How to Use the 7 Habits of Highly Effective People to Navigate Difficult Conversations on Race in the Workplace
A recent Pew Research Center survey shows just how divided the views on race are among Americans. The topic of race is a difficult one to navigate particularly in a professional environment. It is important for leaders to face these challenges head on by using tools to build a welcoming and inclusive environment.
Many organizations use books such as “The 7 Habits of Highly Effective” People by Steven R. Covey to improve how they operate. I think the 7 Habits could be used as a guide to having difficult conversations around race as well. Here is how organizations large and small can apply each habit.
Habit 1 – Be Proactive
One of the challenges I see with many organizations is they shy away from difficult conversations. Just the mention of having a discussion on race puts some leaders on edge. If the organization doesn’t have a culture of creating an open and safe space for dialogue, they may find some employees retreating to their cube and potentially leaving the organization because micro and macro issues relating to race are not addressed. Instead of running away, organizations should be proactive, pull in staff from all levels and develop a plan to have ongoing opportunities for a conversation.
Habit 2 – Begin with the End in Mind
The end goal for any organization should be to have happy and productive employees. One way to do this is keeping in mind that having a constructive conversation on race now, could prevent future issues with employees. It also says to staff that you truly value their opinion and growth in all aspects of their identity.
Habit 3 – Put First Things First
Leaders should construct a clear path forward where everyone understands the desired result and that the conversation starts with them. If the dialogue has not happened yet, I strongly suggest organizations begin thinking of ways to incorporate time for challenging discussions in board retreats, and leadership meetings. First, make sure a competent independent consultant(s) is guiding the organization through the process of creating a culture of open dialogue.
Habit 4 – Think Win-Win
When creating this culture of open dialogue remember that everyone can benefit. Leaders and employees can look at the ongoing conversation as professional development opportunities. If done correctly, minor issues that may have arisen because of cultural differences will give way to greater communication and increased productivity for the organization.
Habit 5 – Seek First to Understand, Then Be Understood
This habit may be one of the most important when having a challenging conversation, particularly when they are on race. Everyone involved in the discussion should have the mindset to listen, and empathize first, then share their thoughts. Also, this is a great time for leaders to really understand their organization at a deeper level and how a conversation on race might impact various groups.
Habit 6 – Synergize
Hopefully having the dialogue will break down barriers between employees, thus lead to more staff working as a team. The reality is the more diverse a group the better the end product.
Habit 7 – Sharpen the Saw
Once you have created a culture of open dialogue, you won’t have to question whether you should have a conversation with staff when an incident arises, because it will happen organically.
These steps are just one of many ways organizations can look at how to have challenging conversations, particularly on race. No matter what your approach, I strongly suggest bringing in an outside facilitator who can help walk you through the process.
Cory J. Anderson writes about practical ways to think about and implement equity, diversity, and inclusion in the workplace. He has always lived in a multicultural environment which he credits as his inspiration to bring diverse groups of people together. Cory is passionate about using facilitated conversations as a tool to increase understanding and personal development. He has held various leadership positions with several nonprofit organizations and universities facilitating multicultural education. He is the founder of Diverse Dialogues, an organization focused on breaking down barriers one conversation at a time. Follow him on Twitter @mrca12.
