A Positive Inclusive Culture Matters
A positive, inclusive culture matters in the workplace because it fosters creativity, collaboration, and overall satisfaction among managers and employees. When everyone feels valued and respected, it creates an environment where individuals can thrive, leading to innovative solutions to challenges that arise.
In such a culture, conflicts are viewed as opportunities for growth rather than obstacles. By encouraging open communication and active listening, teams can effectively solve conflicts through resolution strategies that promote understanding and empathy. This approach not only strengthens relationships but also empowers employees to voice their ideas and concerns without fear of judgment.
Managers play a crucial role in cultivating this inclusive atmosphere. By modeling positive behaviors and demonstrating a commitment to diversity, they inspire their teams to embrace differences as strengths. Together, we can create workplaces where everyone feels included, engaged, and motivated to contribute their best selves—ultimately leading to greater success for all. Let us champion inclusivity as we move forward into a brighter future!
Are Your Managers and Employees Inspiring a Win-Win or Win-Lose Strategy?
Isn’t it easier to solve conflicts when others are accommodating or avoid them as much as possible? Sure, in the short run, this makes our lives easier. There is nothing really to solve, right?
Wrong. It isn’t that easy because this means that the individuals may be frustrated, disengaged and disengaged employees are less productive, perform at lower levels, are more likely to be dissatisfied, and result in turnover. According to Gallup, all of these elements are costly.
One of the Gallup perspectives that pertain to engaged employees is “…employees believe their opinions count at work — that predicts important organizational performance outcomes”.
When understanding the five different conflict styles, leaders and managers can recognize the style in people and genuinely work towards drawing out their concerns and input for more effective resolution, solutions, and problem-solving.
This in turn can improve relationships; build respect, engagement, trust, inclusion, satisfaction, and improved performance.
According to Lussier and Achua, authors of the bookLeadership, while there can be a time and a place for all conflict styles, depending on the style people use, they can inspire a win-win or win-lose scenario for individuals and organizations as follows:
Five Conflict Styles
Accommodating: Passive Behavior: I Lose – You Win (dysfunctional conflict, can quickly resolve, may not be the best resolution: In the long run, everyone may lose).
Avoiding Conflict: Passive Behavior: I Lose – You Lose (dysfunctional conflict, everyone loses).
Forcing Conflict: Aggressive Behavior: You Lose – I Win (dysfunctional, one tries to resolve conflict from a self-serving perspective, uncooperative, if right good decisions can be made, if wrong, hostility and resentment can mount and in the long-run everyone can lose).
Negotiating or Compromising Behavior: Aggressive: I Win Some – You Win Some (can be resolved more quickly, although problem-solving and be suboptimum).
Collaborating: Aggressive Behavior: I Win – You Win(functional conflict, open, participative collaborative dialogue, can result in more effective solutions, everyone wins in the long run).
Learn how the Everything DiSC Behavior Assessment and Feedback report can help you and your teams.
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Martha Rader, PhD
Rader Coaching, Training & Consulting, LLC, dba Rader Leadership
Consultant: UpShift powered by Ask Patty