Doug Dickerson shares his tips for navigating politics in the workplace
“Anger and intolerance are the enemies of correct understanding.” ~ Gandhi
An elderly gentleman was sitting on a park bench, basking in the sun, when another elderly man sat down next to him. They looked at each other for a moment but did not speak. Both men sat there, staring straight ahead.
After a while, one of them heaved a big, heartfelt sigh. The other jumped up immediately and said, “If you’re going to talk politics, I’m leaving.”
Leadership in the workplace can be challenging, even in the best of times. And nothing will change the landscape of your workplace culture quicker than conversations surrounding politics. When a vast diversity of opinions – namely, political opinions – enters the fold, things can quickly go from good to complicated. How you lead during these times can be like walking a tightrope at best.
Political Beliefs and the Workplace
Before the U.S. presidential election in November 2024, an article published by PSHRA cited a survey by Public Eyethat saw more than 70% of Americans report increased stress during the election season. More than 50% said politics negatively affects their mental health.
Even post-election, when workers bring these stress factors, coupled with the effects of mental health concerns, into their workplace, it elevates the tension many experience. As a high-profile leader, you must do your best to foster an environment where all members are welcomed and valued regardless of political persuasion.
While people can be very passionate about their political views and opinions, how you tread these waters as a leader can be tricky. If you side with group A, you alienate the people in group B. If you side with group B, you alienate those in group C. On and on, the cycle goes.
Here’s the reality: Everyone has a set of political beliefs they subscribe to. Regardless of those views, every person deserves to be treated with dignity and respect. No one’s morals should be questioned irrespective of who they support or oppose, and no one should be punished.
I am proud to say that I have close friends who do not share my political views. And what’s more, I welcome it. Seeing the world through the lens, life experiences, and points of view of other people makes me a better person. It broadens my perspective and causes me to think more broadly about my positions.
A Forbes article cited 2023 research from the eLearning industry, which found that 55% of employees “worried that sharing their political views could harm their relationships with colleagues.” The article also stated that “this self-censorship can lead to decreased engagement, lower morale, and talent loss.”
These dilemmas only heighten the awareness you need as a leader. Some leaders within their organizations avoid external or internal workplace politics altogether. Others jump right in. But what is a good approach regarding the effects on your workplace culture and relationships?
In his book High Road Leadership, my leadership mentor, John C. Maxwell, describes the difference between low-road, middle-road, and high-road leaders. It can help you understand the leadership positions of those around you and how to build bridges and bring those people together. Allow me to explain.
Characteristics of Low-Road Leaders
Low-road leaders think only of themselves. They take from others and never think about giving anything back. Leaders on the low road leverage the chasm that separates people and would widen it if they could. They don’t want to build bridges. They keep people divided as much as possible, believing it will help them maintain their power position.
Characteristics of Middle-Road Leaders
Middle-road leaders treat others the same as they are treated. They are willing to compromise as long as they get as much as they are giving and prefer to get theirs first. They can work with people on the other side so long as they move first. They want you to listen first before deciding to listen themselves. They are always keeping score.
Characteristics of High-Road Leaders
High-road leaders intentionally give first without worrying about receiving anything back. They aren’t trying to make their interactions fair because they acknowledge life isn’t fair. They value every person and treat each one well, whether that individual is traveling the low road, middle road, or high road. They treat others better than they are treated.
Moving toward being a high-road leader can be challenging, but can also benefit you and your organization. Here are a few ways to accomplish this.
Foster a Culture of Acceptance
When leveraged correctly, your team’s diversity can be a great asset – and you will be better for it. Your workplace should have enough room for differing views without fear of repercussion.
There will always be differences of opinion among us. Still, by cultivating acceptance, we can emerge stronger with greater trust and not see those who think and believe differently from us as the enemy.
Pat Wadors, Chief Talent Officer at ServiceNow, eloquently said, “When we listen and celebrate what is common and different, we become wiser, more inclusive, and better as an organization.” Shouldn’t this be our goal as leaders?
Promote Meaningful Dialogue
Many friendships have been ruined because of a lack of dialogue. If we shout over one another instead of coming together, the divide will only grow and eventually become irreparable. So long as we see the person who disagrees with us as “the enemy,” we will never come to the table of understanding. Your workplace culture ought not to be a place where your people dread going because of differences that exist or perceived alienation.
Reasonable people can disagree and still work together as a team, and work together toward common goals. As a leader, you need to promote meaningful dialogue and model it.
Always Protect Your Culture
Your leadership will go a long way in shaping the culture you build with your team. In the process, don’t strive for total agreement; strive for unity amid your diversity.
Unfortunately, there will be toxic people whose mission is only to stir the pot and drive a wedge
between members on your team. These are those who have opted for the low road.
Simon Sinek observed, “A community is a group of people who agree to grow together.” Your goal in bringing your people together is to achieve this.
The sky is the limit when a group of diverse and committed people come together, not in the name of their political identity or persuasion but because they can set it aside for the greater good of growing together, and by realizing that they are better together.
References
McGraw, Mark. “Presidential Impact: Workers Share Concerns About Election’s Effect on Their Careers.” PSHRA, October 2024, https://pshra.org/presidential-impact-workers-share-concerns-about-elections-effect-on-their-careers/.
Kriegel, Jessica. “The Cost of Political Polarization in the Workplace.” Forbes, 10 September 2024, https://www.forbes.com/councils/forbeshumanresourcescouncil/2024/09/10/the-cost-of-political-polarization-in-the-workplace/.
