6 Steps to Complementary Cohesion in the Workplace
A crucial part of any organization is company culture. It can be the difference between success and failure. It enables or inhibits the capacity to hire and retain staff and impacts productivity and profitability. Culture is seen and felt in a business. When it is not strong and positive, it works against you, making everything more difficult. In any organization, there are two types of dynamics that can shape the culture and atmosphere: divisive intolerance and complimentary cohesion.
What is the difference between divisive intolerance and complimentary cohesion?
Divisive intolerance refers to a culture lacking acceptance and appreciation for differences among individuals, leading to an environment of hostility, conflict, and negative energy. In such an environment, people may feel excluded, marginalized, and undervalued, leading to low morale and decreased productivity. Examples of divisive intolerance may include discrimination based on race, gender, religion, or sexual orientation, bullying, harassment, and other forms of disrespectful behavior. This can even take on the form of excluding a person intentionally or unintentionally because they work differently.
On the other hand, complimentary cohesion refers to a culture where individuals are encouraged to embrace and celebrate their differences, leading to a sense of inclusivity, mutual respect, and positive energy. In such an environment, people feel valued, respected, and appreciated, leading to higher morale and increased productivity. Examples of complimentary cohesion may include diversity and inclusion programs, team-building activities, and other efforts to foster a culture of respect and understanding. A healthy, cohesive culture enables people to find ways to complement each other because of their differences.
Organizations that promote complementary cohesion tend to be more successful, as they are able to harness the diverse perspectives and talents of their employees to drive innovation and creativity. They are also able to attract and retain top talent, as people are more likely to want to work in an environment that values their unique contributions.
In contrast, organizations that experience divisive intolerance are likely to struggle, as they may experience higher rates of turnover, lower morale, and decreased productivity. They may also face legal and reputational risks, as discriminatory practices can lead to lawsuits and negative publicity.
What are the 6 steps to complimentary cohesion?
Complementary cohesion is a crucial factor in fostering a positive and productive workplace environment. The word cohesion prompts synonyms such as unity and pulling together. It can be defined as the act or state of sticking together tightly. Could this mean that we have each other’s back? That we will work together, no matter what? That we can laugh at our differences?
Here are six simple steps to promote complementary cohesion in the workplace:
- Emphasize open communication: Encourage open and honest communication between employees and between employees and management. This includes active listening, being receptive to feedback, and promoting transparency in decision-making.
- Celebrate diversity: Create a culture of inclusivity by celebrating diversity in all its forms. This can include promoting diversity in hiring practices, providing training and education on cultural sensitivity, and creating spaces for employees to share their unique perspectives and experiences.
- Foster a sense of belonging: Make sure employees feel valued and appreciated by fostering a sense of belonging. This can include recognizing and rewarding employees for their contributions, providing opportunities for professional development, and creating a sense of community through team-building activities.
- Promote collaboration: Encourage collaboration between employees and departments to promote a sense of teamwork and shared goals. This can include cross-functional projects, brainstorming sessions, and promoting a culture of collective problem-solving. Team members should learn to be intentional about working together, regardless of differences.
- Encourage work-life balance: Promote a healthy work-life balance by offering flexible work arrangements, providing wellness programs, and encouraging employees to take breaks and recharge.
- Lead by example: Management should promote complementary cohesion by modeling respectful and inclusive behavior, setting clear expectations for employee conduct, and holding themselves and others accountable for maintaining a positive workplace culture.
Many of these steps are the same steps that it takes to influence another person. No coincidence here. The output of your efforts can help you get more of the things you want and need. Influence can help you convince others to change or to try something; it can get others to buy into your ideas. Influence is a critical skill necessary to sell anything at all or to provide customer service. Influence is necessary for leadership and/or parenting. And influence is a skill that most of us aren’t born with; rather, we develop it throughout our lifetime.
The biggest difference between us is how we process the world around us. When it is different, there are almost always challenges that, if not managed, will lead to a fracture in our ability to produce things together. But, if managed well, our differences enable greater competence in what we can produce together.
Why Are Cohesive Teams so Important?
Cohesive teams are often made up of people with diverse talents from different backgrounds, and what ties them together is a strong sense of identity drawn from the organization’s shared values, goals, and processes. A cohesive group is similar to a group of fans rooting for the same sports team—all working toward a collective win. Strong cohesiveness leads to optimum performance, belonging, and personal satisfaction. These are essential factors in creating a work environment where employees want to stay and excel.
The organization’s efficiency increases as employees put their best foot forward, contribute to the decision-making process, and communicate with each other. Team cohesion doesn’t always happen right away. It’s typically the result of purposeful actions to facilitate effective group dynamics.
How Can EDGES’ Inter Face Methods™ help?
We help teams work better together.
At EDGES, we are experts in diagnosing the issues getting in the way of success. We work with you to craft a strategic plan to achieve your business goals, shepherd your team through the growth plan, and measure progress.
Communication is the core activity of work. And when people communicate well, they get things done. Our proven Inter Face Methods™ system helps you build deeper understanding, trust, and communication among your employees and customers.
EDGES’ Inter Face Methods™ is a short online tool to give you numbers to confirm and define your hunches about the differences on your team. Using this facilitated online tool gives you and those you work with or live with a common language a way to recognize and leverage your differences. Harness the power of diverse behavioral styles. Think about your methods of interacting with your world. Are you detail-oriented or visionary? Do you think best with others or alone? Are you direct in your message delivery or more cautious?
The most successful teams understand, respect, nurture, and reap the benefits of various preferences. Participants learn to judge less, embrace differences and complement each other’s strengths. EDGES™ ultimate goal is to provide individuals and organizations the tools needed to create a workplace environment rich in adaptation, connection, and alignment. We believe your team can achieve complementary cohesion as a result of working with us. If you are ready to strengthen communication in your organization or want more information about the Inter Face Method™ tool, go to interfacemethods.com.