Navigating Unrest and Uncertainty at Work: Politics, Conflict, and Change — Insights from Kelly Bunting

Hello New Leaguers and Friends,

Welcome to the final How She Did It newsletter of the year! As we wrap up 2024, I know you’re navigating unprecedented change—political divides, organizational shifts, and an evolving world and workplace. You could be leading teams, managing tough conversations, or redefining policies, tackling new areas of the business and these complex times demand resilience, trust, and decisive leadership.

In this episode, Navigating Unrest and Uncertainty at Work: Politics, Conflict, and Change, labor and employment expert Kelly Bunting shares her take to lead through conflict and uncertainty—without losing sight of fairness, equity, and trust.

Watch the full episode here and the previous episodes at newleagueofleaders.com

Guest Spotlight: Kelly Bunting

Kelly Bunting is a globally recognized authority in labor and employment law and a shareholder at Greenberg Traurig. Known for her sharp legal acumen and people-centered approach, Kelly has spent decades defending companies in complex employment cases while shaping fair, resilient workplaces through clear policies and actionable solutions.

Beyond the courtroom, Kelly is a passionate advocate for equity, trusted advisor to leaders, and sought-after trainer on issues like harassment, compliance, and workplace culture. Her multifaceted career—spanning law, broadcasting, and public relations—has shaped her unique ability to cut through complexity and connect with people. With Kelly’s insights, leaders can navigate uncertainty with clarity, fairness, and trust.

Discussion Highlights:

1. Workplace Violence and Trust

Kelly opened with a startling statistic:

"One of the most common ways adults die at work is through violence—whether it’s domestic issues spilling over or employees taking out frustrations after a termination. It’s devastating, but it’s a reality we can’t ignore."

Her call to action? Be proactive. Organizations must create environments where employees feel safe, respected, and secure. That starts with clear policies, training, and accountability.

• Establish clear policies: A culture of fairness starts with well-communicated rules.
• Train managers: “Employees look to management to set the tone.” Equip managers to uphold fairness and civility.
• Address institutional trust: Build safe spaces where employees feel protected, heard, and respected.

2. Policies as a Foundation for Fairness

If you rolled your eyes at the word “policy,” Kelly had this to say:

"Policy and training might sound boring, but they’re the backbone of fairness. Employees want rules they can rely on—where the workplace feels like a safe, predictable haven amid external chaos."

She pointed out how managers play the most significant role in either building or breaking trust. Her advice:

• Train managers to consistently enforce policies without favoritism.
• Hold managers accountable—tie fairness to their performance reviews or even bonuses.
• Don’t let bad managers off the hook: “Bad managers are why employees leave. We’ve all had one—we can all name them.”

3. Accountability for Managers

Bad management drives turnover and erodes trust. Kelly was candid:

• Hold managers accountable by tying performance evaluations and bonuses to fair, consistent policy enforcement.
• Encourage 360 reviews and regular audits to capture team sentiments: “If HR takes someone for coffee and asks, ‘How’s your manager?’, that transparency alone will improve behavior.”

4. Retaliation: What You Don’t Know Could Hurt You

One surprising highlight was Kelly’s warning about how even small actions—like an apology—can be deemed retaliation: “An apology can breach confidentiality and turn a complaint into gossip, leaving the employee exposed.”

Her advice:

• Act neutrally during investigations and address complaints with clear processes.
• Build trust proactively with restorative practices like regular check-ins and open communication.

“Bring your professional self to work. Be human, but within boundaries.”

5. Restoring Trust Through Empathy and Connection

A key theme throughout the conversation was balancing empathy and professionalism in chaotic times.

• Build rapport with managers and employees through regular check-ins.
• Foster team cohesion by breaking big goals into achievable milestones: “Humans work better with smaller bits. Set quarterly goals, celebrate wins, and tie everyone’s efforts to a common mission.”

6. Mid-Managers Need Support, Too

Kelly acknowledged that managers are often caught in the crossfire:

“Mid-level managers are overwhelmed right now. They’re being asked to do more with less. If you want them to succeed, you have to support them.”

She encouraged HR leaders to build relationships with managers, offering empathy and practical solutions:

Regular check-ins with managers: “Sit down, grab coffee, and just talk—‘What’s keeping you up at night? What issues are you dealing with?’ Let them know HR is a partner, not the police.”

7. Preparing for Change in 2025

With political and social changes ahead, Kelly urged organizations to prepare now:

• DEI policies will remain under scrutiny—don’t abandon them but adapt thoughtfully. “Fairness should never go away.”
• Brace for potential immigration shifts that could impact labor-dependent industries.
• Create open spaces for dialogue: “Sometimes, just talking about uncertainty helps. Sit down with your teams and say, ‘We don’t know everything, but here’s what we do know. Here’s what we can focus on.’ It helps people feel seen and calms the noise.”
• Break big goals into small wins. Celebrate progress, however small. “People want purpose. If you give them clear goals and let them feel like they’re achieving something together, that’s how you build resilience.”

Key Takeaways:

• Policies Build Trust: Policies aren’t about control—they’re about fairness, consistency, and safety.
• Equip Managers: The real frontline of trust is management. Train, empower, and hold them accountable.
• Empathy and Communication: Start the new year with transparent conversations about change and uncertainty.

What’s Next: Summit2025

Get ready for The She-Suite Summit25, our 10th annual global virtual conference! This year’s theme is all about transformation: Chart Your Course – Ignite Change from Within ?? Save the date and stay tuned for details on how to RSVP!

Revisit this powerful conversation and more at newleagueofleaders.com. Let’s finish this year strong and start 2025 with clarity, courage, and connection.

You’ve Got This!

Melissa