How can we keep the peace and avoid an issue damaging our organization?
Occasionally, a leader must maneuver the different views of an issue affecting the people of our organizations. People can get very passionate about their side of the issue. This might cause disagreements, and animosity. For the leader, it is exceedingly difficult to manage everyone’s emotional ties to an issue. The environment could grow negative, in which people will behave poorly. Leaders must remember they cannot control the behavior of others, only their own. What we can do is try to maneuver these feelings and find an alternative route that will keep the environment positive and peaceful.
First, always remember to take the high road. Inevitably, someone will attack the individuals on one side of an issue. They will critique their behavior, something someone said, and even their character. This behavior can only serve as a distraction to what should only be a peaceful process. People will always disagree on a variety of issues, but we must remain civil and handle ourselves like adults. Everyone must control their behavior and mindset, even when it is difficult.
Next, we must look for common ground on an issue well before we engage in any negotiation. We can only be successful in overseeing an issue by understanding the other side of it. We believe one way and tend to only see that view. When we understand the other side of an issue, we gain deeper knowledge of the issue and a better understanding of the people involved.
A third option may require us to engage in conversations among key players of an issue. This is an opportunity to have conversations with less emotion where cooler heads prevail. Good relationships built on trust are key to the process. If our relationships are poor and people don’t trust us, our conversations are generally unproductive. We can infiltrate the other side and have the side bar conversations necessary to keeping peace and addressing views in a more positive way.
Finally, be willing to compromise. In a true negotiation process, each side must relinquish some control and give. This is not to be confused with giving up or letting the other side have their way. This is a higher form of working together for what is better for the organizations we serve. A give and take relationship with all involved will help leaders settle the controversial issues. Animosity, hurt feelings or feelings of being attacked are not necessary and only hurt the organization. Compromise is an essential step to success.
How can you separate yourself from a controversial issue?
Have you made the effort to see and understand all sides of an issue?
What conversations could take an issue into a positive direction?
What are you willing to give up, achieving something better for your organization?
Dealing with controversial issues and alternative views on a topic are always part of leadership. The good news is, we don’t have to have a negative environment due to our disagreements. There is always a better way to deal with one another. Thank you once again for looking in on this week’s post. I hope you are managing the disagreements in your life with a great attitude. Please tell us about it as you contribute to this conversation below.
Steven C. Bucks- Leading Conversations
~Maxwell Leadership Certified Team Member~
