The recent death of a respected political leader here in Canada reminded me of the importance of civility. Jack Layton, leader of the official government opposition party died of cancer a few weeks back. It caused shock waves around the country and with people of all political stripes.
Why? Much of the commentary centered on the fact that he acted with a high degree of civility, a rare commodity in politics these days. And I would have to agree. Leaders like Jack, whether they be in politics or the workplace, can be a rarity. Yet they make such a difference…but their examples continue to be ignored or downplayed at work.
Manners at home…not so much at work.
Why is it that many people behave one way at home and yet another at work?
Rudeness at work is a counter productive element that many workers have to deal with. Business commentator Jason Dorsey argues that this is due in part to current economic circumstances and the struggle to survive. I would argue that this only adds fuel to a pre-existing fire.
The workplace has always seemed to foster some fairly ill treatment of others.
There is much research out there pointing to the pitfalls of behaving poorly at work. A recent article in Maclean’s highlights the importance of civility in the workplace. While it focuses on relations between co-workers, the fact remains that most people leave their jobs because of the leader directly above them. One way or another, treating others with respect at work remains key to creating a productive, engaging and ultimately, highly competitive business.
Where to start.
Creating a workplace culture that supports people to do their best depends much upon the leadership of the organization. As I’ve observed time and again in my consultancy, leadership and culture are two sides of the same coin. Leadership determines the tone of the work environment. Here are 3 steps to help you begin the process of putting civility at the forefront in your workplace:
Step 1 – Vision: it’s important to get clear on the culture that you want. Begin with having open and honest discussions with staff about what professionalism and respect look like in their work environment.
Step 2 – Be Inclusive: all staff and every level of management should be included in this exercise. Remember, given the wide range of ages that exist in many work environments, views on manners will be different. For example, Millenials may see texting during conversations or meetings as being OK, whereas Gen Y’s or Boomers may see it as rude.
Step 3 – Modelling from the top: leadership is the fundamental driver of culture in the workplace. Leaders must model civil behaviour and be prepared to lead by example.
Remember, the above steps will take time to develop and change will not come overnight. But with focus, personal accountability, and by leadership setting the tone, shifts will occur.
Thanks Doug, a great article and one that should make people do a check in… How about manners in general public as well. I beleive we need to treat everyone with respect, and how we would want to be treated. So often we ignore our neighbors, or quick to pass judgement on others. I would like to challenge everyone to do random acts of kindness every day.
It will help to change the world, one person at a time.
Mary-Jane, I couldn’t agree more with your wider argument for a more civil society. Engaging in random acts of kindness can have a profound impact on how you feel. Simple things like stopping to let pedestrians cross or letting that car ahead of you into traffic can make a big difference to all involved. Thanks for the challenge!