manager could say “Great, but we’re still going to do it the other way.” 

At that point, there’s not much you can do. It’s really important, then, to revisit your original reasons for disagreeing. If you’ve clearly communicated your point, then it makes sense to move on. If you have concerns about how things will move forward, see if you can address those within the parameters of the original plan.

Let’s revisit our example from earlier:

Manager: “I think we should aim to finish the project within a week.”

Your response: “I have a question. Did you mean a week from now or a week after the project officially launches? I wouldn’t be able to start working on this until at least next week.”

Manager: “No, this is a higher priority. We should work on this first.”

Even though your manager just disagreed with you (and you with them!), you’re closer to a resolution. You can follow up — either immediately or later on — with new timelines for the projects at hand.

Bottom line

Disagreement is a normal part of any healthy relationship — and that’s not the same as conflict. Learning how to disagree respectful makes you a better communicator and a better leader.

It may be nerve-wracking, but if you’re clear on why you’re disagreeing and try not to take it personally, it’ll become second nature. You’ll know when — and how — to speak up, and your team will know they can trust you to say what needs to be said.

Elevate your communication skills

Unlock the power of clear and persuasive communication. Our coaches can guide you to build strong relationships and succeed in both personal and professional life.

Allaya Cooks-Campbell

With over 15 years of content experience, Allaya Cooks Campbell has written for outlets such as ScaryMommy, HRzone, and HuffPost. She holds a B.A. in Psychology and is a certified yoga instructor as well as a certified Integrative Wellness & Life Coach. Allaya is passionate about whole-person wellness, yoga, and mental health.

Getting a new manager? How to (stop panicking and) make the most of it

How to give kudos at work. try these 5 examples to show appreciation, what is lateral thinking 7 techniques to encourage creative ideas, the most important lessons i learned playing in the nfl, how to ask open-ended questions, how to make decisions like a multi-billion dollar corporation, self-management skills for a messy world, learn to let it go: how to deal with career disappointment, what will make or break your next role find out why teamwork matters, similar articles, can’t we all just get along a guide to conflict management styles, what the abilene paradox is and ways to minimize it, effective communication in relationships: 10 tips to improve it, how to become more assertive at work and in life (your ultimate guide), how to promote yourself without being annoying, finding common ground with anyone: a quick and easy guide, how to embrace constructive conflict, productive conflict isn’t bad, especially in the workplace, what to do when things get tense 7 tips to handle workplace conflict, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

3100 E 5th Street, Suite 350 Austin, TX 78702

• Platform Overview
• Integrations
• Powered by AI
• BetterUp Lead™
• BetterUp Manage™
• BetterUp Care®
• Sales Performance
• Diversity & Inclusion
• Case Studies
• Why BetterUp?
• About Coaching
• Find your Coach
• Career Coaching
• Communication Coaching
• Life Coaching
• News and Press
• Leadership Team
• Become a BetterUp Coach
• BetterUp Labs
• Center for Purpose & Performance
• Leadership Training
• Business Coaching
• Contact Support
• Contact Sales
• Privacy Policy
• Acceptable Use Policy
• Trust & Security
• Cookie Preferences

Free IELTS lessons signup

• Academic practice
• General practice
• Task 1 Academic
• Task 1 General
• Task 2 (essay)

IELTS agree or disagree essay - band 9 guide

This is a band 9 guide to writing agree/disagree essays in IELTS Writing. Agree or disagree essay questions are very common for IELTS Writing task 2 . This type of questions asks you to say whether you agree or disagree with a given statement and justify your opinion .

In this lesson you will see IELTS writing task 2 sample question + model answer and learn

• how to choose an opinion for agree/disagree question
• how to generate ideas
• how to give a band 9 answer for agree/disagree question

IELTS agree/disagree question sample

Let’s look at an example of IELTS writing task 2:

Big salary is much more important than job satisfaction.

Do you agree or disagree?

Provide relevant examples if necessary.

This is a classic example of agree or disagree question that you may get on IELTS Writing task 2.

You can watch our video tutorial on how to tackle agree/disagree questions in IELTS Writing:

Choose your opinion & generate ideas

Agree or disagree question asks you to clearly determine whether you agree or disagree with the statement. Unlike questions that ask you to what extent do you agree or disagree , this question asks you to have a super-clear opinion. After you’ve decided your opinion, generate 2-3 supporting points for it .

For the task above you have two possible options:

• You fully agree that big salary is more important than job satisfaction
• You completely disagree that big salary is more important than job satisfaction

 Now let’s generate supporting points for each of the opinions:

• Big salary is more important
• Having a job with a high salary makes people feel satisfied no matter what kind of job they do
• Money is essential for survival and good living
• Job satisfaction is more important
• Job satisfaction gives you a sense of fulfillment
• Doing what you like keeps you motivated and therefore leads to a career growth
• Money can’t buy happiness and it’s more pleasant to pursue what you’re interested in

For our essay, we’ll choose the second opinion.

Band 9 answer structure

After you’ve decided whether you agree or disagree and generated your supporting points, it’s time to start writing your essay.

There are a lot of ways to structure your essay, but we’ll use a structure that has been approved by many IELTS examiners to be high-scoring and coherent.

Band-9 essay structure :

Introduction

Body paragraph 1 - the 1st reason you agree/disagree

Body paragraph 2 - the 2nd reason you agree/disagree

Let’s take a look at each of these sections in detail.

Write your introduction in two sentences:

It is often argued that it is more advantageous to choose a job with high wage, even if it doesn't appeal to you at all.

I completely disagree with this opinion and think that job satisfaction is much more important than salary.

• Sentence 1 - state the first reason you agree/disagree .

First of all, I believe that job satisfaction gives people a sense of fulfillment that no money can guarantee.

To explain the reason effectively, you can imagine that your examiner has no knowledge of this subject at all and you have to explain every detail:

Even if someone is earning a high salary, but feels tensed and compromises with his conscience, this person won’t enjoy his life. While pursuing one’s interests will always bring pleasure and feeling of satisfaction.

For example, a lot of famous researchers made their career choices not because of appealing wages, but because they were passionate about science.

That’s why it’s more important to choose the kind of work that makes you happy than to look only at a high salary.

Secondly, doing what you like keeps you motivated and therefore leads to a career growth.

In other words, there is a strong relation between job satisfaction and productivity. People who love their jobs can easily excel in their fields of work and achieve better results than those, who put salary on the first place.

• Sentence 4 - support your idea with an example :

For instance, Henry Miller decided to leave his everyday job despite a good wage and ventured to become a writer. And after enduring years of ups and downs he became one of the most famous and well-paid authors of the twentieth century.

Thus, advantages of jobs that keep you satisfied outweigh the drawback of a low salary in a long-term perspective.

You can write the conclusion in one sentence that summarizes your opinion + 2 reasons for it :

To conclude, I strongly believe that job satisfaction is more beneficial than high salary because it makes people happy and motivated.

DO NOT write new ideas in the conclusion!

IELTS agree/disagree model answer

This is a full band-9 answer for IELTS agree or disagree question above:

It is often argued that it is more advantageous to choose a job with high wage, even if it doesn't appeal to you at all. I completely disagree with this opinion and think that job satisfaction is much more important than salary.

First of all, I believe that job satisfaction gives people a sense of fulfillment that no money can guarantee. Even if someone is earning a high salary, but feels tensed and compromises with his conscience, this person won’t enjoy his life. While pursuing one’s interests will always bring pleasure and feeling of satisfaction. For example, a lot of famous researchers made their career choices not because of appealing wages, but because they were passionate about science. That’s why it’s more important to choose the kind of work that makes you happy than to look only at a high salary.

Secondly, doing what you like keeps you motivated and therefore leads to a career growth. In other words, there is a strong relation between job satisfaction and productivity. People who love their jobs can easily excel in their fields of work and achieve better results than those, who put salary on the first place. For instance, Henry Miller decided to leave his everyday job despite a good wage and ventured to become a writer. And after enduring years of ups and downs he became one of the most famous and well-paid authors of the twentieth century. Thus, advantages of jobs that keep you satisfied outweigh the drawback of a low salary in a long-term perspective.

(277 words)

Using Agree or Disagree Questions as Icebreakers

As icebreakers and conversation starters, agree or disagree questions are an excellent way to make your Agile retrospective , brainstorming sessions, or any other type of meeting more engaging and cohesive.

They help to quickly get the group's collective opinion on a particular topic and can even spark interesting debates. Read on to learn more about why agree or disagree questions are such powerful tools.

What Are Agree or Disagree Questions?

When asking an agree or disagree question, the presenter poses a statement and then asks the group whether they agree or disagree with it. This type of question has become increasingly popular in scenarios such as Agile retrospectives and brainstorming sessions, where getting different perspectives is essential for achieving successful outcomes.

The beauty of these types of questions is their simplicity: they require minimal effort to answer, yet can still generate powerful insights into a particular topic. They also encourage engagement from all participants, even those who are typically reticent to voice their opinions.

Why do Groups Love Agree or Disagree Questions?

Just like "get to know you" icebreaker questions , agree or disagree questions can be a great way to quickly break the ice and get everyone in the room engaged without anyone feeling they’re being put on the spot.

Moreover, these questions are an efficient tool for gauging the group’s feelings on a particular issue. By asking each participant whether they agree or disagree with a statement, it's easy to assess the potential for consensus-building within the group, which amplifies your team’s collaboration . This helps inform discussion and decision-making during meetings by providing helpful insights into how people perceive certain topics. 

How to Create Your Own Agree or Disagree Questions

When formulating an agree or disagree question, the key is to make sure it's relevant and timely. Think about what topics would be most useful for your particular group and craft questions that will generate interesting discussions.

For example, if you're running a brainstorming session on improving your process during software development, you might ask something like: 

"Agree or disagree: We should invest in more automation tools to make our process faster and more efficient."

Use these basic templates to help start crafting your own statements:

1. [blank] is better than [blank].

2. It's better to [blank] than to [blank].

3. We should [blank] rather than [blank]. 

4. The best way to [blank] is by [blank]. 

5. We should focus our efforts on [blank].

6. [blank] is the best way to achieve our goal.

7.  It's more important to focus on [blank] than [blank]. 

8. [blank] is the best way to go about [blank].

9. [blank] should always be our priority.

10. We should invest in [blank].

These questions can help to spark interesting debates, encourage different perspectives, and generate productive outcomes. Make sure to note any areas of agreement or disagreement, as they can help inform future decisions.

You can also check our list of funny Would You Rather questions to give you more ideas.

Tips for Using Agree or Disagree Questions with Your Group

Keep in mind that these questions tend to be more challenging than simple icebreaker questions ; each one needs to be handled with care. Here are a few tips for facilitation that you can use to make sure your session runs smoothly: 

1. Give members time to think of their arguments: It's important to give each member enough time and space to think through their responses before they answer the question. This will help ensure that everyone has the opportunity to consider all sides of the argument before speaking up.

2. When debating, make sure only one person talks at a time: If there is lively debate during an agree or disagree session, it's essential that only one person speaks at any given moment (you can use a talking stick/prop to help with this). This will prevent the conversation from getting sidetracked or derailed by multiple people speaking at the same time. 

3. Reassure team members that there are no right or wrong answers: Agree or disagree questions don't have a definitive answer, so it's important to remind your group that everyone's opinion is valid and should be respected. After all, these sessions are meant to encourage open dialogue and collaboration, so have fun with them! 

120 Fun Agree or Disagree Questions

In addition to the template provided above, here are some fun icebreaker questions you can use to engage your group: 

Agree or Disagree Questions for Work

1. Working from home is more productive than working in the office. 

2. Meetings should be kept as short as possible. 

3. Teamwork makes the dream work! 

4. Success comes from hard work and dedication, not luck.

5. There is no such thing as a stupid question!  

Funny Agree or Disagree Questions

1. Cookies are better than cake! 

2. Cats make better pets than dogs. 

3. Bubble baths are the best way to relax after a long day. 

4. It's always 5 o'clock somewhere!  

5. 'Netflix and chill' is the perfect date night activity. 

Food & Drink Agree or Disagree Questions

1. Coffee is better than tea. 

2. Spicy food is the best kind of food. 

3. Wine pairs perfectly with every meal.  

4. Beer tastes better when it's shared with friends. 

5. Fast food isn't as bad as people make it out to be!  

TV & Cinema Agree or Disagree Questions 

1. The Marvel Cinematic Universe is the greatest movie franchise ever created! 

2. The Simpsons is the best-animated TV show of all time. 

3. Harry Potter is the definitive fantasy series. 

4. Star Trek > Star Wars. 

5. The Lord of the Rings trilogy should have been left as a standalone set of movies.

Sports Agree or Disagree Questions

1. Basketball is more exciting to watch than football. 

2. Soccer is the most popular sport in the world.  

3. Tennis is one of the most challenging sports to play. 

4. Golf is a sport that requires extreme patience and focus. 

5. Hockey is the best team sport!  

Agree or Disagree Questions for Software Development Teams

1. Automation tools are critical for achieving successful outcomes in software development projects. 

2. Adopting Agile processes helps teams become more efficient and productive.  

3. Continuous integration is key for successful software development. 

4. User feedback should always be taken into consideration during the development process.  

5. Investing in collaboration tools is essential for teams to work together effectively. 

How Can GoRetro Help?

Agree or disagree questions are an effective tool for quickly engaging a group and generating useful insights. They help create meaningful conversations, encourage team collaboration, and spark interesting debates. 

If you're looking to run your own remote team retrospectives or brainstorming sessions using these types of questions, GoRetro is the perfect platform for you. We provide Agile retrospectives templates that include pre-made agree or disagree questions for groups of all sizes. So why not give it a try? 

Sign up today and see how our powerful tools can help make your next meeting even more productive.

Featured Posts

Best questions to ask in your daily stand-up, what is continuous integration in scrum, what is agile cadence, the best sprint goal templates, refining norms for your scrum team, top post mortem questions to ask, about the author.

Highly experienced in leading multi-organizational teams, groups, in-shore as well as off-shore. The go-to person who is able to simplify the complex. An agile advocate, experienced in all common methodologies. Responsible for the entire software development lifecycle process from development, QA, DevOps, Automation to delivery including overall planning, direction, coordination, execution, implementation, control and completion. Drives execution, and communicates on status, risks, metrics, risk-mitigation and processes across R&D.

Related Posts

30 continuous improvement quotes to motivate your team, 70 team building questions your team will love, 120 funny would you rather icebreakers that your team will love, 100 holiday icebreakers, 20 team icebreaker memes, 100 this or that icebreaker questions, 1000+ icebreaker questions your team will appreciate, 60+ fun icebreaker games and activities, 50 virtual icebreakers to help you connect with your team, team collaboration.

Team collaboration is the process of working together to achieve a common goal. By working together you share ideas and solve problems to produce better outcomes.

Agile Mindset

An Agile mindset emphasizes speed, flexibility and collaboration. It's very common inside the software industry but it can be used for any kind of work.

Agile Software Development

Agile software development is an approach to software development in which self-organizing, cross-functional teams collaborate to optimize output. Category

Join thousands of companies

• Skip to main content
• Skip to primary sidebar
• Skip to footer
• QuestionPro

• Solutions Industries Gaming Automotive Sports and events Education Government Travel & Hospitality Financial Services Healthcare Cannabis Technology Use Case NPS+ Communities Audience Contactless surveys Mobile LivePolls Member Experience GDPR Positive People Science 360 Feedback Surveys
• Resources Blog eBooks Survey Templates Case Studies Training Help center

Home Surveys

Agree Disagree Questions: Definition, Crafting & Challenges

Have you ever wondered about the intricacies of opinions and attitudes, wishing there was a structured way to gauge and quantify them? Enter agree disagree questions – a powerful tool for surveys and research designed to unravel the complex tapestry of human perspectives.

Agree disagree questions are a specific type of survey item that prompts respondents to express their stance on various statements, using a Likert scale to convey the intensity of their agreement or disagreement. Whether knowing environmental concerns, software usability, team communication, training programs, or organizational policies, these questions quantitatively measure attitudes and opinions.

In this blog of agree disagree questions, we’ll journey through examples, guidelines for effective question crafting, and the challenges associated with this survey method. 

But fear not, for we won’t leave you hanging – we’ll also introduce you to QuestionPro, a survey and research platform that acts as a guiding light in the intricate process of setting up agree disagree questions.

What are the Agree Disagree Questions?

Agree disagree questions are a type of survey or questionnaire item that asks respondents to express their agreement or disagreement with a given statement. 

These questions are commonly used in research, market studies, and various surveys to measure attitudes, opinions, or beliefs. Respondents typically choose from a predefined set of response options, often presented on a Likert scale.

Here are some examples of agree disagree questions:

Statement: “I find the user interface of our new software easy to navigate.”

Response Options:

• Strongly Agree
• Strongly Disagree

Statement: “I feel satisfied with the level of communication within the team.”

Statement: “The company’s training programs adequately prepare employees for their roles.”

Statement: “I support the implementation of flexible work hours in our organization.”

Respondents choose the option that best reflects their agreement or disagreement with the statement. The Likert scale allows for a range of responses, from strong agreement to strong disagreement, with a neutral option in the middle. 

These questions provide a quantitative measure of respondents’ opinions, enabling researchers to analyze and interpret the data in a structured way.

The importance of practical conversation skills cannot be overstated, especially when addressing agree-disagree questions. Survey creators often probe diverse topics, ranging from the role of healthcare providers to the significance of one’s own funeral. 

Engaging in discussions on public pool hygiene or claiming that breakfast is the most important meal requires individuals to refrain from straight-lining their responses. This nuanced approach fosters better understanding and more thoughtful responses, ultimately contributing to the development of better students and informed perspectives.

How to Write Agree Disagree Questions

Writing practical agree disagree questions involves careful consideration of the statements, clarity, and potential biases. Here are some guidelines to help you write agree disagree questions:

1. Be Clear and Concise

State each question clearly and succinctly. Avoid using jargon or complex language that might confuse respondents. A clear statement ensures that respondents understand what they are asked to agree or disagree with.

2. Use Balanced Statements

Strive for balance in your statements. Present both sides of an issue in a fair and unbiased manner. This helps obtain responses that reflect genuine opinions rather than leading respondents towards a particular answer.

3. One Idea per Statement

Focus on one idea or concept per statement. Avoid combining multiple ideas into a single statement, as this can make it challenging for respondents to express their agreement or disagreement accurately.

4. Randomize Statement Order

If you have multiple agree disagree statements, consider randomizing their order. This helps prevent order effects, where the statement’s position may influence respondents in the questionnaire.

5. Use a Likert Scale

Include a Likert scale with response options that reflect varying degrees of agreement and disagreement. Standard options include “Strongly Agree,” “Agree,” “Neutral,” “Disagree,” and “Strongly Disagree.” This provides a structured way for respondents to express their opinions.

6. Pilot Test Your Questions

Conduct a pilot test with a small group of individuals before administering your survey research on a larger rating scale. This helps identify any potential issues with wording, clarity, or interpretation of the statements.

7. Review and Revise

Take the time to review and revise your agree disagree questions. Solicit feedback from colleagues or experts to ensure the questions are well-constructed and effectively capture the information you seek.

Challenges with Agree Disagree Questions

• Limited Response Options: Agree disagree questions provide a restricted set of response options, which might not capture the complexity of respondents’ views. Some individuals may prefer more nuanced choices.
• Response Bias: Respondents might exhibit response bias by consistently choosing either agree or disagree without carefully considering each statement. This could be due to social desirability or a need for more engagement with the content.
• Context Sensitivity: The interpretation of statements can be context-sensitive, leading to different responses based on individual understanding and personal experiences.
• Middle Response Option Usage: Respondents may choose the middle response option (neutral) to avoid making a clear decision, which can dilute the meaningfulness of the data.
• Limited Insight into Reasons: Agree disagree that questions need to provide insights into the reasons behind respondents’ choices. Additional open-ended questions may be necessary to gather more qualitative data.

How QuestionPro can help in Setting Agree Disagree Questions

QuestionPro is a survey and research platform that allows users to create, distribute, and analyze survey questions. QuestionPro provides features and functionalities to make the process easy and effective when setting up agree disagree questions. Here’s how QuestionPro can help:

• Question Types: QuestionPro offers a variety of question types, including multiple-choice, Likert scale, and matrix questions. You can use the Likert scale or a binary choice for agree disagree questions.
• Likert Scale Options: QuestionPro allows you to set up Likert scale questions with predefined response options if respondents want to express their agreement or disagreement on a scale. You can customize the scale based on the number of points you prefer.
• Binary Choices: You can use binary choices (Yes/No or agree disagree for a simple agree disagree question). This makes it easy for respondents to express their opinions without the complexity of a scale.
• Question Customization: Customize the appearance and wording of your agree disagree questions to ensure clarity and relevance. QuestionPro allows you to add instructions, change the question format, and include additional details.
• Survey Logic: Implement branching and skip logic based on respondents’ answer options to previous questions. This feature ensures that respondents only see questions relevant to their experiences or opinions, making the survey more engaging and efficient.
• Survey Distribution: Utilize QuestionPro to distribute your survey through various channels, such as email, social media, or embedded on a website. This flexibility ensures that you can reach your target audience easily.
• Data Analysis: Once your survey is complete, QuestionPro provides tools for analyzing the collected data. You can generate reports, charts, and graphs to interpret the responses to your agree disagree questions.
• Export Options: QuestionPro allows you to export survey data in various formats, such as Excel or CSV. This makes it convenient to analyze the data further using external tools or share it with stakeholders.
• Templates: QuestionPro offers survey templates that can be customized based on your specific needs. These templates often include pre-designed agree disagree questions that you can use or modify.

Agree disagree questions serve as a valuable instrument for researchers seeking to quantify opinions and attitudes. Crafting these questions effectively is an art that involves clarity, balance, and careful consideration of potential biases. 

Despite their effectiveness, agree-disagree questions come with challenges, such as limited response options, potential response bias, context sensitivity, and the tendency for respondents to choose neutral options. To overcome these challenges, it is essential to pilot test questions, review and revise them, and consider additional open-ended questions for deeper insights.

While challenges exist, leveraging advanced platforms like QuestionPro can significantly enhance the efficiency and reliability of the entire process. As we navigate the landscape of opinions and beliefs, agree-disagree questions remain a cornerstone in unraveling the intricate tapestry of human perspectives.

LEARN MORE         SIGN UP FREE

MORE LIKE THIS

What Are My Employees Really Thinking? The Power of Open-ended Survey Analysis

May 24, 2024

I Am Disconnected – Tuesday CX Thoughts

May 21, 2024

20 Best Customer Success Tools of 2024

May 20, 2024

AI-Based Services Buying Guide for Market Research (based on ESOMAR’s 20 Questions) 

Other categories.

• Academic Research
• Artificial Intelligence
• Assessments
• Brand Awareness
• Case Studies
• Communities
• Consumer Insights
• Customer effort score
• Customer Engagement
• Customer Experience
• Customer Loyalty
• Customer Research
• Customer Satisfaction
• Employee Benefits
• Employee Engagement
• Employee Retention
• Friday Five
• General Data Protection Regulation
• Insights Hub
• Life@QuestionPro
• Market Research
• Mobile diaries
• Mobile Surveys
• New Features
• Online Communities
• Question Types
• Questionnaire
• QuestionPro Products
• Release Notes
• Research Tools and Apps
• Revenue at Risk
• Survey Templates
• Training Tips
• Uncategorized
• Video Learning Series
• What’s Coming Up
• Workforce Intelligence

Agree to Disagree: Team Play Edition

Boost team dynamics and collaboration with agree to disagree: team play edition.

• Takes 60 minutes
• Average difficulty
• 4-16 participants

What is Agree to Disagree: Team Play Edition?

Agree to Disagree: Team Play Edition is a fun and engaging icebreaker activity that promotes teamwork and healthy competition. This activity is perfect for groups of all sizes and works well for team-building events, corporate workshops, training sessions, or any social gathering that needs a quick and easy icebreaker.

To play, the group is divided into teams, and each team is given a topic or question to debate. The goal is to have teams present their arguments in a convincing way to sway the judges and persuade them to agree with their opinion. However, the catch is that teams must also present and acknowledge counterarguments to their position, showing they can see the other side of the issue.

The objective of this game is to foster critical thinking, improve communication skills, and offer a good time to everyone involved. The game should be played to help bring individuals together by challenging them and creating a conversation that celebrates differences.

This game might not be suitable for debates that use political opinions or those that are highly sensitive. Sometimes, debates can be awkward and bring out biases that may ruin the atmosphere. On the other hand, when the game is played in a good spirit, it can be very great fun and conducive to creative thinking.

To make the game more enjoyable, try to keep the topics light while ensuring they are current and relevant to the participants. You can also set rules such as time limits for presentation and rebuttal as well as the number of points the judges will be awarding.

In conclusion, Agree to Disagree: Team Play Edition is a great way to get people thinking and talking about a variety of topics, while having fun in the process. Not only does it engage and challenge participants, but it also fosters teamwork and a sense of community among team members. So don't hesitate to introduce this activity at your next event or meeting and watch the fun unfold!

Back to top

How to play Agree to Disagree: Team Play Edition

• Gather the teams: Divide the players into two teams. It’s more fun if the teams are evenly balanced, so try to mix up the skill levels!
• Set up the game area: Find a space large enough for the teams to move around comfortably. You can play indoors or outdoors, just make sure there is enough room for everyone.
• Explain the rules: Tell the players that the goal of the game is to agree or disagree with a statement as a team. They should work together to come to a decision and have fun in the process!
• Choose a statement: Select a statement or question that encourages discussion. It could be related to a current topic or something random like, ‘Is pineapple an acceptable pizza topping?’
• Give the teams time to discuss: Allow each team a few minutes to talk among themselves and come up with their decision. Encourage them to listen to everyone’s opinion and try to reach a consensus.
• Reveal the decisions: Bring the teams back together and ask each team to share their decision: Agree or Disagree. It’s time to see if they reached a consensus or not!
• Discuss and explain: After listening to both teams’ decisions, give them a chance to explain their thought process and reasons behind their choice. This is where the real fun and friendly debates happen!
• Repeat with new statements: Continue the game by choosing new statements or questions and repeating steps 5 to 7. You can play for as long as you like, or until everyone has had their fill of friendly arguments!

Benefits of Agree to Disagree: Team Play Edition

• Improved communication skills: Playing this game can help improve communication skills in a fun and non-threatening way. It encourages players to actively listen to others' opinions and express their own in a respectful manner.
• Team bonding: Agree to Disagree: Team Play Edition is a great icebreaker game that encourages team bonding. It helps players get to know each other better and build stronger relationships.
• Enhanced problem-solving abilities: This icebreaker activity also helps enhance problem-solving abilities. Players are encouraged to think creatively and come up with solutions that satisfy everyone's needs.
• Increased empathy and understanding: Agree to Disagree: Team Play Edition promotes empathy and understanding of different perspectives. It helps players appreciate different viewpoints and understand why others might have a different opinion.
• Fun and engaging: Finally, the best thing about Agree to Disagree: Team Play Edition is that it is a fun and engaging game. It is a great way to break the ice and get players excited for the rest of the team-building activities.

Why I like Agree to Disagree: Team Play Edition

Reflection questions for agree to disagree: team play edition.

• What did you learn about your team members through Agree to Disagree? - This question prompts individuals to reflect on what they discovered about their team members during the activity. It allows for the team to share insights and understanding that was previously unknown.
• Did the Agree to Disagree activity change the way you view disagreements within the team? - This question encourages individuals to think about how the activity affected their perception of disagreements in the team. It allows for discussion about how the activity may have shifted the team's approach to disagreements.
• How did the Agree to Disagree activity promote teamwork? - This question prompts individuals to think about how Agree to Disagree helped to enhance the dynamics of the team and strengthen their collaboration. It encourages sharing of teamwork strategies that led to success during the activity.
• What was the most challenging aspect of Agree to Disagree and how did the team overcome it? - This question helps individuals to reflect on the obstacles that the team encountered during the activity and how they were able to work together to overcome them. It encourages the team to build on these skills for future challenges.
• How can the lessons learned from Agree to Disagree be applied to real-world team projects? - This question prompts individuals to think about how they can apply the skills and strategies learned from Agree to Disagree to their future team projects. It encourages creative thinking and applying new concepts to real-world situations.

Want customized activity suggestions? Try our Team Building Expert GPT !

About the author

Founder & Chief Icebreaker

I started Icebreaker Spot because I truly believe that strong connections are the foundation of successful teams. I wanted to create a platform that would make it easy for people to find and share icebreakers and team building activities, empowering them to build trust, foster collaboration, and ultimately, achieve greatness together.

Table of Contents

• How to play
• Why I like this activity
• Reflection questions

Activities you may also like

Keep the fun going with these similar activities.