I recently had a
chance to attend a Talent Development conference and came away with lots of good ideas. It reminded me that professional development helps people stay engaged and excited about their work.
One session highlighted the importance of trust in the workplace. Judith Katz and Fredrick Miller talked about the difference between a “judging” mindset and a “joining” mindset.
A judging culture includes win/lose and problem-finding behaviors. People hold onto the past, act defensive, and withhold trust. They tend to think small and contribute less. A joining culture is accepting, exploring, and focuses on problem-solving. People can let go of the past and extend trust. They are able to think big and contribute more.
The presenters said that judging is our individual and organizational default, especially in times of stress, fear, and conflict. When we feel uncertain, our cognitive biases are more likely to kick in, which can lead to making judgments about others.
Here are four strategies we can use to generate a joining culture:
- Lean into discomfort: speak up and be willing to challenge yourself and others.
- Listen as an ally.
- State your intent and how strongly you feel about the issue.
- Accept that others’ thoughts and experiences are true for them.
Years ago when I was a new supervisor I learned a good lesson about joining. One of my employees had performance issues, and looking back I think my coaching style made her feel judged. It was going down a bad path until life circumstances caused us to listen to each other as allies around a shared experience we were both going through. Making that personal connection helped the work conversations go more smoothly, and I think it was about building trust.
You can view the presentation slide deck here. What ideas strike you about creating a culture of joining instead of judging?
Dee Anne Bonebright
Higher EDge 