PushPress Operating Tenet #10: Disagree & Commit

The thin line between passionate belief and ego attachment separates great operators from everyone else.

Estimated read time: 4 minutes

TLDR: Fight hard during the debate, commit fully after the decision. Beware of passive-aggressive "commitment" that secretly undermines execution. Teams that align completely after disagreement outperform those stuck in endless debate or half-hearted implementation.

Constructive confrontation followed by clear decisions and unified action is the essence of effective leadership
— Andy Grove

Recap: Why Operating Tenets Matter More Than Core Values

Yesterday, I broke down why adaptability is essential to business survival. Today, we're tackling what might be the most counterintuitive but important tenet of all: Disagree & Commit.

If you missed the start of this series, quick reminder: At PushPress, we ditched fluffy "core values" for actionable operating tenets that guide real decisions and behaviors.

What "Disagree & Commit" Actually Means

Here's our definition:

In a diverse environment, differing perspectives are expected and valued. We challenge ideas with respect, using facts and logic to drive better decisions. Once a path is chosen, we align fully and execute with speed and conviction.

In simple terms: Have a well researched opinion (or shut up), fight like hell during the decision-making process, but once the decision is made, everyone rows in the same direction—even if it wasn't your preferred path.

How We Practice This At PushPress

Every quarter during roadmap planning, this tenet gets tested:

• Customer service fights for fixing pain points

• Sales pushes for features that would close deals

• R&D champions technical innovations

• Everyone brings data and passion

But we can only build so much in 90 days.

After the debate, we make the call. And here's where it matters: everyone owns the final roadmap 100% - even the parts they initially fought against.

The Three Phases of Healthy Disagreement

1. Open Debate

• Come prepared with research, not gut feelings

• Hold strong opinions, loosely (be passionate but willing to change)

• Challenge ideas, not people

• Never attach your ideas to your worth. (connecting your ideas and the acceptance of them to your ego is a killer to being able to commit)

2. Decision Point

• All points are considered on its merits.

• Objectivity should be kept towards key decision components:

  • Cost of decision (people, money, time)

  • Impact of decision

  • Notice, these decision points should align with Urgency and Impact

• A decision is made and the rationale is explained

3. Execution

• Everyone commits fully. Period.

  • No passive-aggressive undermining

  • No "I told you so" if problems arise

This Isn't About Silencing Dissent

Let's be clear: this tenet isn't about suppressing different viewpoints or creating yes-men.

It’s actually the opposite - to give space for those viewpoints to surface and be evaluated on the merit of the idea alone.

Obviously, the more well researched the project is, and the better the champion can communicate, the more likely it is to be adopted. (Tenet #14: Drive Clarity, Focus & Context)

By separating debate from execution, we get the best of both worlds: diverse thinking during planning, unified action during implementation.

How Gym Owners Can Apply This

I've seen countless gym businesses get stuck in decision limbo:

• Ownership is split deciding if they want to raise rates

• The coaches argue over the best programming

• The front desk staff is split on how to handle the latest complaint

The result? Debate and inaction. Or someone takes action and the “loser” in the argument stews as their ego takes over.

All of those things create headwind in your business. Something you should be optimizing against.

Start small:

• Create clear debate windows for important decisions

• Make the decision point explicit ("We've heard everyone, here's the direction")

• Hold people accountable for fully supporting decisions, even if they initially disagreed

• Celebrate team members who model this behavior

Example: If you decide to change your programming approach despite some coach reservations, those coaches should still enthusiastically sell and support the new direction with members. No eye-rolling, no undermining comments.

The Biggest Pitfall: Passive Resistance

Passive aggressive “commital” is actually in our human nature, and must be rooted out at the source. Our ego will drive us to naturally disagree with (and even root against) ideas that conflict with our own.

I say it often, but cognitive dissonance is a bitch - don’t let it sabotage you.

There are the phrases I listen closely for:

• “I told her that…”

• “No one listened to me about…”

• "I'll try, but..."

• "That wasn't my decision..."

• "We'll see how it goes..."

These small resistances add up to major execution failures.

The Bottom Line

Businesses that can debate vigorously but align completely will outperform those stuck in consensus hell or plagued by half-hearted execution.

For your gym, this means faster adaptation, clearer direction for members, and a team that acts as a unified force rather than competing factions.

---

Tomorrow's post: "Build & Elevate The Best Teams" - How the best leaders ruthlessly level up their team (regardless if they manage it)