How to Navigate Controversial Topics

One of the toughest tests of your leadership isn't how you handle success. It's how you navigate disagreement. I noticed this in the SEAL Teams and in my work with executives: Those who master difficult conversations outperform their peers not just in team satisfaction, but in decision quality and innovation. The problem? Most of us enter difficult conversations with our nervous system already in a threat state. Our brain literally can't access its best thinking when flooded with stress hormones. Through years of working with high-performing teams, I've developed what I call The Mindful Disagreement Framework. Here's how it works: 1. Pause Before Engaging (10 seconds) When triggered by disagreement, take a deliberate breath. This small reset activates your prefrontal cortex instead of your reactive limbic system. Your brain physically needs this transition to think clearly. 2. Set Psychological Safety (30 seconds) Start with: "I appreciate your perspective and want to understand it better. I also have some different thoughts to share." This simple opener signals respect while creating space for different viewpoints. 3. Lead with Curiosity, Not Certainty (2 minutes) Ask at least three questions before stating your position. This practice significantly increases the quality of solutions because it broadens your understanding before narrowing toward decisions. 4. Name the Shared Purpose (1 minute) "We both want [shared goal]. We're just seeing different paths to get there." This reminds everyone you're on the same team, even with different perspectives. 5. Separate Impact from Intent (30 seconds) "When X happened, I felt Y, because Z. I know that wasn't your intention." This formula transforms accusations into observations. Last month, I used this exact framework in a disagreement. The conversation that could have damaged our relationship instead strengthened it. Not because we ended up agreeing, but because we disagreed respectfully. (It may or may not have been with my kid!) The most valuable disagreements often feel uncomfortable. The goal isn't comfort. It's growth. What difficult conversation are you avoiding right now? Try this framework tomorrow and watch what happens to your leadership influence. ___ Follow me, Jon Macaskill for more leadership focused content. And feel free to repost if someone in your life needs to hear this. 📩 Subscribe to my newsletter here → https://lnkd.in/g9ZFxDJG You'll get FREE access to my 21-Day Mindfulness & Meditation Course packed with real, actionable strategies to lead with clarity, resilience, and purpose.

Navigating Political Discussions at Work, Fostering Trust, Respect and Inclusion In 2024, as we face another pivotal election year, the question of how to handle political discussions in the workplace remains as relevant as ever. Many of us were raised with the notion that politics, religion, and race are taboo topics at work. However, I've come to believe that we should discuss these issues—the key lies in how we approach these conversations. As workplace culture continues to evolve, particularly in our post-pandemic reality of hybrid and remote work, there's an increasing emphasis on bringing our authentic selves to the office. This naturally includes our political beliefs, which are often integral to our identities. The challenge arises when only certain views are welcomed while others are silenced, creating an inequitable environment. Here are some strategies that have helped me navigate political discussions at work: 1. Depersonalize disagreements: Remember, differing political views aren't personal attacks. Practice active listening: Hear others out and ask for the same courtesy in return. In 2024, topics like climate change policy, healthcare reform, and digital privacy laws are likely to be hot-button issues. These can quickly become contentious, making respectful dialogue crucial. Organizations play a vital role in fostering an environment where diverse viewpoints are respected. Some steps they can take include: 1. Providing resources and training on having difficult conversations respectfully 2. Incorporating inclusive team-building activities Ensuring leadership models open and respectful communication If these resources aren't available in your workplace, and you feel unsafe expressing your views, consider these steps: 1. Speak with leadership: Raise your concerns about the workplace culture. 2. Emphasize the importance of all employees feeling a sense of belonging, regardless of their political leanings. 3. Set personal boundaries: It's perfectly acceptable to express your discomfort with certain topics and ask colleagues to respect your choice not to participate in political discussions. 4. Seek common ground: Focus on shared goals and values in your work, which can help build bridges despite political differences. Remember, whether you support any particular candidate or party, you should feel safe expressing your views respectfully at work. Diversity of thought, when approached with mutual respect, can lead to more innovative and inclusive workplaces. As we navigate the complexities of election year 2024, let's strive to create work environments where all voices are heard, differing opinions are respected, and productive dialogue is encouraged. By doing so, we not only enhance our workplace culture but also contribute to a more understanding and cohesive society.

🔥 Radical leaders don't avoid difficult conversations. They transform them. The most courageous act in leadership? Not the big presentation. Not the tough budget call. Not the strategic pivot. It's sitting across from someone and speaking truth with kindness when every instinct tells you to run. I've coached C-suite leaders who'd rather resign than have a five-minute conversation about performance. I've lived this personally. The conversations I feared most became the moments that defined my leadership. Truth: Psychological safety isn't built on avoiding hard truths. It is built on how we deliver them. 3 principles that transform difficult conversations: 1️⃣ Lead with curiosity, not conclusion. "I noticed X and I'm curious about what's happening" opens doors that "You did X wrong" slams shut. This works across differences. When we're curious, we create belonging. 2️⃣ Honor the whole human. Before addressing what someone did, acknowledge who they are. The most inclusive teams remember: Performance is just one dimension of a multidimensional human. 3️⃣ Make it safe to be uncomfortable. The best leaders don't minimize tension. They normalize it. "This conversation might feel uncomfortable, and that's okay. We'll navigate it together." Your team isn't waiting for a perfect leader. They're waiting for a real one. 👇 What difficult conversation are you avoiding right now? What might be possible if you transformed it instead? In Community and Conversation, 🧡 Jim P.S. My August calendar for "Courageous Conversations" has three spots remaining for leaders ready to build truly inclusive teams. Message me for details. Book an introductory meeting at the link in my Bio.

I recently attended an international conference where colleagues from around the world wanted to discuss the changes happening with the new U.S. administration. Normally, I steer clear of political conversations, especially in professional settings. But in that moment, avoiding the topic would’ve kept the exchange surface-level and weakened an opportunity to deepen a connection. Engaging didn’t mean offering a strong opinion or debating policy. It simply meant acknowledging the topic, showing curiosity, and being willing to participate in a thoughtful conversation. If you were socialized to avoid topics like politics, religion, or anything “too personal,” you’re not alone. But in many global contexts, these topics are not off-limits—they’re part of meaningful dialogue. You can share opinions from a position of openness and interest in other perspectives. You can also engage while maintaining your boundaries. For example (a bit stiff, but you'll get the gist): ✅ Acknowledge the topic with neutrality: “It’s certainly a time of transition—there’s a lot to consider.” ✅ Express curiosity rather than commentary: “I’d be interested to hear how it’s being viewed from your perspective.” ✅ Redirect thoughtfully: “There are many dimensions to ___. How do you see it influencing our field in the area of ___?” Being a good conversational partner doesn’t require you to share more than you’d like. It means showing respect for what matters to others and being open to thoughtful dialogue, even when the topic is complex. How do you decide when to engage in conversations you were once taught to avoid? #AuthenticCommunication #GlobalLeadership #CulturalAgility #ProfessionalPresence #RelationshipBuilding #DiplomacyInBusiness #LeadershipDevelopment

Using respectful language in disagreement is a valuable tool for managing conflict. "Accountable Talk" is a classroom strategy to help young people engage in meaningful dialogue, including learning how to disagree. These skills aren't just for kids, though. Many of us (myself included!) feel discomfort with disagreement, but it helps to use language that keeps the focus on ideas, rather than making value judgments about people. One thing I find helpful, is to be transparent about why you’re disagreeing. Acknowledge the other person's perspective by saying something like, “I appreciate where you’re coming from, especially these parts." Then share your perspective. I also try to recognize cultural differences in how we express disagreement. If you feel comfortable, sometimes disclosing your lived experiences can bring better understanding. For example, I was raised to be deferential to elders, which I find can make disagreeing challenging. Sharing this with an older colleague helped create an open dialogue and allowed me a safe space to practice disagreeing. Respectful disagreement can lead to more productive and meaningful conversations. Let's embrace it for a more inclusive and understanding environment!

We’re living in a moment where division feels like the norm whether at work, in our communities, even around the dinner table. We say we want connection, creativity, and community. But too often, our conversations turn into debates. Our emotions take over. And our best intentions get lost in the noise. But leadership requires that we hold the space for mutiple varied perspectives. I recently led a workshop where that tension came alive in the room. It reminded me: wanting better isn’t enough. We have to practice it. So I paused... thinking, what we can actually do to make a difference. Here's what I recommended;  three small but powerful shifts that help us show up differently. Its not easy, but is is valuable. 1. Listen. Listening doesn't mean agreeing, it means respecting the other person. When we get curious about someone else’s story instead of defending our own, we make space for connection to grow. 2. Radically accept your emotions. Debate raises difficult emotiosn like defensiveness, fear, anxiety. These emotions are not wrong, but they are not helpful. Start with what @Tara Brach called 'radical acceptance'. Accerping our emotions honors them, without letting them get int he way.  3. Get curious, not critical. Opposing perspectives spark criticism. Instead of challenging someone, get curious. Ask “Why do you believe that?” instead of “How can you think that?” Curiosity opens doors that criticism slams shut. These aren’t just skills for better conversations. They are the foundation of a more human, more resilient way to lead. If you've had a connecting conversation, kudos !!! Let's hear about it. We need all the inspiration we can get. I’m sharing more practices like these on It’s Not an Either / Or, my Substack for leaders navigating complexity with courage. Join me there - link in comments and in profile.  Sharon Browning