2 Factors to Create Unity Without Spending a Dime
division is predictable
In my 30 years as a cross-cultural consultant I have worked in a wide range of locations from factories in the Indiana cornfields to executive suites overlooking the world’s most glamorous cities. No matter where I go, I always see Us versus THEM gaps. Some of these gaps are related to the business mandates like sales versus marketing, manufacturing versus engineering, or front office versus back office. Other gaps are related to aspects of identity like nationality and ethnicity.
Sometimes the divides are not a big deal. But other times the divisions are deep, disruptive and impact day-to-day interactions in the workplace which have a negative impact on the organization's ability to reach their goals, whether that's increasing revenue, meeting customer needs or innovating new products. Recently I spoke with a client who told me they have two departments where the people don't speak to one another! How can an organization reach its optimal potential if individuals do not even interact?
No need to be friends
It is not necessary to be friends with co-workers but it is necessary to build trust over time. You don't have to like them. You don't have to agree with how they live. But if you can build trust, then the entire organization will improve teamwork, communication and operate at an optimal level. WE-building provides a practical how-to guide to help people build lasting trust across any US versus THEM divide.
2 essential factors
1. genuine wish to narrow a gap
Taking action to narrow a gap because your boss tells you to or to check off a box on a metric-measuring score card may provide immediate satisfaction, but the outcomes will be temporary. Insincere actions can even backfire causing more harm. Real US versus THEM gaps demand real attention. Voluntarily selecting a target ‘them’ group will enhance the outcomes and will motivate you to take action even when that action may be hard or uncomfortable.
2. honestly reflect on your behavior
Once you have targeted a specific US versus THEM gap that you are genuine about narrowing, it is essential (and FREE!) to evaluate your level of integration with that target group. Ask yourself how much face-to-face interaction you have engaged in with this target group. Have you taken deliberate actions to increase your understanding? Have you spent time learning the visible and invisible cultural norms of the target group? If your honest answer is ‘not much’ it is time for action. By taking responsibility for your limited engagement, you can begin to move toward unity.
If you have selected a target ‘them’ group and are genuine about wanting to create unity, take the next WE-building step by answering 10 ‘yes’ or ‘no’ questions on the US versus THEM Assessment which is free and available to all.
Your answers to these 10 questions will provide both an indication of your level of integration with the target ‘them’ group and actionable steps for building unity.
This simple and quick reflection is a starting point for creating unity in your workplace and beyond.
My mission is to inspire a WE-building revolution where people take action to bridge US versus THEM gaps to create a safer, more welcoming and productive world.