How to accept healthy disagreement

It's contingent on leaders to make disagreement safe. But for most of us, disagreement doesn't feel great. So, managers, how do we get better at accepting healthy disagreement? A quick list of things I have to remind myself:

It's not an argument. If you're looking for an argument, that's what you'll find. If you're looking for better/different ideas, that's what you'll find. Those who are best at encouraging alternate viewpoints are typically the ones who are the most intellectually curious.

It's not about your ideas. Your job as a manager is not to have the best ideas, it is to cultivate the best ideas from your team, whether they are yours or not. Success is when the team has the best ideas, not you.

It's not about your short-term comfort. Disagreement is like physical therapy. It can be painful in the short term, but we do it to make ourselves stronger and better in the long term.

Changing your mind is good. It is a sign of growth. If you're concerned about being wrong, ask yourself: would you rather be wrong in the past or be wrong now?