Beth SchaeferSeptember 3, 2024For the Public Sector, Leadership and Strategy Blogs, Pandemics, Holidays & Other Stresses, Professional Development and Career Advancement Blog, Workplace Wins

Politics in the Office: Part 2

By Beth Schaefer
IPD Director

Quick Quiz

  1. Does your workplace have a policy about discussing politics in the workplace?
  2. Does your workplace have policies on political ads in your office window, on your desk, on a button for your lapel or a T-shirt you wear?
  3. Do you know what those polices allow and prohibit?
  4. Do you know how to enforce it as a leader or how to diplomatically inform a coworker?

Here are the answers that I had before I did the research for this article:

  1. Maybe
  2. Maybe
  3. No
  4. No

Yes, it’s a Problem.

In Politics in the Office: Part 1, I wrote about my personal uncomfortable experience with political discussions in the workplace; however, research shows that I am not alone.

  • 60% of American workers find political discussions in the workplace UNACCEPTABLE, yet 50% of us admit to engaging in them.
  • 42% of American workers report that “political disagreements” with coworkers affect their work production.

Yes, it’s more of a problem now than in the past.

Elections are not new, but our political discourse has evolved along with our workplace behaviors.

  • Lines between work and personal life have blurred – driven by remote workers, but also by the American workplace becoming more flexible with families (like many other countries). In the past, your coworkers’ personal lives and political views may not have been integrated into workplace discussions.
  • Political discourse has become more divisive. Many political leaders themselves model rudeness and cancel culture instead of conversation and collaboration.  Where you maybe once just disagreed with someone’s vote, now you feel pressure to be suspicious of their character for a differing political view.
  • Federal policies have a larger impact on our family lives from the taxes we pay, to the cars, appliances, and windows we purchase, to the healthcare we can receive, to our families immigrating and joining us. Almost 50% of Americans fear changes brought by political elections – regardless of which side wins. This fear makes it difficult to ignore the sidebar of the national election going on outside work.
  • In addition, the stress and fear of the election can affect workers’ mental health – which in turn affects your team.

All of these add up to politics being more intrusive to work production now than in the past.

You have options as coworkers and leaders.

Both coworkers and leaders should resist using politics as a reason to demonize people.  This affects workplace relationships and contributes to a disrespectful culture that almost all workers agree they do not want as part of their workplace.

Here are some things you can do or say over the next two months to navigate politics in the office:

As a Coworker

Be aware of others.

  • You may enjoy a good political debate, but others may find your conversations draining and time-consuming, so much so that their work performance can suffer, adding stress they do not need.
  • Look at body language and listen to coworker statements to gage who may be interested in a political discussion at the water cooler or lunch room, and those who are not.
  • Do not assume your coworkers have the same political views that you do, putting them in the uncomfortable place of debating you or dodging you (see Part 1).
  • If you are passionate about a topic, consider constructive ways to share your political views and influence policy outside your workday.

    Be aware of yourself.

    • Know your own specific triggers to help you regulate your emotions at work. For instance, if you have a family member affected by immigration policy, have a statement ready, such as, “This topic frustrates me.  While I know there are two or more sides to every issue, I have family directly impacted which makes it difficult for me to have a neutral conversation with you.”
    • If you know that you do not want to discuss politics at work, be ready to dodge engagement. Have some phrases at the ready such as:
      • “I have put myself on a newsbreak, so I would prefer we discuss something else.”
      • “I have too much work to get done right now to do justice to discussing this important topic.”

    Be aware of workplace culture.

      • Know your organization’s policy on political discussions. What does the employee handbook say? Can you wear a political T-shirt or button?  Or hang a poster in your office window?  In most states, employers are allowed to make rules about political affiliation.
      • Be aware of social capital. While you may not get fired for discussing politics in the workplace, being aggressive on your viewpoints could affect how others work with you (or not) beyond the election results.
      • If it’s your boss making political statements that are racist or sexist in nature or your boss is not taking actions to squelch inappropriate comments from others, consider submitting a confidential complaint to human resources.
      • Mind your social media. If your social media promotes racism, harassment, discrimination, or threats, employers will need to address it due to liability issues.

    Be ready if you engage.

      • If you choose to engage rather than deflect or avoid, view it as a learning opportunity not as the chance to change a vote or change a mind. A sidebar office conversation is unlikely to change anyone’s vote.
      • To open a conversation where you aim to understand another’s point of view, you can try, “I know how I feel about minimum wage law, but I am curious to hear why you feel so differently than I do about it.”
      • If confronted with political viewpoints that you do not want to agree to, have some phrases at the ready based on how much you want to engage in discussion:
        • “I have not had time to research that issue yet. It appears to be quite complex. I will need to discuss it another time.”
        • “I have a different perspective. I do not want to change your mind, but maybe we could schedule time outside of work to discuss our differing perspectives to better understand each other.”
      • Have an out. At some point, you cannot spend the whole work day in the deep conversations necessary to truly understand someone else’s viewpoint on human culture or freedoms.  Be ready to agree to disagree and return to work.  Try a phrase such as, “I appreciate this discussion, but clearly we will not reach agreement today, and I have items in my inbox to get to.”

    As a Leader

    Know the rules.

    • Know the written policies of your workplace for political discussions. Educate your team on them as needed.
    • Know the unwritten rules of your workplace when it comes to political discussions. Help your team, especially new members, navigate the culture.
    • If you are a leader with no guidance from your organization…well, it may be too late for this election cycle, but suggest they tackle this topic before the next one.

    Know your staff.

      • If political discussions are polarizing and disruptive to the team’s work, consider having 1:1 conversations to raise your concerns on unintended consequences and suggest alternative times and places for political discussions to take place.
      • Note the effect on your individual team members. Even if a team member does not speak up, if you are aware that an election outcome will drastically change their life, handle the emotional situation the same way you would handle other factors that affect mental health.

    Set the example.

    • Be ready to pivot the team conversation when it interferes with work production. “While I do not think we will agree on gun laws today, I think we can all agree that we need a new strategy to streamline the invoice process. Tell me the latest barriers you are experiencing.”
    • Be ready to squelch conversations that are against workplace policy, “The tone of this conversation is not appropriate for our workplace culture and goes against our policy on (fill in the blank). It is time to end this discussion and focus on our work.”
    • Be ready to privately follow up with individuals whose comments violate HR policy. “You can state beliefs on gender outside the workplace, but when you are at work, our organization believes (fill in the blank), and you need to follow our policy.”

        Hopefully, having some strategies and phrases at the ready will help you navigate this election and keep the workplace productive and respectful.

        Part 3 of Politics in the Office will discuss the legalities of politics in the workplace along with supporting your coworkers post-election.

        Resources for Political Discourse in the Workplace

        Discussing Politics in the Workplace

        6 Dos and Don’ts of Talking Politics at Work

        Dos and Don’ts of Politics at Work

        Career Advice for Politics at Work

        Talking Politics in the Office

        Read More
        Beth SchaeferAugust 6, 2024Advance Your Career, For the Public Sector, Leadership and Strategy Blogs, Pandemics, Holidays & Other Stresses, Professional Development and Career Advancement Blog, Workplace Wins

        Politics in the Office: Part 1

        Many of us are familiar with office politics – advocating for power in the workplace.

        Increasingly, the angst created by office politics is taking second place to angst generated by politics in the office.

        The 2024 Presidential election is being touted as “high-stakes.”  This sense of urgency makes it almost impossible to keep political discussions out of the workplace.  And, with all that comes with high-stakes election rhetoric, it seems almost impossible to maintain a welcoming workplace culture that is inclusive to all points of view.

        During my career, I have played many roles in workplace political discussions. Here are some roles I have tried out over the years.

        The Observer

        The Observer listens to what is being said, but remains silent.  The Observer may (or may not) have a viewpoint, but attempts to appear neutral or mysterious on political views. Never weighing in has several advantages:

        1. You never reveal your ignorance of politics or your lack of attention to current events.
        2. You never reveal your apathy of politics and risk having someone tell you that you NEED to care and take a stand. It is your FUTURE!
        3. You never offend anyone because you have never said anything.
        4. You never get lectured by someone who follows you down the hall or catches you in the parking lot trying to convince you of how wrong you are about your beliefs or vote.

        The Apathetic

        The Apathetic does not care.  And they are vocal about it so that all who work with them know that they find politics to be a waste of time. This allows them the freedom to disengage from any political discussion. While we may find it easy to make presumptions about The Apathetic, there could be several reasons for political apathy:

        1. Perhaps they do not feel that either side can fix anything.
        2. Perhaps they are embarrassed by the behavior of political leaders and wish to avoid association with any side.
        3. Perhaps they are young and free and having too much fun to worry about THE FUTURE.
        4. Perhaps, they are too busy working 2 jobs or caring for 3 children or caretaking parents or fighting a medical illness to take the time needed to truly study the issues for an informed opinion.

          The Apathetic can present as The Observer IF they do not ever voice their apathy.  Once you take a pronounced Apathetic stance, you will be immersed in workplace political discussions: See #4 from The Observer.

          The Worker

          The Worker has definite opinions on the state of the country and is current in their knowledge of the political landscape. The Worker may even agree with most of the political rhetoric being heard in the workplace. However, The Worker wants time spent at work to be about working. They want workplace harmony so that they can get things done. If and when progress is derailed, The Worker wants those challenges to be related to the work. I am often The Worker, and I use similar techniques to The Marginal (see below) to manage political conversations in the workplace. Because The Worker is head-down productive, the Worker might be mistaken for The Observer or The Apathetic.

          The Marginal

          The Marginal believes their opinion is the opposite of most of the people they work with.  As our politics become more combative, more us vs them, more we’re right and you’re wrong, and more all or nothing, I can often find myself in the margins.  Even if I want some of the same outcomes as the majority, the approach and rhetoric being used makes me uncomfortable. I do not want to nod my head in agreement nor do I want to find myself facilitating a political discussion.  The Marginal role is difficult and uncomfortable; you can feel limited on options:

          1. Go along to get along. You pretend to agree with political platforms touted by others to avoid an argument, but you may feel like a fraud.
          2. Speak up. You can speak up and spark a discussion, but you risk isolation and see (again) #4 of The Observer about people following you to your car.  And, do you risk promotion if you disagree with the wrong people?
          3. Divert. The weather is always a good option. This option, while a safe route, can make you feel shallow because it avoids important life topics- at least at work.
          4. Avoid. You take steps to avoid certain coworkers or even workplace gatherings and meetings to avoid having to navigate this political situation.  This option can also limit your workplace productivity.

          The Majority

          The Majority believes that their opinion is the opinion of everyone in the office.  As a young teacher, I firmly believed that those I worked with were on the left.  This appeared to make workplace political discussions easy to navigate because I thought I could predict which statements would be acceptable and which statements would generate animosity.  The environment felt safe because even if I never said a word, I could nod in agreement.  As I spend more time in the workplace, I realize that I am probably never in the majority, but more likely, surrounded by:

          1. Observers
          2. Apathetics
          3. Workers
          4. Marginals

          When in the role of The Majority, I was making a lot of assumptions about the people in my workplace. And, most likely, I was making many coworkers uncomfortable with my “I have all the answers” political statements.

          Perhaps, you have also played (or play) these same roles.  In reflecting on these roles, I realize that I do not think I have ever received any guidance for how to handle politics in the office.  September’s article: Politics in the Office: Part 2 will provide some resources that we might all find helpful to navigate the workplace during this 2024 election season.

          Sources Cited

          No resources were used in the writing of this article – just my own experiences, observations, and reflections of XX years of being a part of the American workplace.

          Read More
          Beth SchaeferJune 4, 2024Business Architecture, For the Public Sector, Leadership and Strategy Blogs, Professional Development and Career Advancement Blog

          How Mature Are You? | A Workplace Blog

          By Beth Schaefer

          IPD Director

          Over the years, IPD has offered several courses on solving problems:

          • Solve the Right Problem
          • Are You Fixing or Solving?
          • Continuous Improvement Training: Learn and Do
          • Building the Business Case for Change

          The one thing that each of these courses has in common is the emphasis on defining the problem you are trying to solve before you start picking a solution.  Undefined problems are often the reason why many initiatives do not succeed.

          It can be the same issue for training.  There are good reasons for doing training such as employee retention or leadership pipeline development, but if you are not sure what you want to accomplish with the training, those good reasons can still end up being a waste of resources: both time and money.

          A tool that I find useful for helping to define all sorts of problems – including training – is the capability maturity model or capability maturity continuum.  You will have people at every level of the maturity continuum; however, if you can determine where most of your organization is living, and focus training at that maturity level, you will be able to move the organization as a whole along the maturity continuum toward your goal.

          Capability Maturity Model

          I find that you can take a generic maturity continuum and fill in your topic to help you define the problem. This approach is not as detailed or accurate as a full-blown consultant report, but it takes a lot less time and money!  And often the information a consultant taps you to collect on their behalf is the same information you can apply to the continuum.  Or you can use the continuum as a starting place to write questions for an employee survey.

          To illustrate how to use the maturity continuum as a quick evaluation tool, IPD has taken the maturity continuum and used it to define DEI maturity for an imagined client.  If you find that most people are on the left of the continuum, you would offer training on the 4 tools for navigating DEI.  Or if you find that most of your people are at the defined level, you would offer DEI workplace influencer training for key leaders to implement policy.  You can see how tailoring training for maturity helps you define the problem or opportunity you wish to address with training.  Targeting training to move along the continuum is more effective than constantly offering and reoffering training at the same level of maturity.

          If you search capability maturity models, you will find several hundred to pick from varying with the number of levels and the names of levels.  Pick the one that works for your organization, and start assessing your maturity on any initiative to help you define your problem, define your needs and, in turn, help define your solution.

           

          Read More
          Beth SchaeferMay 6, 2024Leadership and Strategy Blogs, Professional Development and Career Advancement Blog, Workplace Wins

          Celebrating the Grumpy Coworker Part 3: Too Much of a Good Thing | A Workplace Blog

          By Beth Schaefer

          While I have enjoyed confessing to being a curmudgeon (Part 1) and writing about the benefits of having a curmudgeon on your team (Part 2), even I need to admit, curmudgeonly behaviors have their limits.

          Yes, you can have too much of a good thing.  IPD does quite a bit of training with the CliftonStregnths® philosophy which also promotes that any strength used too much and too often can become a weakness, and the curmudgeon benefits are no exception to that rule.

           

          Grumpy Staying

          Long-term ongoing anger is not great.

          When researching, I noted that the new phrase for this is Grumpy Staying.  Apparently, none of us like coworkers who are grumpy 100% of the time.  (Noted.)  In addition to being disliked, your grumpiness loses its super power of extra energy if you are in a constant state of grumpiness.  According to research, there is the short burst of adrenalin that propels us to press on in challenging circumstances, and that burst of adrenaline is lost if we are just mad all the time.  If you are mad at work all the time, you may want to revisit the blog series on The Great Resignation.

          In addition, if you are grumpy all the time, people will not like working with you, and then they will not help you when you need it.  I am sure some of you more dedicated grumpy people are saying you do not care if you are liked or that you do not need anyone else’s help to do your job.  I do not believe that is true.  At some point, you need HR to rush a vacation request or IT to update your computer or for someone in your department to respond to your customers while you are out of the office, so you need to make some effort to build good will with others by taming your grumpiness.

          If you are having trouble balancing your grumpiness with happiness, take time at the beginning and end of each work day to think of a “positive nugget.”

           

          Positive Nuggets

          This is a strategy that I have used to manage up when I meet with my direct supervisors.  Even if the meeting is addressing lots of barriers, constraints, and problems, I try to end the meeting on a positive note with the positive nugget.  I find 1, 2, maybe even 3 nuggets (small morsels) to be share about good things taking place in my department so that I leave my supervisor with the impression that despite all the challenges, good things are happening.

          Some positive nugget examples are:

          • Sharing how well a team member is performing
          • A positive comment shared by a client
          • Describing how someone from another department went out of their way to help
          • Explaining how your risk mitigation plan caught a big problem sooner rather than later

          Positive nuggets do not need to be about the meeting of a goal or benchmark, but it is something positive that makes the working environment more pleasant. Positive nuggets themselves do not solve problems, but they can reframe your outlook to take the edge off your grumpiness.

           

          Curmudgeons – go forth and use your grumpiness to improve the workplace, but also be sure to sprinkle some positive nuggets into your day.

           

          Series Resources

          Fortune: Getting Angry Can Make You Better at Your Job
          NDTV: Can Being Angry at Work Make You More Productive?  This Study Says Yes
          PTC News: Can Anger Boost Productivity?
          Quartz: The Case for Being Grumpy at Work
          Sky News: Getting Angry Boosts Performance and Productivity
          StudyFinds: Research, in a nutshell: It’s good to be grumpy

           

           

          Read More
          Beth SchaeferApril 12, 2024Leadership and Strategy Blogs, Professional Development and Career Advancement Blog, Workplace Wins

          Celebrating the Grumpy Coworker: Part 1 – Curmudgeon | A Workplace Blog

          Celebrating the Grumpy Coworker: A 3-Part Series

          image

          Curmudgeon

          cur·mudg·eon

          /kərˈməj(ə)n/

          Definition: a crusty, ill-tempered (usually old) person

          Also known as:

          • Killjoy
          • Wet Blanket
          • Grouser

          Most Well-Known Phrase: “Get off my lawn!”

          I have written quite a few articles for IPD over the years, so I feel like you have gotten to know me pretty well; therefore, this confession may come as a bit of a shock, but I am a closet curmudgeon.

          To those who read the articles on the IPD website, this may surprise you because I write about engaging employees, valuing people’s input, and encouraging chit chat at work.  And, I believe in all those things – no, really… I really do because I strive to keep my inner-curmudgeon hidden during the workday.

          (Disclaimer: Truth be told, as I get older, my curmudgeonliness may be more out in the open than I am aware of and not so much of a secret to those who interact with me regularly.)

          But now… I may not have to hide or attempt to keep my curmudgeon self hidden any longer.

          New research is debunking the myth that the always-happy employee is your most productive employee.

          You may feel that some of my articles have promoted that theory.  I would like to be on record saying that I promote how engagement affects productivity.  If you go back and read my articles, engagement looks different than happy.  Engagement is not about sugar-coating bad news or smiling until your cheeks hurt; engagement is:

          • Removing inane processes that create unnecessary barriers to work completion
          • Enabling flexible work situations for life adaptability
          • Thanking people for specific accomplishments and contributions
          • Being a part of a team that includes and respects each other – even if someone is a curmudgeon
          • Providing challenging work that helps people contribute to the organization

          To quote the famous Ted Lasso*, “Taking on a challenge is a lot like riding a horse, isn’t it? If you’re comfortable while you’re doing it, you’re probably doing it wrong.”  In other words, easy and happy are not the same as challenged and engaged.

          If you are not already a curmudgeon, it’s not too late to take up the challenge. And remember, if it is not uncomfortable at first, you may not be doing it right – or maybe you are a closet curmudgeon too, and you feel a weight being lifted.

           If you are not convinced that grumpy is good, stay tuned for our next installment: Because the Research Says So… (be sure you say the title in your best curmudgeon voice) which is Part 2 in the 3-Part Series: Celebrating the Grumpy Coworker.

          *I have a new person on my team who shares a Ted Lasso quote each week – which is where I heard this one.  I hear that Ted Lasso is a “feel-good show,” but I am too much of a cheapskate (cousin to curmudgeon) to pay for Apple TV, so I am not sure if Ted falls into the always-happy employee category.  I am hoping not, but that may just be the curmudgeon in me.

          Series Resources:

          Fortune: Getting Angry Can Make You Better at Your Job

          NDTV: Can Being Angry at Work Make You More Productive?  This Study Says Yes

          PTC News: Can Anger Boost Productivity?

          Quartz: The Case for Being Grumpy at Work

          Sky News: Getting Angry Boosts Performance and Productivity

          StudyFinds: Research, in a nutshell: It’s good to be grumpy

          Read More
          Beth SchaeferApril 12, 2024Leadership and Strategy Blogs, Professional Development and Career Advancement Blog, Workplace Wins

          Celebrating the Grumpy Coworker Part 2: Because the Research Says So… | A Workplace Blog

          A curmudgeon may be known for saying Because I said so…  In this article, I am saying this because the research says so.  Yes, research provides solid reasoning for having at least 1 grumpy coworker on your team or in your department. I can provide 4 reasons to tolerate your grumpy coworker.

          Side Bar:

          One of the best things about celebrating the Grumpy Coworker is that your grumpy coworker will be the first one to be skeptical about a grumpy coworker being a good thing.  Yes, skepticism is one of the talents the curmudgeonly coworker provides (Series 1: My Inner Curmudgeon is Welcome at Work if you are unsure about the definition of curmudgeonly).

          Here are the strengths your Grumpy Coworker brings to your team:

          1.Analytical

          The grumpy coworker brings the correct mood to be analytical.  Research finds that when people are in a grumpy mood, they perform analytical tasks better. Besides being skeptical, you can use your grumpiness to proofread documents, search for numerical inconsistencies, review data for trends and patterns, and identify inconsistencies in new situations or processes that warrant more attention.  Because skeptics ask for proof, they bring critical thinking, innovation, and integrity to any workplace problem-solving discussion.

          2. Status Quo Challenger

          Grumpy people are more likely to speak up and open topics in conversations that others may be afraid to address.  Curmudgeons do not care if they are liked, or at least, liked by everyone all the time, so they are OK saying what needs to be said. Their intriguing comments can increase the engagement of other team members. Someone who is willing to challenge the status quo helps your team avoid Groupthink and is actually, ironically, a catalyst for positive change.  Organizations who listen to their grumpy challengers are more likely to be innovative and adapt to uncontrollable forces. And, also ironically, the curmudgeons’ workplace longevity is a testament to the qualities of resiliency and agility – not traits we usually associate with curmudgeons

          3. Persistent

          According to a study by the American Psychological Association, angry people are better at thinking innovatively for out-of-the box solutions and more likely to persist in the challenging work to implement those solutions. Angry is one step beyond grumpy, but I still felt the study was worth noting here. Curmudgeons have standards; they know how things should be done and they are willing to put in the time and energy to ensure those standards are being met on behalf of their team, department, organization.

          4. Productive

          In the United States, we tend to value more highly someone who is even-keeled as a team member than someone who is grumpy.  However, research shows that anger is the most productive emotion. Anger was the best emotion for problem-solving and overcoming a challenge – more so than cheerfulness, sadness, or apathy.  Again, grumpy coworkers may be more irritated than angry, but they are still on the right track.

          Things can go wonky in the workplace.  The curmudgeonly grumpy coworker says This is wonky.  This needs to be fixed.  This is bordering on ridiculous.  We need to stop this. (As a closet curmudgeon these phrases are familiar to me) along with This is very frustrating.  This makes it difficult for me to do my work.  This does not mean that the situation will be fixed or even addressed although organizations are more likely to fix things when made aware that they do not work.  By stating their unhappiness out loud, the curmudgeon can help their organization fix process and be more efficient.

          The curmudgeon is also more productive as an individual worker. The American Psychology Association states that by expressing anger and frustration, you can be more productive at work.  When you are unhappy and frustrated, but are afraid to express those feelings, you can waste energy on pretense.   Smiling and pretending that everything is OK when it is not, takes time and energy – time and energy that you are not using to get work done. Passive acceptance of bad situations is not necessarily positive.  Another study showed that women who are happy all the time at work are less likely to be promoted.

          Side Bar:

          Finally, a study that focuses on women as the main subject and not an afterthought 20 years after the first study.  While I wish it was something more positive, the curmudgeon in me is happy to see that I am on the correct track with expressing workplace frustrations when they occur.

          In addition, expressing anger and frustration in a proper manner to the proper people means that grumpy coworkers are less likely to have it come out sideways at the wrong time and directed to the people who do not deserve to be on the receiving end of an angry outburst.

          In summary, a grumpy coworker can help you be innovative, critical thinkers who are more likely to address problems and challenging issues so that they, their coworkers, and their organization can be more productive.

          But, before all you curmudgeons out there start dancing for joy – wait… you would probably not do that – before you start waggling your finger saying I told you so, know that being grumpy all the time will decrease your impact.

          Coming soon: Celebrating the Grumpy Coworker: Part 3 – Too Much of a Good Thing

          Series Resources

          Fortune: Getting Angry Can Make You Better at Your Job

          LinkedIn: Is Groupthink Reducing the Effectiveness of your Team?

          NDTV: Can Being Angry at Work Make You More Productive?  This Study Says Yes

          PTC News: Can Anger Boost Productivity?

          Quartz: The Case for Being Grumpy at Work

          Sky News: Getting Angry Boosts Performance and Productivity

          StudyFinds: Research, in a nutshell: It’s good to be grumpy

          Read More
          Beth SchaeferDecember 27, 2023Advance Your Career, Professional Development and Career Advancement Blog

          Eyeshadow Can Change Your Life | A Workplace Blog

          By Beth Schaefer
          IPD Director

           

          The Workplace Resolution Concept

          It’s January, and the start of a new year, so the IPD January article focuses on the New Year and the resolutions or fresh starts that come with it. To freshen up the article idea, I decided to take a different approach and focus the article on workplace resolutions.  A quick search on the internet showed me I was not the first to take this “fresh approach” (You can scroll to the end to see the lists I compiled).

          Even as I am encouraging you to set a workplace resolution and pondering my own, I wonder if I need the extra stress of a resolution.  Isn’t the workplace already filled with deadlines, goals, benchmarks, and KPIs?

          The Eyeshadow Resolution

          And, then I think of the year of the Eyeshadow Resolution: my most successful resolution ever that occurred about 10 years ago.  I was at a New Year’s Day brunch and pressed into sharing a resolution- which I tend not to make or share, but with excessive badgering, I stated that I would resolve to wear eyeshadow every day.

          The year of the Eyeshadow Resolution was the year that I lost 60 pounds.

          I always laugh at that result and explain it as a fluke, but while researching workplace resolution lists, I came across an article that explained why the Eyeshadow Resolution was so successful. To summarize the research: use your resolution to change your process, not set a qualitative number with a deadline.

          The Process Resolution

          At the time, the eyeshadow goal served the purpose of keeping people from being in my business, but I had fallen into a bad habit of not getting out of bed when the alarm went off.  Occasionally, I got up on time to get fully ready for work (back in the day when you traveled outside your home to the office and wore a matching top and pants and makeup).  Instead, I hit the snooze button and eliminated parts of my morning routine with each button tap. Not wearing makeup was the first elimination so I could sleep 10 more minutes, followed by other options such as not eating breakfast or not packing a lunch.

           

          By resolving to wear eyeshadow each day, I had to quit hitting the snooze button.  To quit hitting the snooze button, I had to go to bed earlier so that I was less tired in the morning. To be less tired and get a good night’s sleep, I had to be sleepy at bedtime. To be sleepy at bedtime, I started doing more exercise and activity.   The Eyeshadow Resolution led to a change in my sleep process which led to overall positive changes for my daily routine that included: activity, sleep, breakfast, and packing lunch.

          The Resolution Frame

          A resolution is a big-picture change.   While it offers intent, it does not provide a plan.

           

          A goal is a measurement.  While it offers a concrete pass/fail measure to a resolution, it does not provide a plan.

           

          A process resolution is the key to achieving a goal and a resolution because it contains the first (of perhaps many) concrete steps to change.

           

          To frame a resolution as a change in process is easier said than done, but if you are in a resolution rut, this may be the lens for you to reframe and achieve a goal.  I have taken some of the workplace resolutions I found and attempted to frame the process to help get you started.

          The Final Notes

          At the time of publication, I am still pondering my process resolution goals for both my personal life and my workplace.

          In full disclosure, during the past 3 years, I have gained 30 of the 60 pounds back.  Since I work from home and mostly adopted a default routine during the pandemic, it is probably time for me to make an intentional process resolution on my work-from-home routine.

          The positive of any resolution is that while we mostly feel that we fail, research provides proof that we do not.

           

          • Even though 43% end their resolutions by February, that leaves more than half who are still forming a new habit after the first month.
          • New Year’s resolutions are 10 times more likely to succeed over other methods of change.
          • You cannot win if you do not enter. 8% of people fully achieve their resolution.  You can be part of that 8% – especially if you are smart about the resolution framing.

           

          I wish your process resolution success in in 2024.

           

          The References

          4 Reasons to Make New Year’s Resolutions Even if You do not Keep Them

          5 New Year’s Resolutions for Work in 2024

          10 Meaningful New Year’s Resolutions for Your Office

          30 New Year’s Resolutions that will Inspire You at Work

          New Year’s Resolutions at Work Can Work

           

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          Beth SchaeferNovember 6, 2023Pandemics, Holidays & Other Stresses, Professional Development and Career Advancement Blog

          Making Your Lists and Checking Them Twice | A Workplace Blog

          By Beth Schaefer

          IPD Director

          Thanksgiving – just a few weeks away – used to be the kick-off of the holiday season.   That is no longer true.   The holidays have crept into October.   As soon as Halloween wraps up on October 31st, people are swapping out their spooky decorations for the next holiday.

          The holiday =  more parties and potlucks, more shopping and spending, more decorating and baking… more, more, more… STRESS!

          Even though most of this stress is from our home environments, it can creep into the workplace.  As we move into the last 2 months of the year, be aware that the stress of holiday preparations and celebrations may affect your staff and coworkers in different ways.
          Read a list and cheers to reducing the stress of the holiday season.

          Based on my own experience and some light internet research, here are some top holiday stressors:

          Time Management – more parties and potlucks, more shopping, more pageants and festivals, more cooking, more decorating, and more wrapping – all this can lead to more decisions being made with less sleep and changes to routines. Stress.

          Family Conversations – so many divisive topics and so much time together – in addition, some family members may no longer be part of the family (death or divorce) and some may be failing cognitively or physically, and seeing these changes firsthand can be jarring. Stress.

          Money – while your cash reserves may be spinning downward, many do not even have cash reserves making economic disparities more visible, frustrating, and discouraging during the holidays. Stress.

          High Expectations – Besides trying to plan the perfect holiday gathering, finding the perfect gift within your budget, or trying to provide idyllic memories for your children, you may also be scrambling to wrap up the goals you had for 2022. Stress.

          Illness –More gatherings also mean more opportunities to spread illness. While this is a relatively new item on the list, it carries quite a bit of stress. The pandemic has made us more aware of doing our part to not spread any germs, but having to choose to stay away from a special gathering because you might have something that you do not want to spread is a tough decision to make – and can also be a no-win situation.  Some will be pleased with your consideration, and some will be miffed that they missed seeing the grandkids or that you could not bring your famous dessert.

          STRESS!

          All this busyness and stress can lead to less exercise and more eating and more stress –  which may mean weight gain and decreased immunity, or the stress can even lead to physical illness, such as upset stomach, headache, sleeplessness, or even sore muscles.

          You can take some actions to manage this year-end stress.

          Managing Holiday Stress at Work

          As a supervisor:

          • Encourage team members to handle extra holiday chores during lunch times so that workers are present and focused on their tasks.
          • Workplaces can have extra visitors or visiting or parties taking place this time of year; provide some additional quiet spaces for those who need them to concentrate and stay focused to complete work.
          • Remind staff that some people, such as the finance department closing out year-end, are extra-busy during this time and to be patient when interacting with them.
          • Encourage employees to stay home when sick so that you do not spread illness across the department or to each other’s families
          • Help team members prioritize work– especially with their and others’ holiday and vacation time.

          As a coworker:

          • Plan so that the work you need others to do can get completed amongst the extra time off and holidays.
          • Check-in with co-workers if you note the stress. Remind them of any Employee Assistance programs they could use or just listen.
          • Be mindful of those who may be alone during the holidays or are experiencing the first holiday without a loved one. Offer comfort if your co-working relationship allows, “I know that this is the first New Year’s Eve without your husband, that must be difficult.”
          • Partner with a coworker and take walks during your breaks.
          • For those who have taken the IPD communication course, remember to flex! Assess the communication style of the person you need to receive your message and then flex your communication style to accommodate them – and remember – we all communicate differently when under stress.

          Manage your Holiday Stress

          The tried and true include:

          • Eat smart whenever when you are not at gatherings.
          • Skip tasks (do not send out cards) or cut corners (do a cookie swap rather than baking them all yourself).
          • Set a budget for gift-giving and stick to it.

          Some more strategic and thoughtful approaches to holiday stress include:

          Generate a master schedule of events, prioritize them, and remove the bottom 10 or 15 % of the list. Fewer events and less hustle and bustle will allow you to be present and focused on the ones you attend.  Choose quality over quantity.  Think about planning gatherings with those you missed in December a few months into the new year instead.

          Trigger your feel-good endorphins by spending time or money on others. Consider visiting a relative or friend who cannot get out to the big gatherings due to limited mobility issues.  Save money on presents for friends and family and donate it to a homeless shelter or a women’s crisis center. Pack some food for those who are in need. Use technology to reach out to friends and family who may be long-distance and not able to travel back to see their loved ones.

          Avoid these questions at family gatherings:

          • When do you plan on starting a family?
          • Why aren’t you engaged yet?
          • Remember when (fill in any embarrassing moment or past argument)?
          • Have you gained weight? Have you got more gray?  Lost weight?
          • Don’t you need a job that pays more money?
          • What do you mean you are not working; what do you do all day?

          Mark some days as “off limits.” Mark them off at somewhat equal intervals. Do not schedule anything on those days or nights and use them to get caught up, or just take time to relax, or just hang out on the couch to watch a favorite holiday film or binge-watch a favorite show.

          Prepare yourself for difficult social situations (family or otherwise) with these tips:

          • Anticipate awkward questions you might be asked and have a light-hearted vague answer at the ready.
          • Try to position yourself so that you can walk away from conversations you do not want to be a part of.
          • Prepare a list of questions to change topics if a conversation gets heated:
            • I am wondering where to travel this year. Where have people been?
            • I am looking for a good BBQ Shrimp (cake, salad, chili) recipe. Does anyone have one or know where I could look?
            • ____ and _____, I am not sure if I know how you met. Can you share that story with us?
            • I want to binge-watch some shows this winter, what do you recommend?
            • I need to pick the next book for book club. Any ideas?
          • Prepare a list of questions that people (generally) enjoy answering:
            • What are you looking forward to in 2023?
            • How is your (garden, hobby, cooking class, sport, DIY project) going?
            • How was your trip to ____ last summer; do you have any pics on your phone?
            • How old are your grandkids (kids, nieces, nephews, dogs, rabbits) now?  Any pics on your phone?  What are they up to these days?
            • And follow most answers up with, “Tell me more.”

          Choose. For those of you who have taken the IPD course on handling conflict, remember there are five choices for how to handle conflict with others.  While you learned these strategies in a workplace context, they work for other environments as well.  Review your 5 strategies for handling conflict and make a choice rather than defaulting to whatever the situation brings.

          With those 6 strategies, go forth and have a happy and stress-free holiday season!

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          Beth SchaeferOctober 5, 2023DEI Blogs, Leadership and Strategy Blogs, Professional Development and Career Advancement Blog

          Interdependence Part 1: The Goal | A Workplace Blog

          Moving to Interdependence

          By: Beth Schaefer

          In search of an employee who is a self-starter and can work independently?  Not me.

           

          In writing the posting for our new IPD Operations Lead role, I pulled out a word that I had not thought about for a while, but it seems like a word we should use more – Interdependence.

           

          Back in a class I took (high school or college – too long ago to remember), I was taught that Interdependence, not Independence, is the real mark of maturity.

           

          The theory was that being able to ask for help when you need it and being willing to support others when they needed it was far superior than being alone on your own island of independence (see the chart below).

           

          However, in American culture, we have our roots in the rugged frontier which still transfers to modern day with the self-made person.  We love a “rags to riches” story where one person overcomes all the odds to gain power and riches.  However, I am sure that if you drill down into these stories, you would discover they are myths.  Even as I think about the terms associated with independence such as frontiersman and self-made man, those terms sound antiquated and out of place in today’s world.

           

          Frontiersmen relied on someone to teach them survival skills, and others to support a supply chain, and others to care for children, and others to form towns and cities.  They may have moved outside “the grid,” but they used the community for support. They were not wholly independent.

           

          I think too of the rich plantation owners that built the southern economy.  Self-made?  Hardly.  They relied on forced labor- slave labor.  Entire communities of slaves to build their empires and fortunes.  They were not independent at all. In fact, they may have even fallen more to the dependent-side of the continuum.

           

          While we may not use these specific examples anymore, our culture still idolizes the multi-billionaires who presumably build corporations by themselves using their own ideas. The harm of putting the self-made rugged (or now-days contrarian) individual on a pedestal is that we send the message that NOT asking for help or NOT accepting help is the goal.

           

          There are plenty of public service announcements that attempt to tell us that it is OK to ask and accept help for our mental health, but I feel like the step of asking for help is still considered a last-ditch effort to solving a problem.

           

          Interdependence in the Workplace

          We hire for the self-starter independent worker and are then surprised that we find that person lacks the skills to be a “team player.”

           

          It is time for us to realize that we are not working on an island.  We need to teach people to work interdependently, ask for help early, and work with others to dream big and solve large problems.  We need to cultivate work places that value and respect this balance.

           

          Look for a series of future articles to discuss the philosophy of Ubuntu that provides a framework to lead based on the African worldview of the interconnectedness between people.

          * Examples of resources include = ability to comfort, mentor, ability to pay bills, listen, do errands, make purchases, provide advice, recognize limitations, see other’s strengths and weaknesses, solve problems, maintain person and home, give grace

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          Stay up-to-date on upcoming DEI blogs from this series.

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