By Beth Jantz, Vice President of GrantsPLUS
In the nonprofit sector, we have a reputation for being nice. Most of the time, that’s a good thing. But sometimes, nonprofit culture’s “niceness” can actually create a dynamic of passive aggression.
In our consulting work, we often encounter teams where everyone in the room can see the problem, but no one is comfortable saying it out loud. Instead of addressing the issue, people save their grousing for behind closed doors. That, in turn, can lead to division, alienation, and disengagement.
Conflict is a natural and healthy part of any organization. Instead of turning away from conflict, we should lean into it. Which would you rather trade: one hour of discomfort or 40 hours a week of resentment and unhappiness at work? Approach disagreement with intentionality and an open mind.
Here are some tips when preparing for a difficult conversation:
“I believe one of the most courageous things to say in an uncomfortable conversation is, 'Tell me more.' Exactly when we want to turn away and change the topic…we also have the opportunity to ask what else we need to know to fully understand the other person’s perspective.” - Brene Brown
Open, honest, and healthy disagreements can transform your organization:
At LBH, we don’t shy away from difficult conversations. If you need some help, connect with us: (314) 716-2496 or LetsBuildHope@lbh-stl.com.
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