Hot Topics in the Workplace: Debate vs. Dialogue
Inclusive Leadership in Today’s Climate
No one is born knowing how to lead an inclusive culture. Even experienced leaders often have to ask questions like:
“What do I do when conversations about current events become…contentious?”
“How do I find the best approaches to manage and lead my organization in a polarized world?”
“What’s the best way to coach my managers to respond effectively to tension?”
It takes time to gain the skills and attributes of inclusive leadership—and even more time to identify them without a roadmap. Every workplace has to contend with topics like cancel culture, immigration policies, climate change, critical race theory, border conflicts, and discriminatory political movements. How can leaders support inclusive cultures that allow for difficult dialogue—and productive forward progress?
Debate vs. Dialogue
With pressing current events on the minds of employees, leaders need support to guide conversations toward productive outcomes that don’t leave employees feeling shut down or angry. Leaders need to create psychologically safe workplaces that allow for employees to stay engaged and feel heard.
One way to approach challenging workplace conversations is to ask: Should we debate this? Or should we have a dialogue? And what is the difference?
Debate: The goal is to win, seeking out flaws in the other person’s point of view and attacking perceived weaknesses.
Dialogue: The goal is understanding, listening to learn, collaborating, and expanding perspectives.
Debate begins with the assumption that one point of view is correct—but dialogue opens the door to exploring the perspectives of others. Diving into debate is not the same as diving into dialogue, and leaders benefit from learning the key differences between these two styles of interaction.
4 Attributes of Inclusive Leaders
When leaders guide cultural conversations through the framework of dialogue, they lean into one of the 12 Attributes of Inclusive Leaders: Trust. This empowers leaders to create an environment where team members feel safe to engage in open dialogue.
Cultural Intelligence: Considers different cultural norms.
Authenticity: Shares learning moments and is honest about vulnerabilities.
Systemic Thinking: Equips leaders to identify changes in policies and procedures that will create an equitable workplace.
All 12 attributes of inclusive leaders enable greater change, evolution, and future-focused vision to advance competitively across a range of industries.
Got Framework?
At IBIS, we’ve integrated our best practices into a framework that makes inclusive leadership easier to learn and apply. Our 3-part Inclusive Leadership certification programs help leaders (and future leaders) become more effective at achieving DEI goals by focusing on the following three areas:
Part 1: Developing Core Concepts of DEI and Inclusive Leadership
Part 2: Building Foundational Awareness and Navigating Difficult Conversations
Part 3: Identifying Skills in Allyship and Advocacy
Learners gain insight into using dialogue as an intervention strategy, understanding and benefiting from both equity and equality, and effectively sharing concepts around racial consciousness and intersectionality.
Taking Action
These interactive facilitator-led sessions include storytelling, interactive theater scenarios, polling, and large and small group discussions in a series of 3 sessions, ranging from 2-3 hours. The sessions are supplemented by pre- and post-session work. IBIS ensures learners are equipped with tools for action.
Through this offering, leaders deepen their commitment and skills in diversity and inclusion, personal growth, and action, benefiting employees, cultures, and economies.
Contact IBIS today to learn more about Inclusive Leadership.
