Are You Ready to Lead Your Team Through This Election Season?
Here’s one positive about 2020. Business leaders have had plenty of opportunities to strengthen their crisis management skills. And, even as we continue to navigate the global pandemic, civil unrest, and new work-life stressors, we’re faced with another challenge – a tumultuous and particularly polarizing election season.
If you’re like most leaders, you’ve spent the year trying to figure out the right blend of compassion, empathy, and support while also balancing fast-evolving business pressures. No matter where you stand politically, it’s business-critical to ensure political differences don’t derail your company culture or sidetrack hard-won team chemistry. It’s especially important to anticipate that passions may be high in the days, weeks, and even months following Election Day, and refine your leadership plan in preparation for a tumultuous close of a tumultuous year.
If that feels like a big ask, it is. Based on my experiences as a business leader and my current consultations with my coaching clients, here are three insights to consider and apply.
1. Celebrate diversity.
Many of the issues and policies being debated in the political arena are tied to deeply held beliefs. Naturally, your diverse workforce holds a diverse set of views. While having a variety of perspectives contributes to your company’s success, sharing political beliefs in the workplace can spark animosity and erode trust. So, what can you do?
Lean into your company culture that celebrates diversity and inclusion by defining political views as another facet of employee diversity. Today, politics are highly personal. In the past, employers expected employees to leave their political views at home, but issues such as racial inequities, LGBTQ rights, or immigration policies are part of who an employee is. It’s important to recognize and respect the differences while establishing expectations for how employees should manage political opinions or disagreements in the workplace. To be sure expectations are clear to all, it’s a good idea to share guidelines in writing.
The workplace may be one of the few places where employees are exposed to different points of view. As a leader, your role is to facilitate a culture that demonstrates differences are valued, and constructive curiosity and dialogue are welcome. Many organizations employ a “courageous conversation” approach, inviting employees to participate in sensitive conversations around race, religion, sexual orientation, and political polarization. The emphasis is on learning from each other, respecting differences in opinion, and not trying to persuade.
One technique I recommend, if you find yourself in a conversation where people are expressing opposing views, is to focus on the 10 percent of what someone is saying that you agree with, rather than the 90 percent you don’t. You may be familiar with this type of “Yes, and…” technique for improvisation or ideation, where you say what you like about someone’s idea or point of view and then build on it. It also works well as a way to highlight what team members have in common, rather than solely focusing on the differences.
2. Walk the talk.
With this year’s contentious election, leaders must model the behavior they expect from their team. While work should be a safe place for people with differing views, that doesn’t always mean it’s appropriate to share them. As a leader, demonstrate an openness to learning and a respect for other opinions. And, in the days and weeks following the election, be sensitive to those who may have strong feelings about the outcome that are different than your own.
Be mindful of your surroundings when you express your political views. Everything a leader says – or doesn’t say – will be monitored closely by employees. Even when you’re talking with someone who shares your views, be aware of others who may hear the conversation.
Political discussions can quickly become emotional. While it’s important to let employees know their opinions are respected, leaders must clearly demonstrate that it’s not appropriate to try to change another’s views or make disparaging remarks about others’ opinions. Be prepared to step in if conversations between coworkers become heated or unproductive. If possible, after defusing the situation, facilitate a follow-up conversation that’s focused on respect as well as what the employees have in common.
Related: What the World Needs Now: Empathetic Leaders
3. Be proactive.
Ignoring the situation and hoping everyone else does, too, isn’t a good choice. Part of being a leader is anticipating potential issues and taking action. Take the opportunity to communicate with your team in both formal and informal ways.
Consider a communication from your company’s CEO that acknowledges the different perspectives regarding the election’s outcome and encourage employees to respond with sensitivity and mutual respect.
Discourage unnecessary political banter in a way that’s not about taking one side over the other, but rather about highlighting respect for others.
Lead with empathy. Recognize that people will be anxious and emotional.
Leading a team through uncertain times and difficult situations is challenging – and highly rewarding. I’m here to help you enhance your leadership skills and optimize your team’s performance. Reach out to talk about how a mix of evidence-based tools and consultative resources can help you thrive as a leader.