WHERE THE BEST IDEAS WIN

Too many founders treat disagreement like it’s a threat to their company’s culture. They think challenging an idea will hurt feelings, break trust, or create conflict. But in a great company, that’s not how it works.

In fact, the strongest teams aren’t afraid of disagreement. They know how to surface issues, question assumptions, and pressure test ideas without making it personal. It’s all about separating the idea from the individual.

As founders, it’s our responsibility to model this kind of clarity. Because the reality is most bad ideas aren’t malicious. They’re just untested. And if we’re serious about building companies where trust and progress are built into the way we work, we need to create the systems and safety that allow disagreement to happen in a healthy way.

Read more in How Strong Teams Challenge Ideas, Not People.

So ask yourself this: Have we built a culture where it’s safe to say, "I see it differently"? Because if you haven’t, you’re not only avoiding conflict. You’re avoiding the clarity that can drive your company forward.

PERSPECTIVES

“Robust disagreement is the best way to test ideas and produce great outcomes." — Mark Cummins, Co-Founder of Pointy

MARK MY WORDS

I believe 95% of people are good 95% of the time. So when bad ideas show up, we shouldn’t jump to judgment. But we should respond.

As founders, we’re responsible for challenging ideas that don’t serve our companies. Not because we want to win the argument, but because we need to make sure the idea is going to take us where we want to go.

The best company cultures are really good at this. They create the kind of clarity and structure that makes disagreement feel useful, not personal. They make it safe to say, "Here’s where I disagree," And that safety becomes a competitive advantage.

TUNE IN

The EQ Gym: Emotional Intelligence in Action
I sat down with Theran Knighton-Fitt, Co-Founder of MyGrow, to talk about what they call the “EQ Gym” — a practical way to train emotional intelligence inside companies.

You’ll learn:

• Why most leadership training fails to create lasting change
• How emotional intelligence shapes culture and performance
• The difference between fixing systems and empowering people

[Watch Now]

ONE MORE FOR THE ROAD

In case you missed it, here’s more from Founder’s Framework:

Great Founders Choose Mastery

Being obsessed isn’t enough. In this blog, I unpack why mastery gives obsession its direction and how choosing discipline over talent changes everything.

[Read Now]

Because in strong cultures, ideas get knocked down — and that’s a good thing. What matters is whether your team feels safe enough to get back up and try again.

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Is Founder’s Framework helping you build, run, and scale better? A quick review helps me know what is hitting and what to sharpen.

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