Learning to argue better isn’t about shouting louder, talking over, or playing one-upmanship. It’s about discussing different points of view—things that matter to each person—with passion, but also with respect. 

In a politically polarized society, it is not uncommon for discussions about contentious issues to seep into the workplace. Therefore, it’s important to know how to talk about our differences in productive ways. Keeping silent can allow emotions to fester, and speaking carelessly can damage relationships.

The Purpose of the Series is to equip employees with the skills and confidence to engage in meaningful and respectful conversations about difficult topics, fostering healthier workplace relationships.

WE’LL USE THE BETTER ARGUMENTS PROCESS

The 2025 Series workshops will share and practice the methods outlined by The Better Arguments Project, a national civic initiative directed by The Aspen Institute to help bridge divides. The Better Arguments Project is based on the premise that American civic life doesn’t need fewer arguments, it needs better arguments. The process bears in mind three important dimensions of all arguments: historical context, emotional intelligence, and power dynamics.

The Better Arguments Process is based on five principles:

• Take winning off the table
• Prioritize relationships and listen passionately
• Pay attention to context
• Embrace vulnerability
• Make room to transform

Engaging in the Better Arguments process involves: 

• learning more about an issue
• sharing perspectives
• actively listening
• managing one’s emotions
• being open to learning
• caring about others
• recognizing people enter the dialogue with different amounts of power

Structure of the Series:   Five, two-hour, online, interactive workshops that feature practice session breakouts utilizing the innovative “better arguments” process.

TWO WAYS TO PARTICIPATE:

Workshops will provide employees with the opportunity to learn valuable, interpersonal, communication skills and to practice using them to discuss contentious topics in a safe environment.

Special Events will provide employees with insight into current workplace issues from thought leaders in related fields. The 45 to 90 minute sessions will explore innovative or challenging issues affecting the workplace. Employees will gain insight and new perspectives on these current topics.

WHAT DOES RESEARCH TELL US? 

SHRM, the leading human resource organization in the U.S., based on data collected from U.S. workers following the 2024 election, reported that: 

• 76% of U.S. workers said they have personally experienced or witnessed acts of incivility over the past month
• 48% reported seeing acts of incivility WEEKLY
• 74% said that managers and supervisors could have done more to prevent incivility
• 44% believe U.S. residents’ ability to be civil toward one another will get WORSE in 2025, primarily due to different political viewpoints
• 60% said they feel it is important that their employer make efforts to address civil discourse at work in 2025
• 68% said managers and supervisors care more about business objectives than how people are treated in their workplace.

According to SHRM Lead Researcher, Derrick Scheetz, “These statistics signal a deep need for managers to step up and make sure they correct the poor behavior they see rather than ignore it.”

U.S. organizations collectively lose $2.7 billion per day in reduced productivity and absenteeism due to incivility.  

Incivility Hits Highest Level this Year – and is Costing Employers Billions

December 16, 2024, Kathryn Mayer
SHRM News

NEW OPPORTUNITY FOR  2025 

The Learning Cohort for Diversity, Equity, and Inclusion Practice: For current and aspiring DEI practitioners and leaders. The Cohort (limit 20) will meet consistently over a period of six months to discuss challenges members are facing and how to maintain a commitment to diversity, equity, and inclusion. Learn more.