Navigating controversial topics in the workplace can be an uncomfortable challenge for startup leaders, especially in today’s polarized environment. How a chief executive responds to external situations causing tension among team members can significantly impact their team’s psychological safety and overall cohesion.
Below, Forbes Coaches Council members share expert insights and specific steps a startup CEO can take to maintain a respectful, supportive atmosphere when sensitive issues arise. These tips can help create a more inclusive culture where employees feel heard and valued, no matter their personal views, ensuring the workplace remains a psychologically safe place where everyone is comfortable being themselves and can collaborate productively without anyone feeling alienated.
1. Take A ‘Step Back’
One specific step a CEO facing this situation should take is a “step back.” Gain as much accurate and truthful information as possible from reliable sources, assessing the temperature of the interior culture. Don’t make decisions alone. Recruit trusted individuals to determine the next steps. Ensure and monitor the process so that employees know the workplace is secure, safe and without prejudice or discrimination. – J.K. Dickinson, J.K. Dickinson – Consultant
2. Promote Education Through Training
The CEO might want to prioritize the education of the workforce by promoting training initiatives that will equip their people to be more emotionally intelligent, navigate a diverse environment, cultivate psychological safety and learn how to explore and engage with differences in a constructive, respectful way. They might also want to promote a narrative around “what brings us together.” – Sandro da Silva, Bettercoach
3. Tie Open Discussions To Company Values
Host open discussions where team members can freely voice their thoughts, anchored by clear company values that guide respectful behavior. This single step fosters a safe environment for tough conversations while strengthening the values that bring your team together. – Carlos Hoyos, Elite Leader Institute
4. Co-Create Team Norms
Encourage teams to establish a code of conduct or team norms. We often help them define positive norms and also behaviors that are not acceptable. When they co-create the norms, it is easier for them to enforce, rather than being told how to behave. – Maureen Metcalf, Innovative Leadership Institute
5. Foster Exploration Without Judgment
A CEO should foster curiosity and openness during controversial discussions. Encourage a mindset of exploration rather than judgment, and emphasize that there are no right or wrong answers. Create a space where everyone feels heard and valued, without pressure to have all the answers. This ensures psychological safety and promotes productive, inclusive collaboration. – Kelly Weber, The Wander Project
6. Focus Inward On Shared Goals
Communication is key. Hold a team meeting or Zoom call to communicate clarity and focus the team on the core mission. External events are external, and gossip about politics and social issues can create division at work if a leader allows the conversations to focus externally. Once a team is led well and encouraged to focus inward on the mission and shared goals, energy is focused in the right direction. – Tammy Kling, Voices Speakers Bureau
7. Speak From The Heart
A startup’s culture flows from the founder and CEO, so how the CEO responds is key. They could gather their team together and speak from the heart about how they’ve been affected by the topic and show some vulnerability. Then they could show curiosity and empathy by asking their team to share their own perspectives on the topic. This way, they’re modeling listening, understanding and tolerance. – Tony Cooke, Bartlett Cooke Partners
8. Focus On Content And Not People
This is the tricky thing about psychological safety. You need to create an environment where employees can be themselves and share conflicting views. One step to take, especially with controversial topics, is to focus on content and not people. Teach employees how to constructively debate topics without judging and personally attacking one another. – Kristy Busija, Next Conversation Consulting
9. Implement Anti-Discrimination Policies
Mental health and employee well-being will continue to be front and center. Situations such as this show how important it is for employers to create a psychologically safe work environment that welcomes openness, acceptance and transparency. Leading by example is paramount, but anti-discrimination policies should also be put in place and discussed with the entire workforce. – Michael Timmes, Insperity
10. Model Values Around Diversity And Dialogue
The CEO can define core values around “diversity of thought” and “constructive dialogue.” They can emphasize those values in communications. The real opportunity is to become a role model by openly embracing different thoughts and collaboratively resolving conflicts in day-to-day interactions with the team. – Martina Kuhlmeyer, Martina Kuhlmeyer Coaching and Consulting
11. Assess The Situation As A Third Party
It is important for the CEO to step out of their box and ascertain the situation from a third-party perspective. When doing so, consider the mission and culture of the organization, as well as the employees that support it. – Kathryn Lancioni, Presenting Perfection
12. Have A Neutral Facilitator Guide The Conversation
Organize facilitated discussions where employees can express their views in a respectful manner. Providing a structured space for open dialogue allows team members to share perspectives without fear of judgment. A neutral facilitator guides the conversation, ensuring it remains productive and focused on understanding rather than debating, promoting mutual respect and empathy among team members. – Izabela Lundberg, Legacy Leaders Institute
13. Put Team Agreements In Place
The CEO can use team agreements, which are always helpful for healthy team functioning. Agreements can include what is in and what is out of bounds for discussion in the workplace. How do we commit to treating one another? How do we prioritize work in times when other events are going on in society? Solid agreements can provide clarity in times such as these. – Evan Roth, Roth Consultancy International, LLC.
14. Set A Standard Of Solution-Oriented Discussions
The CEO should address any controversial topics by immediately initiating open and respectful discussions where all voices have a chance to be heard. Set the standard that any potentially polarizing discussions should be constructive and focused on solutions, not arguments. Reinforce your company’s values around inclusivity and remind everyone of the shared mission that unites the team. – Alba Contreras Rodriguez, FONS LLC
15. Integrate Restorative Practices
The CEO could integrate restorative practices, such as community-building circles, to ensure psychological safety during controversial times. These circles allow team members to discuss sensitive topics in a structured, respectful environment, guided by a trained facilitator. This approach fosters open communication, strengthens the team and ensures diverse perspectives are heard without the risk of alienation. – Angela Dash, The Pace Institute, LLC
16. Clarify An Empathetic Communication Policy
The CEO should establish a clear, empathetic communication policy that encourages open dialogue while setting boundaries for respectful interactions. This involves holding facilitated discussions where all voices can be heard, ensuring everyone feels valued and understood and promoting a culture of mutual respect. – Adaora Ayoade, EZ37 Solutions
17. Provide Diversity Training And Structured Forums
The CEO should establish clear guidelines for respectful communication and provide training on diversity and inclusion. Encourage open dialogue through structured forums where employees can express their views safely. Reinforce the company’s core values, ensuring everyone understands the importance of maintaining a respectful and collaborative workplace despite differing opinions. – Damodar Selvam, Equifax Inc.
18. Ask Teams To Define What Topics Are Safe To Discuss
Working spaces remain safe when controversial topics remain diplomatically navigated. While everyone is entitled to their personal opinions, not all settings are ideal for sharing them. Ask your team to define what topics they want the freedom to discuss, as well as what level of exposure to the topics they feel comfortable experiencing in a workplace setting. Many times, less is more. – Carry Metkowski, Carry Metkowski
19. Address Issues Instead Of Views
Have compassionate discussions addressing issues rather than views. The focus should remain on building understanding between all people there as individuals. The CEO can remind employees that while outside views may differ, within the job, each person commits to solving problems together respectfully. Prioritizing cooperative work over debates helps keep the environment safe for creativity. – Jonathan H. Westover, Ph.D., Human Capital Innovations
20. Avoid Sweeping Important Matters Under The Carpet
It’s really important not to sweep important matters under the carpet. To create an environment where people speak up early and often about important matters, the CEO needs to set the stage. They need to be vulnerable and speak up first about the controversial topic, its impact, and their point of view, then quickly follow that up by creating opportunities for other people to speak up with their points of view. – Alex Draper, DX Learning Solutions
