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How to Disagree Better: Insights from the World Human Congress
Amy Lattimore
July 11, 2024
The Conference: 19th annual World Human Congress
About the conference: The World Human Congress was held on May 14-16th in Singapore. Described as an immersive experience and transformative journey designed to reshape the future of Human Resources, it brought together the national associations of over 93 countries. Hosted by Singapore’s Human Resources Institute, The World Human Congress marks the annual gathering of the World Federation of People Management Associations.
This year’s theme: People. Possibilities. Paradoxes: Scripting the Frontier of Work.
Tickets ranged from ~$444 – $2,000. Networking sessions, masterclasses, and keynote speakers filled the program. Topics included everything from AI to Hypergrowth vs. Sustainability.
The Notes
The keynote We Can Do Better. In his keynote presentation, Johnny C. Taylor, Jr., SHRM-SCP spoke from the title: We Can Do Better. His message: HR professionals need to lead the pack on increasing workplace civility.
Johnny spends over 20 minutes detailing the impact of incivility, its causes, and the importance of civility. His organization is leading an initiative to support 1 Million Civil Conversations.
I do think there are worthwhile elements to consider in his presentation. However, there are key points in his message where Johnny fails to practice what he preaches and SHRM’s recent LinkedIn post feels disconnected from this presentation which was given only less than a month prior.
We can't avoid conflict, so we better be able to talk about it.
Let’s Dive In…
Johnny C. Taylor, Jr., President, SHRM speaking at the World Human Congress 2024.
How to Disagree Better: Fostering Workplace Civility and Improving Communication
1. Embrace "Extreme Listening"
Extreme Listening involves fully engaging with the speaker on a deeper level.
To practice extreme listening:
Set aside judgments and assumptions
Pay attention to nonverbal cues
Reflect on what you've heard to ensure understanding.
I call this practice 'extreme listening'. It shows tremendous respect because you're engaging with the speaker on a deeper, more empathetic level. You're fully present, you're reading nonverbal cues and you're reflecting back to them what you heard to make sure that you understand what they're saying.
2. Create a Culture of Constructive Feedback
Developing a workplace where feedback is viewed positively is crucial for improving communication and civility.
To foster a feedback-friendly culture:
Train managers in delivering constructive feedback
Model positive feedback practices as HR professionals
Encourage regular, informal feedback sessions
We need to help our people managers do this better and we, HR professionals, must ourselves model constructive conversations that are kind, they're specific and helpful. Conversations that will lead to growth, not anxiety.
3. Implement a Civility Action Plan
Organizations need to have a concrete plan for addressing uncivil behavior.
To create a civility action plan:
Define what civility means in your workplace
Establish clear policies and consequences for uncivil behavior
Provide training on recognizing and addressing incivility
Critically, the question for you is, do you and your organizations have a plan for addressing uncivil behavior, including policies and defined consequences?
Next Steps
Practice extreme listening.
Share the true meaning of equity.
Practice equity.
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