Don’t let political talk distract your team

With our 24/7 news cycle, it’s inevitable that political topics will come up at the office. As a manager, how can you make sure these conversations don’t distract your team? Think about what kinds of situations and topics might trigger a sharp exchange among employees. Do your best to avoid anything that might ignite a partisan debate, but have a plan to handle conflict if it happens. When tensions do flare up, talk individually to the people involved, and listen to their points of view. Then ask them to put aside their disagreements and focus on the shared goal of helping the team succeed. Of course, if a political discussion is relevant to solving a business question, go for it — but proceed cautiously, monitor the discussion’s mood and restore balance when needed.

(Adapted from “My Office Is Full of Both Conservatives and Liberals. Here’s How I Keep Us Focused on Work,” by Karen Firestone.)

Ask your colleagues how you’re perceived

It’s not easy to understand how other people perceive us. Too often, we assume that our motivations and intentions are clear, when they’re really not. To learn how you’re perceived at work, follow this process. Select five people who observe you regularly in important work situations — bosses, executives, direct reports, peers or even former colleagues — and ask to meet with them individually. Tell them what you’re hoping to learn, and ask two questions: What is the general perception of me? What could I do differently that would have the greatest impact on my success? Be clear that you’ll keep confidential whatever they say and that you’re collecting feedback from a number of colleagues. If the perceptions of you are in line with what you intend, great. If not, it’s time to change your behaviours.

(Adapted from “How Are You Perceived at Work? Here’s an Exercise to Find Out,” by Kristi Hedges.)

Help employees embrace a new office

Many organisations are moving to open office plans in the hopes of encouraging collaboration, creativity and innovation. Leaders can help employees embrace a new office by doing several things. Before the move, convey the vision and purpose for the new space and explain how it aligns with company goals. Clearly describe how the new space will contribute to the organisation’s mission. After the move, model a positive and enthusiastic attitude about the new space. Your support and excitement will set the tone for the rest of the team. And encourage workers to adapt the space to their needs — give them the leeway to personalise it to their tastes.

(Adapted from “How to Make Sure People Won’t Hate Your New Open Office Plan,” by Brandi Pearce and Pamela Hinds.)

Steps to get approval for your innovation

When you’re trying to get approval for your latest innovation, follow these four steps. First, anticipate resistance. If you know what people might object to, you can plan how you’ll address those concerns. Second, understand what objections are truly about. For example, someone might say they object because of a publicly acceptable reason — say, the project is too costly — when their real concern is political, like they’re afraid their team will lose influence. Third, find a champion for the project. This should be a senior executive whose clout and expertise can help you move the project forward. And fourth, gather a critical mass of supporters. If you have a group of people who believe in the innovation enough to try it, you’ll have social proof that the idea is a good one.

(Adapted from “How to Navigate the Politics of an Innovation Project,” by Brian Uzzi.)

Address a snarky email

Email can be an efficient, convenient way to communicate with co-workers, but too often people hide behind it to avoid or deflect conflict. When someone sends you an email that’s argumentative, or that’s even a passive-aggressive attack, don’t respond in kind. Instead, reply and ask to schedule a call. Send a text message if the issue is time-sensitive: “Got your email, let’s talk. Would 2 pm work for you?” It’s even better to talk to the person face-to-face if you can. Diffuse the negative tone by stating up front that there seems to be a problem and you’d like to solve it together. As you try to find out what’s behind the snarky email, stay calm and avoid making judgments. Clearly, something is bothering your co-worker, so show them that you’re on the same side and willing to listen.

(Adapted from “When an Email Exchange Turns Ugly,” by David Maxfield.)

Published in Dawn, The Business and Finance Weekly, June 11th, 2018