How do you navigate conflicting personal values among team members during a culture shift in the workplace?

Did you know that it is OK and alright for individuals to have different perspectives and different opinions? This is actually extremely beneficial. The problem happens when we take a difference of perspective or opinion to be a slight against us at our core.

My go to is to build self understanding exercises first, by having the team do simple self awareness activities, communication styles are very useful, as they help people to see their own styles / preferences / limitations first and then compare / contrast with others. From there we work on how we collaborate from the base of broader flexible perspectives. However if there has been a betrayal event or a loss of trust event, that needs to be resolved, as those things keep people stuck and no amount of good will or slick workshopping will get through.

Counselling team members that two different people would not be same and personal differences isnt uncommon.Considering different personalities join team to achive organisational goal one needs to place such personal difference aside for team goal in mind.Respect needs to be bedrock and non compromisable item in any team, to be expressed loud and clear by leader.

Its always to call out things in respectable space politely but stern manner.People should get clear message team goal and organisation,value,culture and goal is over and above individuals and at no point there will be any tolerance to individual conflict,guding team to foster colabaration inspite of personalities differences.Role of strong leader plays crucial and impacting role.

Years ago, I worked as the Executive Director of a medium-sized nonprofit. One of the first issues I noticed was rampant gossip among coworkers, which led to distrust and anger. This needed to change. I implemented a No Gossip Policy. The policy's basics were that complaints should only go up the chain of command, never down or across. We were to only discuss issues with someone who could address the situation; otherwise, it was considered gossip. This concept was new, so I dedicated time to education and training. Once the staff understood the concept, I had to have individual conversations with those who continued to gossip. Over time, the culture began to shift, and the organization became more cohesive and trusting.

Once we have identified personalities differences and counselling is done, leaders should try to have behavioiral training for team member to improve sesitivity.Many tools are available to adress such ississ,this should be sold as development mechanism for better acceptance.

I feel team members need to be told they need not compromise but instead adapt for larger team goals and organisation culture.Respect for individuals should be non compromisable in any culture. Differences should be within that boundary .

Best way to train and teach is lead by example, lead the value and culture chain.People are trained permanently by seeing leader behaviour and conduct and if leader show the way to behave it works as major pillar in building an organisation culture.