NEW YORK (AP) 鈥� There鈥檚 no easy way to bridge the political divides that have created rifts in communities, and friendships.
But workplace morale and productivity can take a hit when ideological differences are left to fester, affecting teamwork and feelings of mutual respect. Finding a safe space to process emotions while remaining civil can be a .
While with colleagues can be fortifying, the opposite also can be true when we disagree. Being exposed to strongly held beliefs that run counter to one鈥檚 own values can lead to people feeling mistreated or unsafe. This month's heightened those tensions.
鈥淭here was a lot of anxiety during this election, and in times of anxiety you need to create psychological safety in people,鈥� said Ron Gutman, an adjunct professor of leadership at Stanford University and the co-founder and co-CEO of health technology company Intrivo. 鈥淵ou need to create trust in people, to bring back the trust in each other.鈥�
Here are some tips from business leaders, psychologists and communication experts on how to navigate political conflicts in the workplace.
Practice humility
To cultivate a more peaceful working environment, executives, managers and employees can . That means seeing ourselves as equal and not superior to our colleagues and subordinates, and recognizing that all the right answers.
When we listen to others thoughtfully and relinquish a reflexive belief in our own infallibility, it allows us to remain open to new ideas and perspectives, said Inclusivv CEO Jenn Graham, whose organization creates structured dialogues around social and political issues for corporate clients.
鈥淲e can say something like, 鈥業 haven鈥檛 heard of that or thought of that before. Thank you for sharing,鈥欌�� Graham said. 鈥淎nd that simple act of 鈥榯hank you for sharing,鈥� with gratitude and humility combined, creates a reciprocity for that brave space, for that psychological safety. And that鈥檚 what we need to foster more than ever.鈥�
To cultivate a humble mindset, think about why you might be wrong, and consider that the opposite of what you believe might be true, said Jake Telkamp, an assistant professor at Augusta University in Georgia. 鈥淲e are really good at seeking out information that supports our beliefs, and then we scrutinize evidence that challenges our beliefs,鈥� he said.
Find your supporters and know your rights
In some situations, a more guarded approach is warranted. If political talk feels like a personal attack, you may need to find allies who can help you process what you鈥檙e hearing and feeling.
For example, when a comedian opened a campaign rally for President-elect Donald Trump last month by as a 鈥渇loating island of garbage,鈥� many people were deeply upset, said psychologist Alfiee Breland-Noble, founder of The AAKOMA Project, a nonprofit organization focused on empowering youth and young adults of color and people who face sexism and homophobia.
The same was true after Black teenagers and adults received text messages this month telling them they were she said.
鈥淭here鈥檚 been a lot of sadness around, why isn鈥檛 anybody publicly telling these people, 'You can鈥檛 say these things about people who come from my community?鈥欌�� Breland-Noble said.
People feel like are on the line, and are asking, 鈥淲here do I go with this struggle that I鈥檓 having? Because people who look like me nationally, we all feel like we鈥檙e under attack,鈥� she said.
Breland-Noble encourages employees who by political discourse to identify colleagues to confide in, to check workplace policies for on unacceptable speech and behavior, and to consider speaking with a trusted supervisor about what they鈥檙e experiencing.
鈥淭here is a lot that we can learn from how people have over time managed having a marginalized identity and being in the workplace because you have a plethora of people around you who are dealing with this stuff literally every day,鈥� Breland-Noble said.
Also check your employer鈥檚 social media policy. In many states, workers can be fired for posting political beliefs online, said Brad Kelley, a shareholder who represents employers at the law firm Littler.
Look for common ground
When attempting to , one way to foster a peaceful resolution is to seek .
In the structured conversations she leads, Graham encourages participants to begin by listening to and acknowledging what the other person is saying. Repeat it back. Honor their emotions. Then you can share your perspective, and in the process you may find similarities, she said.
鈥淲hen you鈥檙e looking for common ground, you鈥檙e ideally looking for a shared value," Graham said. It could be as simple as recognizing 鈥渨e both have a need for and a desire for (fill in the) blank.鈥�
a happier, healthier, more prosperous country, but the disagreement often lies in how to best get there, Telkamp said. Acknowledging shared goals can help de-escalate tension.
鈥淧eople on the left and the right are disliking, distrusting, and generally they think people on the other side are unintelligent and immoral,鈥� Telkamp said. 鈥淚鈥檓 interested in how we can kind of get off the ledge a little bit and come back to a better understanding of each other.鈥�
Foster fun conversations
One way managers can try to bridge divides is to create rituals for employees to share what鈥檚 important to them, Gutman said. This can help build a baseline of trust within an organization.
Every Friday at Intrivo, the staff gathers for an hour and one person presents on a topic they鈥檙e passionate about. It could be a hobby, an idea, a family experience or a skill. Political topics are fine as long as no one is putting anyone down, he said.
鈥淚t can be super technical or super silly,鈥� Gutman said. The conversations build trust, and a sense of safety and community, he said.
Know when to walk away
In circumstances where a discussion is getting heated, sometimes the best way to handle it is to remove ourselves from the conflict or to keep our views to ourselves.
Leaders may want to consider abstaining from sharing their political views, which may alienate some workers, Telkamp said. 鈥淭hat鈥檚 not about silencing your beliefs,鈥� he said. 鈥淚t鈥檚 more about keeping the workplace focused on the work.鈥�
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Cathy Bussewitz, The Associated Press
