I had a coworker introduce me to The Five Dysfunctions of a Team[0] as a useful tool for framing problems with team dynamics.
It's easy to draw parallels between what's described and those dysfunctions. In case you're not familiar, this framework by Patrick Lencioni outlines five obstacles that can mess up a team’s flow: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
Particularly relevant to this situation:
> Fear of conflict: seeking artificial harmony over constructive passionate debate
Just to warn you though, there is a tradeoff. You can also just act like an asshole and cite a culture of toxic positivity if people take issue with your behavior. The key is collaborate, productive focus on the outcomes with the other human beings involved in the endeavor.
It's easy to draw parallels between what's described and those dysfunctions. In case you're not familiar, this framework by Patrick Lencioni outlines five obstacles that can mess up a team’s flow: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
Particularly relevant to this situation: > Fear of conflict: seeking artificial harmony over constructive passionate debate
Just to warn you though, there is a tradeoff. You can also just act like an asshole and cite a culture of toxic positivity if people take issue with your behavior. The key is collaborate, productive focus on the outcomes with the other human beings involved in the endeavor.
[0] https://en.wikipedia.org/wiki/The_Five_Dysfunctions_of_a_Tea...