I hear a lot of frustration caused by two people approaching the same task in different ways.
It often sounds like this: I start with the big picture; he starts with the details. I begin later; she starts sooner. The differences can feel inefficient, distracting, or simply wrong—especially when pressure is high and results matter.
Most of that frustration comes from a familiar vantage point: I do it right, they do it wrong.
But the truth is, most people are doing the best they can, using the approach that has worked for them in the past. What we interpret as “wrong” is often just different.
Before reacting, it’s worth pausing to ask a few simple questions:
- Is the other approach actually causing harm?
- Does it still produce a “good enough” result?
If the answer is no—if the work gets done and the outcome meets the bar—then the most productive move may be to acknowledge that there is more than one way to get there and move on.
In fact, the other approach might be doing something yours doesn’t. It may surface risks you wouldn’t see, challenge assumptions you take for granted, or help reduce a blind spot you didn’t know you had.
Doing things differently doesn’t automatically make them wrong. Often, it’s where learning—and better outcomes—begin.
Struggling with different working styles on your team?
What looks like friction may actually be useful information. I help leaders slow down, ask better questions, and create progress through alignment. Learn more about my executive and high-potential coaching approach.