Workplace Disharmony vs. Diversity of Thought | #LeadershipDevelopment
by Kate Nasser |
Many leaders and managers are alarmed when workplace disharmony surfaces in their organizations. Yet often they don’t know it is workplace disharmony and when it is diversity of thought. Can you tell when it is discord and when is it discourse?
Leaders, start by asking yourselves what distinction you make, if any, between workplace disharmony and diversity of thought.
For some, any disagreement is disharmony. Perhaps they are afraid of conflict or they believe people should just follow orders. These leaders get frustrated and annoyed when it appears and wish it could disappear as quickly as it surfaced. Their common outcry: “Can’t the employees work it out for themselves? We’re paying them to work together and get along!” Well, wishing is not a winning leadership strategy. Some would argue it’s not leadership at all.
For other leaders, harmony represents inaction and impending failure. They thrive on spirited debate and disagreement to the point they do not see when it becomes harmful workplace disharmony.
Workplace Disharmony vs. Diversity of Thought – Key Distinctions
There is no need to confuse workplace disharmony and diversity of thought. There are distinct differences.
Diversity of thought is rooted in respect for ideas and for each other. Disharmony grows from fear and disrespect for others, their ideas, and their ways of working.
Diversity excites; it doesn’t enrage. Diversity expands possibilities; it doesn’t limit. Disharmony, with all its disrespect and power struggles, strangles success with resentment, resistance, and self-protection.
The return on diversity of thought is growth, innovation, and stronger bonds through learning. The return on workplace disharmony is less collaboration, lower morale, rampant mistrust and organizational paralysis.
Diversity of thought thrives in hearing each other’s views. Disharmony spikes when people take credit for other’s ideas, forget civility, hijack collaboration with selfish personal agendas, brutally battle for promotions, use emotional bluntness instead of helpful honesty, and suffocate progress with passive aggressive behavior.
The emotion of disharmony drains the team’s energy and attention from successful behaviors. It’s wise to stop this harmful force in its tracks. Develop people skills and emotional intelligence to respectfully disagree.
Encourage diverse views with sincere, transparent respect for each other and the organization’s vision. As a result, you will propel all to dynamic success.
From my professional experience to your success,
Kate Nasser, The People-Skills Coach™
Bluntness Bombs Out for Logical Reasons
©2012-2024 Kate Nasser, CAS, Inc. Somerville, NJ. I appreciate your sharing the link to this post on your social streams. However, if you want to re-post or republish the content of this post, please email firstname.lastname@example.org for permission and guidelines. Thank you for respecting intellectual capital.
Kate Nasser, The People Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. She turns interaction obstacles into interpersonal success. See this site for workshop outlines, keynote footage, and customer results.
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