February 2025 LinkedIn Newsletter

Dear Readers:?

BREAKING NEWS: I admire all my colleagues who write monthly newsletters; as you know (should I say my “Dear Readers” a la the Bridgerton TV series?) I have opted for quarterly publications. However, the information contained in this newsletter just couldn’t wait.

As you will read, new data are out confirming that the divisiveness we all experience in the public square has seeped into the workplace, infecting relationships and breeding distrust and fear. This unfortunate turn of events is all to the detriment of what those of us who toil in the workplace leadership space work so hard to keep at bay.

My typical blog, followed by Happenings is replaced by a somewhat longer article in this newsletter, citing the facts and figures of a recent survey focused on politics in the workplace. I apologize for the length of the article and commend it to you to ponder and discuss.

In my quest to contribute to a return to civility, I published last June my second Amazon #1 bestseller, and now a Goody Business book award finalist, “Can we all just get along?” Rodney King – Courageous Communication: A Return to Civility.” This book, along with my conflict management training, one-on-one and team coaching, along with serving as a keynoter can serve as part of the antidote to what the survey lays bare.

I would love to hear from you and offer my services to anyone who might seek productive ways to counteract workplace incivility. Please reach me at: [email protected].

Diana

How Workplace Politics is Dividing Teams—and What Leaders Must Do

Political discussions at work have shifted from casual water cooler conversations to significant sources of conflict. A recent Resume Now report found that:

• 91% of employees have witnessed or experienced political clashes at work
• 51% actively avoid colleagues with different political views
• 93% believe leadership’s political bias influences workplace policies and promotions

These findings highlight a growing reality: workplace culture is being shaped, and often fractured, by political divisions. But is conflict the real problem—or is it our approach to managing it? Conflict Resolution vs. Conflict Management In the field of organizational development, there are two schools of thought on handling workplace conflict: conflict resolution and conflict management.

• Conflict resolution applies to disagreements that can be solved, settled, or finalized. (The vacation policy states that first-come is first-served. Jazmin submitted her vacation request before Robert, so she gets the week.”)
• Conflict management recognizes that some conflicts, especially those rooted in deeply held values, may never be resolved—but they can be navigated productively. (School prayer fits here.)

I subscribe to the latter approach. Many workplace tensions stem from differences in experiences, heritage, and personal beliefs, which rarely change. Political conflicts, like those surrounding elections, social policies, and leadership decisions, are often intractable. Instead of seeking resolution, leaders must learn how to manage conflict in a way that fosters understanding and collaboration. The Leader’s Role in Navigating Political Tensions As a conflict specialist, I have seen firsthand that the most successful leaders do not shy away from tough conversations. Instead, they create environments where:

• Disagreements do not turn into disruptions
• Employees feel heard without hostility
• Political differences do not negatively impact collaboration or career opportunities

The key is structured conflict management—a four-step process that can be applied even in the most contentious workplace disagreements.

Always eager to hear your thoughts.?

Diana