When working with leaders who want to create cultures of belonging, we often get asked questions like:
And our answer that often elicits a groan: it depends.
Despite our best efforts, there’s not a check-the-box way to accomplish belonging for all. The answer depends on things like identity, power, relationships, and context.
This video series explores the same workplace conflict from these different angles, because how you approach workplace conflict… depends! Here’s the scenario:
A colleague forgot to file paperwork on time and this impacted their co-worker’s client. While the colleague apologized and their co-workers said ‘it’s fine’, there is clear tension and awkwardness between them.
When thinking about strategies, you have to consider where people are at, what the organizational goals are, and where the challenges lie. And then zoom in—because real culture change happens in the everyday moments. It’s built through countless small, intentional actions that align with your values, especially in hard moments like conflict or exclusion.
Our relationships play a key role in navigating workplace conflict. Are the involved parties close? Do they have a history of disagreement? Is someone new to the organization? Consider how the relationship may impact the approach to resolution.
Michelle LeBaron’s offers a helpful framework to unpack conflict as material, relational, or symbolic.
Our conflict styles are not right or wrong approaches — just natural preferences shaped by personality and upbringing.
Conflict might feel amplified is when it’s associated with our identities and life experiences. Get to know your organization’s culture to better address inequities and support colleagues.
Leaders carry more responsibility and expectations, have more stakeholders, and ultimately- scrutiny. If the person who made the mistake holds more power, it’s important to model healthy accountability.
What video series should we do next? Add a comment on any of the above videos, or email andrew@amazeworks.org.