Avoiding Anxiety and Difficult Conversations During the Upcoming Elections
Can you believe it’s already September? 🍂 I hope you had an eventful summer and were able to take time for some relaxation and self-care as well.
Given the undeniable impact of the events and changes that have been happening both domestically and globally over the past few years, months and now weeks, we will certainly need to bank on the feelings of summer memories and fun-filled experiences to stay grounded for what’s in store for the rest of the year.
Why do I write this? Considering this past “summer of distractions”, companies are seeing a decrease in productivity also brought on by anxiety from the external news cycles and the fear of layoffs. And with the 2024 Presidential elections less than 54 days from now, there’s potential for additional stress, perhaps accompanied by the need for difficult conversations that employees might experience. Whether you are a Republican, Democrat, Independent, Libertarian, or something in-between, it’s hard to deny the unprecedented events of the past summer and the attitudinal (yet still divisive) shift that is happening in the U.S. right now.
As a leader, you will be faced with navigating the pending outcomes that will leave some of your staff happy, and others not so much. So how DO you navigate the future in order to keep stress, anxiety and even anger at bay during this election season? Here are two thoughts:
Leaders can acknowledge the events of the time without appearing to endorse a particular candidate. But, is it safe to even go there?
I have been an Executive Coach with the largest U.S. network for senior women executives, for the past 3+ years. 📞 During a recent All-Coaches call, the chat was blowing up with opinions as to whether or not the organization should leverage its collective female voice to acknowledge and endorse the candidacy of Kamala Harris, for obvious reasons. The consensus was leaning toward neutrality (i.e. say nothing), especially from Coaches who facilitate peer groups with Members of all political persuasions (I agree)! In their presentation, leadership stated its role is not to ENDORSE a particular candidate; however they believe they must ACKNOWLEDGE the significance of her candidacy, especially as an organization whose mission is to support the advancement of women to the highest roles.
Does acknowledgment also mean endorsement in this case? I believe that is for every reader to decide on their own. The important point here is that when it comes to keeping the peace, being transparent with your position, especially when it aligns with your mission, invokes trust and understanding and reduces the possibility of conflict and division.
Even if leaders choose to say nothing publically, that doesn’t mean they can prevent divisive conversations and comments from happening internally.
Some leadership experts advise that staying out of politics is the right thing for CEOs, stressing the need to take care of employees and shareholders and avoid pleasing or angering them by presenting points of view with which they may or may not agree. Instead, focus on political conversations that are bound to happen in the workplace. This is the opportunity to train managers how to handle opposing political comments – their own or an employee’s when managing a polarized workforce. Recognizing that disagreements on strongly held opinions are always tough and frequently destructive, show how disagreements can be less upsetting than we think if we can learn to approach conflict requiring difficult conversations respectfully and willingly.
Self-care to support our own mental health will reduce workplace stress and future anxiety.
Whether or not leaders are able to reduce workplace stress and anxiety, we can support our own mental health during this election season, especially any ‘anticipatory anxiety’ (the fear or worry that can occur due to anticipation of a future event or situation)😨. Easy ways to channel your best emotions, and reduce stress levels when facing the worst ones include:
- Taking breaks from news and social media;
- Fostering connections and community with family and friends who share the same values and beliefs;
- Volunteering to take actions that could lead to the change you want to see.
If you’d like to learn more about how to approach difficult conversations, download my free ebook “Playbook for Difficult Conversations in the Workplace: What, Why, and How”.
Warm Wishes,
Loretta Stagnitto
