The Dangers of Avoiding Disagreement Picture the scene: You have presented your latest ideas to your colleagues in a leadership team meeting. You have spent hours developing your arguments and are emotionally invested in the solutions you have proposed; you truly believe they provide the best route forward for your department. As the discussion moves around the table, one of your closest colleagues unexpectedly challenges your suggested solution.
I recently had a small destination wedding in another state. She also eloped around the time of my wedding, but her in-laws don't support her marriage. We were promoted to the same role at the same time, but in different departments. Recently, Bethany texted apologizing "if things got weird," saying she didn't want me to think she was "stealing my thunder," and invited me to lunch. I replied, but she never responded.
The security hedge has fallen, and the brokerage has been compromised. Two men disguised as butlers infiltrate The O Group on a rare day when almost everyone (except Mary) is in the office. They are there to issue a decree through song: Bre is having a Galentine's Day party. Everyone is invited to this bacchanal of botox and fire dancers, but everyone seems to understand that this is actually the opening salvo of the war that's been brewing between Mary and Chrishell's respective fiefdoms.
Some people have an uncomfortable work environment because their coworkers treat them poorly, and even worse, some of these people disturb themselves about it. To address this problem, first apply the Problem Separation Technique (PST). Ask yourself, do I have a practical problem, and if I do, am I creating an emotional problem about my practical problem? The Practical Problem If you are disliked at work, this may present a Practical Problem: Ask yourself these questions: 1. What are my goals each day at the office?
Add to the mix that we're encouraging people to "have a voice," "speak up and be heard," "bring your whole self to work," and "be vulnerable." These are all incredible things and fantastic for growth in our workplaces. However, the more "voices" and "whole selves" we have present, the more differences in values, beliefs, and neural pathways, which leads to potential conflict.
