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others. Notice the experience of those who seem withdrawn or disengaged. Is there something going
                   on that contributes to their behavior? Have a conversation. Plan what you are going to say. Describe
                   what you saw or heard and what is working or not working. Stick to facts and be descriptive. Offer
                   specific  suggestions  for  improvement.  Focus  on  one  issue  at  a  time.  Giving  feedback  on  several
                   issues  at  a  time  might  feel  like  an  attack.  Be  timely.  Conversations  of  this  type  don’t  mean  that
                   everyone will be happy afterwards. Just do it. Show that you’re trying to create a respectful, open,
                   honest work environment.


               14. Struggle with disagreement? Handle conflict caused by differences respectfully and skillfully.
                   Disagreement  is  inevitable  when  people  have  different  perspectives,  experiences,  styles,  cultures.
                   One person may think one way, due to their background, and another person may think differently.
                   But  conflict  is  not  a  bad  thing.  Resolved  effectively,  it  can  lead  to  greater  awareness  and
                   understanding  of  different  perspectives  and  cultures.  It  can  help  you  handle  differences  more
                   productively  and  openly  next  time.  Handled  poorly,  it  can  be  damaging.  It  can  lead  to  negative
                   feelings and continued bias toward those who are different from you. Try the FREAS approach when
                   dealing with conflict:

                   •  Face up to your role, if any, in the conflict and the impact on the team and your relationship with
                     them. Take accountability.
                   •  Reframe the issue in terms of a business need and a development opportunity, rather than about
                     personal issues.
                   •  Explore  the  other  person’s  perspective  by  asking  questions,  gathering  information,  and  actively
                     listening.
                   •  Agree to a solution or strategy.
                   •  Support each other to live up to the agreement.

               15. Unsure  what  to  do  next?  Create  an  action  plan.  It’s  easy  to  say,  “I’m  going  to  start  valuing
                   differences in others.” But it’s harder to do. Create an action plan. Pick an action that will address an
                   issue in your work environment. Resolving a conflict between two team members. Asking for input
                   from a team member who’s often ignored. Putting together a team with different perspectives. Write
                   down why this issue is important to you, what might keep you from addressing it, and how this action
                   will  benefit  you.  Then,  think  about  how  this  action  will  help  others  and  your  organization.  Identify
                   specific  opportunities  or  situations  you  can  use  to  apply  your  action.  Think  about  what
                   support/resources you might need to implement it. Be as detailed as possible. Set a clear time frame.
                   Share your action plan with a trusted coworker. This will increase the accountability and likelihood
                   that you’ll follow through.

















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