How you lead your company will not only affect moral, but the overall performance of those you lead. It’s not news to anyone living in the US that our country is in the middle of economic change.  Change is uncomfortable and unfamiliar, and with that uneasiness, usually comes catastrophic thinking and behavior.  People go into crisis mode!

There’s a lot of new business language going around these days – teamwork, thought leadership or my personal favorite, collaboration.  (Yes, I’m being sarcastic!)  The truth is, we don’t run our organizations collaboratively.  The business model of hierarchy has been built upon the progression of rank and privilege, which typically occurs through education and experience.  The rapid onset of technology has changed the model, kind of….the other component that has shifted the paradigm, is the evolution of Human Resources.

Today, Human Resources role is to make sure everyone is being treated fairly and not being over worked. Combine that with young whipper snappers (Generation D), which have flipped the hierarchy of knowledge through technology, and you’ve got a recipe for disaster!   Management and your everyday co-workers are “politely” not getting along.  The mid-senior executive’s ego is challenged by the newbie out of college who has the latest tools of technology.  He knows how to use them too…when he finally gets to work a half hour late.  Expectations on-the-job have changed.  Emotional bullying is the discreet norm and the P&L bottom line is getting affected.

For America to get back on its’ financial feet, businesses really have to collaborate. Really.

Technology is here to stay and the older generation needs to learn it from the young’ins.  Equally, the younger generation has to learn from their elders.  They need to learn tolerance for others, an ability to work through adversity, and stay focused up in a timely manner….i.e. work-ethic.

So how do we deal with conflict on the job and NOT lead through rank and privilege?  Most of us don’t know how to.  Just doing your “job” and keeping your mouth shut won’t lead to collaboration.  Relationships get damaged through unspoken misunderstandings.  Eventually a tank of resentment brews and when that tank blows, the business relationship gets damaged.

So, how do we learn to love conflict, look beyond what we want, and keep our eye on the business relationship? Start by creating Emotional Awareness. Read this check list as part of your daily morning hygiene.

I am relational.  I will not lead through rank and privilege.  I will focus on “What the relationship needs” during my interactions with others and listen to understand.

Conflict is the seeds of change.  It is neither good nor bad.  Change just means something else has to happen for the sake of the company.

I cannot control what others do or say.  Their poor attitude/behavior has nothing to do with me.  I will not take it personally and I will seek to understand their struggle.

During times of conflict, I will ask, “What’s trying to happen?”  rather than get stuck in my judgment.

I will approach conflict on the job with an attitude of commitment to the company.  I will focus on doing my part and have unconditional acceptance for whatever others do.  I will create healthy boundaries, and will not judge others’ behavior.

We are at the crossroads of cultural and generational change.  Diversity and inclusion, passionate engagement and sustainable growth…words to ponder.  The time is now to get out of your rank and privilege and listen to the voice of the relationship.  That’s how companies will gain back a sense of camaraderie, a feeling of dignity, and progressive fiscal growth!

Do You Lead by Rank and Privilege?

How do you lead? Let us know some tips and tricks you have when it comes to being in a leadership role.