Leadership in a Difficult Climate
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Panelists were Britta Wilson, Vice President, Inclusion Strategies at Pixar Animation Studios; Dr. Miguel Quinones, the O. Paul Corley Distinguished Chair of Organizational Behavior and Chairman of the Department of Management and Organizations at the Cox School of Business at Southern Methodist University; and Deborah Wilson Thomas, Vice President of Talent Management, Comcast.
Panelists told a rapt audience it’s best to expand their leadership skills during tough times like now when divisive political topics invade the workplace. Attendees were encouraged to do more listening and persuading.
Political discussions, once taboo at work, are more commonplace. It takes effort to make difficult conversations productive. One way is by having the skillset to understand the values that bind us, know where the fault lines exist, and possess the ability to respectfully disagree, panelists said.
“It’s an opportunity to learn, instead of defend,” said Wilson. Keep your composure with emotional intelligence and by understanding your triggers and those of the co-workers you engage.
Have "courageous conversations" as long as everyone understands the rules of engagement. But don’t let insults, snubs or outright hostility, which is a legal issue, slide, panelists said. Silence implies consent. And people are watching to see how you react.
“There is data that say when employees are in a hostile environment their performance is affected,” said Wilson. Your job performance is aligned with the company’s performance. “Take your data and say, ‘It is affecting the business,’ so you get other allies,” said Wilson.
Other strategies to deal with bias or differing views include:
Acknowledge bias exists.
Find teachable moments.
Speak up. Put the offender on notice if you feel unsafe or less valued at work.
Stop making assumptions. Not everyone thinks the way you do.
Select empathetic allies and sponsors. Make sure they understand what a micro aggression is and possess the courage to call out that behavior.
