Leading in the Midst of Differences
These days, leaders are increasingly facing expectations to respond to circumstances and situations occurring outside the work environment about which their employees and society have strong and differing opinions. No matter how or if they respond, many will be criticized, either for not doing enough or for doing too much.
These leaders recognize their teams represent a broad range and complexity of values and beliefs. At the same time, they understand the importance of their role in engaging the group to collaborate, support one another, and deliver results for their organizations.
So how can leaders create and support a positive work environment in the midst of such differences? By modeling the following behaviors:
- Make people feel safe – Safety and security is a basic human need (as in Maslow’s Hierarchy of Needs). Psychological safety includes ensuring employees understand that pressure of any kind to promote or align with certain perspectives is unacceptable in the workplace. Team leaders should not use their power and privilege to negatively impact team members whose personal views may not align with theirs. Encourage respect for everyone’s right to make personal choices and the need to acknowledge that differing points of view do exist.
- Bring people together – Identify and celebrate the things everyone can agree on. Encourage teams to talk about the beliefs they share. Frequently, colleagues share similar goals though they may have different approaches in reaching them. Certain terms may trigger negative emotional responses, so leaders should be mindful to think carefully about the words they use.
- Show them you care – What does that feel like? Acceptance. Belonging. We all have the same basic needs to be loved, included, and cared for. As a leader, take tangible steps to demonstrate that each person is valued. Create a nurturing environment that encourages professional growth and development.
- Respect their right to make their decisions – All of us will make good, better, best, or regrettable decisions in some area of life. We’ll typically only ask for advice from those we respect, and who respect us. Offering an unsolicited opinion, or shaming others for their decisions rarely has any positive effect. Instead, demonstrate appreciation and helpful ideals in your behavior.
- Get to know others as individuals – Like all of us, each person has strengths and weaknesses, hopes and fears, desires and dreams. Their beliefs and values are deeper than a particular topic. We all may differ on the surface. Take the time to sit down and share a meal, a cup of coffee, a walk down the hall. Build more personal relationships and forge connections by finding out what you have in common.
In the midst of this, each leader has their own values and beliefs about current events and world issues. Demonstrating these behaviors is not designed to minimize their own concerns. However, in the context of the work environment, supporting team members to accomplish their goals and deliver excellent value to customers is crucial to the success of the organization. Your ability to encourage team members to find common ground will set an example for others to follow.
The great leaders I have seen celebrated were recognized because they make people feel worthy, like they belong and are important no matter what their position is in the organization. Even great leaders who are trying to motivate team members to better performance do so in a caring way. They touch others’ hearts and see the good in them. They bring the best out of others. They support their team’s future. They see possibilities instead of limitations.
Embed this in your culture. Model behavior that accepts and values everyone.
Copyright 2024 Priscilla Archangel.
Photo by jacoblund from iStock.