Navigating Inclusive Workplace Conversations

Difficult conversations can escalate emotions and drain energy in the workplace. Most people want to avoid the term “hard” because of the energy output required. Difficult conversations are no different because of the perception around what’s needed to show up and stay for these “hard” conversations. All stakeholders must be ready and willing to engage for successful results. This article will examine where these conversations can surface and provide four readiness strategies to help enrich communication skills and effectiveness in the workplace.

Hard Conversations Can Surface Anywhere

Hard conversations can surface in various aspects of our lives, including social media and the workplace.

Social Media

Social media can have barriers that make it easier to avoid necessary conversations. Each social media platform has a culture of its own. Facebook, for example, exudes unwritten cultural rules that convey that it’s best to focus primarily on talking about one’s personal life. We can also acknowledge that many are doing business on the platform. Some courageous members speak authentically, but receptivity can be low. For the LinkedIn platform, the tone is “keep it professional.” Shifts have occurred over time, with people introducing more identities and interests.

Work

Amplifying one’s voice at work takes courage, especially if the topics stray from work-centric activities. Consider some large elephant topics that garner the label of “hard conversation.” These topics include:

• Juneteenth
• The ongoing conversation around George Floyd’s murder (i.e., the 5th anniversary, progress, and discussions around pardoning the person who killed him)
• The Israel-Palestinian war
• The impact of Executive Orders on the workplace
• The DEI Pivots (i.e., response or non-response from an organization)
• Banned Books
• Organizational Changes (i.e., layoffs and restructuring)
• Non-inclusive behavior from leaders or colleagues in the workplace
• Performance or Career Conversations
• Grief and loss
• Health and Wellness
• Burnout
• Negotiation

The list is endless, and hard conversations can crop up anywhere. These conversations require grit, resiliency, courage, aptitude, and more that some of us, as inclusive leaders, lack. So, we steer clear and move forward carefully to avoid disrupting the status quo.

Strategies To Excel With Hard Conversations

Show up ready for necessary conversations.

Embrace The Uncomfortable Zones

Sometimes, these conversations persist, requiring us to step out of our comfort zones, participate, and support. Do any examples come to mind? The COVID-19 pandemic is a great example. Remember how it forced us to go deep, develop solutions, and fully engage! Big moments can surface that we don’t want or know how to give attention to them. Individual contributors may be unwilling to show up in a big way for restructuring and potential layoff conversations happening in the organization. Those making the decisions may provide inadequate transparency.

Additionally, the organization may not seek widespread input from interested or impacted parties, avoiding a potentially difficult conversation. An inclusive workplace requires all employees to contribute their thought leadership, which helps an organization thrive.

Work On Mindset Shifts

Reframe the labeling around the conversation type to be non-difficult. Try on “necessary conversations,” for example. Words matter, and most people will embrace a necessary conversation rather than a difficult conversation. Pay attention to word usage in verbal and written communications.

Be Imperfect

Communicating effectively as an inclusive leader doesn’t have to mean perfection. If perfection is the goal, then the bar is raised rather high with unnecessary burdens around delivery. Instead, allow oneself to show up authentically and remain adaptable and flexible around whatever unfolds in the conversation.

Keep Showing Up

The list will keep going, and we need to keep showing up! Resources are available to support growth at every stage of the leadership journey.

What’s one difficult conversation we can commit to tackling personally and professionally?

Next Steps

Go inward to evaluate and update self-awareness and self-regulation skills. To proactively prepare, take some time to answer the following questions.

1. How ready am I to begin these types of conversations? If my answer is no, what work will I do to engage authentically?
2. What will I do if I get too far out of my comfort zone? And that’s where a plan is useful because oftentimes, the conversation is avoided. After all, all sorts of fears are cropping up. Consider identifying allies to provide feedback and support transformational growth.

Conclusion

Difficult conversations can be challenging, but with the right strategies and mindset, we can excel and grow as inclusive leaders. By embracing uncomfortable zones, working on mindset shifts, being imperfect, and keeping showing up, we can create a more inclusive and effective workplace. Remember to evaluate and update your self-awareness and self-regulation skills to proactively prepare for difficult conversations.

FAQs

Q: What are some common topics that can lead to difficult conversations in the workplace?
A: Some common topics that can lead to difficult conversations in the workplace include organizational changes, non-inclusive behavior, performance or career conversations, grief and loss, health and wellness, burnout, and negotiation.
Q: How can I prepare for difficult conversations?
A: You can prepare for difficult conversations by evaluating and updating your self-awareness and self-regulation skills, identifying allies to provide feedback and support, and practicing mindfulness and self-care.
Q: What is the importance of embracing uncomfortable zones in difficult conversations?
A: Embracing uncomfortable zones in difficult conversations allows us to step out of our comfort zones, participate, and support, leading to growth and development as inclusive leaders.