Bob McKenzie will be speaking at the Executive Transition Assistance Program Class for the Navy Retirees on Monday and Tuesday, April 3 and 4.

The Annual Constangy, Brooks & Smith Labor Law Seminar entitled “Major League HR – No Hits, No Runs , No Errors” will be held on Thursday, April 6, 2006 from 8:30 to 5:00.  Click here for more information.

McKenzieHR will be participating in the St. Johns County Business Expo to be held the World Golf Village in St. Augustine on April 19th and 20th.  We hope to see you there


For no charge you have the opportunity to ask human resources related questions of Bob McKenzie, President of McKenzieHR

To ASK Bob click here


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Agreeing to Disagree or Avoiding the Subject

A few weeks ago, a number of executives were holding their regular update meeting and quite often the phrase, “Well, I guess we can just agree to disagree.” was used.  This phrase – “agreeing to disagree” ended all conversation regarding issues of great importance to the organization.  When the phrase was used, all discussion regarding the disagreement stopped and the executives went on to the next subject.  Inevitably, there was quite a bit of debate on the next issue only to have the same result.  When the executives had trouble deciding upon the resolution of the problem, they agreed to disagree on that topic as well.  Besides agreeing to disagree, nothing was accomplished at this meeting.  What a waste of time, energy and a lot of money. 

In the spirit of trying to cooperate, many organizations are moving to a more comfortable work environment.  The thought process here is by developing more harmonious relationships with co-workers, the entire organization will be more productive.  On the other hand, if real issues are discussed without coming to a solution, then the conversation is worthless and moving forward is impossible. 

Harmonious relationships with co-workers are VERY important, but so is the resolution of complex issues.  These are not mutually exclusive terms.  Complex business issues can be resolved without a fight.  The issues discussed at the meeting noted above affected the entire business.  What happened was that the executives discussing them were more concerned about their own turf than they were about what was best for the business.  One of the issues was a matter of conflicting goals between the marketing and operations executives. Another involved the difficulty in finding new employees.  A third involved a substantial investment in a new product line.  None of the issues were resolved.  Instead, the issues were tabled and everyone went away disappointed, but the harmonious relationships were maintained.  Or were they? 

The marketing executive left with a smile on the outside but frustrated at the lack of progress.  The operations executive went back to his work area and complained to his senior staff member about never getting anything accomplished at the regular meetings.  The human resources executive went to his office and shut his door to steam for a while.  The CFO stayed in the meeting room by herself to ponder her future with the company. 

Agreeing to disagree is just another term for avoiding the issue.  What this company’s executives did in the example above was agree to do nothing.  This is a very disagreeable solution.  Make sure your organization has a culture of solving problems before they get out of hand.

February 2006 -
Happy Valentine's Day
January 2006 -
Be a Talent Magnet and a Talent Utilizer
December 2005 -
End of the Year Things to Be Thankful For
October 2005 -
Have the Candidates Recruit You
September 2005 -
Business Dress – A Very Important Career Decision
August 2005 -
Set the Foundation, Communicate Expectations and Get Out of the Way
July 2005 -
New Hire - Potential Superstar or Potential Lawsuit - You Decide
June 2005 -
Discrimination Charges - Should You be Concerned?
May2005 -
Negating the Nattering Nabobs of Negativism
April 2005 -
Are You Ready for the Minimum Wage Backlash?
March 2005 -
Employee Retention - Harness the Energy of Your New Hires
February 2005 -
The Wage and Hour Division is Keeping Enforcement Promises
January 2005 -
Effective Performance Management Systems Are A Competitive Advantage