I always grappled with if we can state our workplace as being inclusive if that space isn’t safe for all voices to be heard. Thoughts? 

Workplace conflict is inevitable. How we handle it, however, can significantly impact our productivity, job satisfaction, and overall well-being. Let’s face it, disagreement can be uncomfortable. It can feel awkward, even risky. But as we’ve explored the five conflict resolution strategies, we’ve seen that healthy conflict can actually be a powerful tool for growth and innovation.

Thinking back to the initial introduction of this blog series, Embracing Diversity, Fostering Inclusion: A Journey Towards Collaborative Workplaces, the scenario of having that initial enthusiasm for a new role quickly became tempered by the reality of a less-than-ideal work environment brought challenges of a lack of open dialogue and an inability to constructively disagree. At times, it seemed like everyone became grasped by a strong fear of voicing their perspectives or even became paralyzed in where to begin to challenge the status quo. I found myself wondering, where was leadership in all this? To me, leaders set the tone, and in this scenario unfortunately I found it being set for a culture of avoidance and passive-aggressive behavior. For example, as the leader dismissed dissenting opinions or shut down conversations, he/she created a climate of fear. Another example is when the leader failed to model effective conflict resolution resulting in a stifling environment. Luckily a great colleague shared Dr. Brad Brenner’s work, The Psychology of Cancel Culture: Impact on Mental Health (October 29, 2024), that offered relatable information about the phenomenon of ‘cancel culture toxic’. This is where the creation of an environment of toxicity causes people to hesitate in expressing themselves or in advocating for themself for the fear of being ostracized. For me, the golden nugget within the reading was in how Dr. Brenner emphasized the fostering of an environment where mistakes become opportunities for growth and learning rather than catalysts for exclusion and division. This shift in thinking and doing has to start some where and in my case, embracing disagreement is just the place. Read on to better understand how I was able to flip my understanding of disagreements in the workplace through the lens of embracing diversity and fostering inclusion. 

Embracing Diversity, Fostering Inclusion: A Journey Towards Collaborative Workplaces

So, why should we embrace disagreement?

1. Encouraging Critical Thinking and Challenging Assumptions: Disagreement forces us to think critically and question our own assumptions. It encourages us to explore different perspectives and find innovative solutions.

Where to start?

Open Dialogue: Create a safe space where team members feel comfortable sharing their ideas, even if they differ from the majority opinion. Being an introvert, I found this one to be a bit draining and give myself the freedom to set limits in how long to engage in open dialogue. 

Active Listening: Pay attention to others’ perspectives, even if you disagree with them. This is where my qualitative researcher self rose to the occasion. I really started approaching each opportunity for dialogue as if it were a data collection for a research project on triggers and taxonomies of embracing diversity and fostering inclusion. 

Seek First to Understand: Try to understand the underlying reasons for someone’s point of view before responding. For me, I had to always engage in a way where I wasn’t making assumptions about the intentions behind what was being shared or done but balancing my approach to the assumption of always believing everyone is bringing the best version of themself to the dialogue to how that assumption is building a false hope. 

Focus on the Issue, Not the Person: Keep the conversation focused on the problem, not on personal attacks. I use the language frame of, “what I believe I heard you say was. . .” keeping to facts heard rather than giving energy to what could be personal jabs or unprofessional behaviors that say more about the person themselves than the solution oriented approach to the issue. 

Keep your eye on the prize. By encouraging critical thinking and challenging assumptions, our changed approach to disagreements improves our own full potential as well as that of our teams in creating a collaborative, productive, psychologically safe work space.

1. Leading to Better Decision-Making and Problem-Solving: When we disagree, we’re more likely to consider all sides of an issue and make more informed decisions.

Where to start?

• Encourage Diverse Perspectives: Actively seek out and listen to different viewpoints. Create opportunities for individuals from diverse backgrounds to share their insights. When this isn’t on offer in the current team dynamics, make it on offer by bringing in context from readings or other resources. 
• Promote Psychological Safety: Foster a culture where people feel comfortable sharing their ideas, even if they are unconventional or unpopular. Having norms for agreements on prior to beginning the work keeps the focus on making decisions and solving the problems. I always find including the norm of not having to be in love with the outcome but being willing to leave the room and not sabotage the outcome in the broader environment. 
• Practice Active Listening: Give full attention to the speaker, avoid interrupting, and ask clarifying questions. Paying attention can be difficult when one speaker goes on and on or several people interrupt. I often create a “focus” game in my head where I take key words that relate to the original purpose and tally the presence of those words in what’s being said. If time passes and I have the tally marks aren’t increasing, it’s time to politely interrupt and request clarity on how the current conversation is related to the original purpose. 
• Embrace Constructive Criticism: View feedback as an opportunity for growth and improvement. When at a conference with John Hattie, I was introduced to the concept of taking feedback and using it to feedforward. This removes some of the sting that can be felt in the delivery and offer an opportunity for true reflection. It’s all about self-growth. 
• Foster Empathy: Try to understand the perspectives of others, even if you don’t agree with them. I find empathy to be the cornerstone of fostering a truly inclusive and collaborative workplace. When I strive to understand and value diverse perspectives, it can break down barriers, build up relationships and bring harmony to the work environment. Sometimes it’s a work in progress but the harmony it brings me helps me to leave the negativity with that person rather than taking it on for myself.

Keep your eye on the prize. Our focus on better decision making and problem solving can foster our own full potential as well as that of our teams and drive a collaborative, productive, psychologically safe work space.

1. Fostering a Culture of Innovation and Creativity: A culture of open debate and disagreement can lead to more creative and innovative ideas.

Where to start?

• Create a Safe Space: Establish a psychologically safe environment where team members feel comfortable sharing ideas, even if they are unconventional. This can look different for everyone in the room so honor what is real for others even if it isn’t an essential for you to feel safe.
• Encourage Diverse Thinking: Actively seek out and listen to diverse perspectives. I always look to the quietest person in the room and seek out their contributions. They never cease to surprise the entire group with a provocative take on the discussion. 
• Promote Open Communication: Encourage open and honest communication, and actively listen to others’ ideas. I am known for my transparency and so it often takes me by surprise when I am confronted with a team member where you have to decipher the true message of what they are saying. Always verify and don’t assume. If people are not transparent, learn from it and always stay in your integrity. 
• Celebrate Failure: Create a culture where failure is seen as a learning opportunity, not a personal setback. A colleague once shared with me the importance of how celebrating our failures openly builds a foundation for authentically agreeing to disagree. They taught me to avoid being sarcastic but that by really naming my part in the failure and how it helped me grow. They also taught me that at the times when I was too thick in the weeds of the failure to recognize its benefits that it’s totally appropriate to be authentic in that too. This really helped me to recognize and acknowledge the successes of others rather than becoming competitive or jealous which is a great gift for innovation and creativity. 

Keep your eye on the prize. In embracing these practices, we can unlock our own full potential as well as that of our teams and drive a collaborative, productive, psychologically safe work space.

Let’s ditch the fear of disagreement and embrace it as an opportunity for growth and improvement. By understanding the nuances of conflict resolution and practicing healthy communication, we can create a more dynamic, innovative, fulfilling and inclusive work environment.

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