1. Assign someone on your team to the role of “Devil’s Advocate” to ensure a critical eye.
2. Ask part of your group to think like the firm’s competitors (or customers or employees) in order to surface and expose flaws in a set of core assumptions.
3. Establish “ground rules” that will stimulate task-oriented disagreement — but minimize interpersonal conflict.
4. Keep the proceedings “transparent” by making decisions based on what goes on in the meeting and not behind-the-scenes maneuvering.
5. Make sure your team members represent a diversity of thinking styles, skill levels, and backgrounds. And if they don’t, invite people with various points of view to offer their perspectives.
6. Start out with a question and don’t voice an opinion. Once you’ve said, “Here’s what I’m thinking . . .” you have already influenced your team.
7. If you want honest feedback, then be the first person to admit mistakes.
8. Listen (really listen) to everyone’s ideas. Let people know that you value their input and are taking into consideration what they have to say.
9. Pay attention. It’s not enough to listen — you can do that while viewing text messages or pouring a cup of coffee. You also have to be perceived to be paying attention. That means you need to make sure your body language (eye contact, head nods, torso orientation, etc.) sends signals of inclusion.
10. Clearly state the behaviors you want during the discussion (constructive conflict) and as a result of the discussion (shared commitment to the outcome).
via http://www.forbes.com/sites/carolkinseygoman/2012/08/23/10-ways-to-get-people-to-disagree/
Utopia, you are standing in it! 
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