Nicola Knobel and Gina Panella Of Let’s Break Up Toxic Workplace Stories On How To Prevent Politics From Disrupting Your Work Culture
An Interview With Cynthia Corsetti
Create Safe Spaces for Expression and Dialogue:
Example: We established a monthly forum where team members could discuss various topics, including how external factors like politics might be affecting them personally or professionally. This forum was facilitated by a neutral party to ensure that discussions remained constructive. It provided a safe space for expression, helping to prevent these conversations from spilling over into daily work interactions.
In an age where political discussions have become more polarized than ever, workplaces are increasingly becoming arenas for political debates. While it’s essential to respect diverse opinions and encourage free speech, unchecked political discussions can create rifts, hinder productivity, and disrupt the harmony of a work environment. How can organizations strike a balance? How can they create a culture that values diversity of thought while preventing divisive political discussions from overshadowing work objectives? As part of this series, we had the pleasure of interviewing Nicola Knobel and Gina Panella.
Nicola and Gina are the dynamic duo behind the groundbreaking podcast “Let’s Break Up: Toxic Workplace Stories.” With Nicola’s extensive background in Occupational Health and Safety and Gina’s expertise in Product Manufacturing, they bring a diverse and comprehensive perspective to the discussion of workplace dynamics. Known for their engaging and empathetic approach, they have become leading voices in the conversation about workplace culture and employee well-being. Their podcast ventures into the complexities of modern work environments, with a particular focus on the challenges posed by toxicity, including the rise of polarized political discussions. Nicola and Gina’s work is not just about highlighting issues; they offer tangible solutions and strategies for creating more harmonious and productive workplaces. Their insights are invaluable for organizations striving to balance respect for diverse opinions with the need to maintain focus on work objectives in an increasingly divided society.
Thank you so much for joining us in this interview series. Before we dive into our discussion about succession, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
Thank you for having us in this interview series. It’s quite a story how we ended up on this path. Gina and I actually met at a workplace that, unfortunately, was quite toxic. This shared experience became the foundation of not only a strong friendship but also a shared mission to address and combat workplace toxicity.
Nicola’s journey began in Health and Safety on mines, where I was passionate about worker rights and engagement. However, the challenging work environments I encountered, characterized by negativity and unhealthy dynamics, led me to realize that there was a critical need for open dialogue and actionable solutions in this area.
Gina, with her background in manufacturing, brought a different yet complementary perspective. She was deeply interested in sustainability and women empowerment and had also experienced the impact of a negative work environment on both personal well-being and professional performance.
Our shared experiences at that toxic workplace became a turning point. We realized that many people face similar challenges but often feel isolated and without support. This realization sparked the idea for our podcast, “Let’s Break Up: Toxic Workplace Stories.” Our goal was to create a platform where people could share their experiences, learn from each other, and find practical ways to foster healthier work environments.
This journey has been about more than just discussing problems; it’s about building a community and empowering individuals to advocate for positive change in their workplaces. It’s been an incredibly rewarding path, and we’re excited about continuing to contribute to this important conversation.
Can you share the most interesting story that happened to you since you started your career?
Absolutely, there have been many interesting stories along our journey, but one that stands out for both of us happened after we started our podcast, “Let’s Break Up: Toxic Workplace Stories.”
We had just begun gaining traction with our podcast, sharing stories and discussing the various aspects of workplace toxicity. One day, we received an email from a listener who had been deeply affected by one of our episodes. This person worked in a highly competitive and, unfortunately, toxic corporate environment. They shared how our podcast had not only provided them with the comfort of knowing they weren’t alone but also gave them the courage to speak up about the issues they were facing at work.
What made this story particularly interesting and rewarding was the ripple effect it created. Inspired by our podcast, this listener initiated a dialogue about workplace culture in their organization. This led to the implementation of regular ‘mental health and workplace culture’ meetings in their company. The organization started to address issues that had been swept under the rug for years, and slowly, the work environment began to improve.
For us, this was a profound moment. It showed us the real impact our podcast could have. We started with the intention of creating a space for sharing and discussion, but this experience highlighted how these conversations could extend beyond our podcast and lead to tangible, positive changes in workplaces. It was a validation of our work and a powerful reminder of why we started this journey in the first place.
Can you please give us your favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life?
Our favorite life lesson quote is, “Be the change you wish to see in the world,” famously attributed to Mahatma Gandhi. This quote encapsulates the ethos behind our podcast and our approach to dealing with workplace toxicity.
The relevance of this quote in our lives became particularly clear through our experience in the toxic workplace where we met. We were both deeply affected by the negativity and unhealthy dynamics around us. Initially, we felt disempowered and frustrated, like many of our colleagues. However, we realized that waiting for others to change the situation wasn’t the solution. We needed to be proactive in creating the change we desired.
This realization led us to start “Let’s Break Up: Toxic Workplace Stories.” We understood that change starts with individuals taking action. Our podcast became our way of being the change — by providing a platform for open discussion, sharing stories, and offering solutions, we were actively working towards creating healthier workplace environments.
This quote continues to inspire us in our personal and professional lives. It reminds us that change often starts on a small scale and that individual actions can have a significant impact. It’s about taking responsibility for the world we’re a part of and doing our part to make it better, not just for ourselves but for others as well.
What do you think makes your company stand out? Can you share a story?
What makes our podcast, “Let’s Break Up: Toxic Workplace Stories,” stand out is our unique blend of personal experience, empathy, and practical advice. We don’t just discuss problems; we focus on solutions and community-building, which is crucial in tackling such a pervasive issue as workplace toxicity.
A story that illustrates this happened early in our podcast journey. We received a message from a listener who had been struggling with a particularly difficult situation at work. They felt isolated and unheard, and their work environment was taking a toll on their mental health. After listening to our podcast, they reached out to us, sharing their story and seeking advice.
We discussed their situation in one of our episodes (while maintaining their anonymity), focusing on practical steps they could take. What was remarkable was the response from our community. Listeners who had faced similar challenges started sharing their own experiences and advice. This outpouring of support not only provided the original listener with a wealth of resources and ideas but also showed them that they weren’t alone.
This incident highlighted the power of our platform. We realized that our podcast was more than just a space for discussion; it was a community where people could find solidarity, support, and practical help. It’s this community aspect, combined with our focus on actionable solutions, that sets us apart and makes our work so rewarding.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. In an era where political discourse is more polarized than ever, what proactive steps do you take within your organization to ensure politics don’t disrupt the harmony and productivity of the work culture?
In today’s polarized climate, it’s crucial to manage political discussions in the workplace carefully to maintain harmony and productivity. Here are some proactive steps we take within our organization:
- Establish Clear Policies: We have clear guidelines about what is acceptable to discuss in the workplace. These policies emphasize respect, inclusivity, and professionalism. While we encourage our team to be informed and engaged citizens, we make it clear that the workplace is not the arena for heated political debates.
- Promote a Culture of Respect: We actively foster a culture where diverse opinions are respected. This means encouraging listening, empathy, and understanding. We remind our team members that it’s possible to disagree without being disagreeable and that respect for each other’s views is non-negotiable.
- Provide Training: We offer training sessions on effective communication and conflict resolution. These sessions help our team members navigate potentially sensitive discussions and understand how to express their opinions constructively.
- Encourage Open Dialogue: We have open forums where team members can express concerns or issues they’re facing, including those related to political discussions at work. This open-door policy ensures that issues are addressed before they escalate.
- Lead by Example: As leaders, we set the tone. We’re careful about how we discuss politics and other sensitive topics. We aim to model the respectful, inclusive behavior we expect from our team.
- Focus on Common Goals: We regularly remind our team of our common objectives and the values that unite us. This helps to shift the focus from divisive topics to shared goals and projects.
- Monitor and Adjust: We keep an eye on the workplace atmosphere and are ready to step in if political discussions start affecting work dynamics. This might involve mediating a discussion or providing additional guidance to our team.
By taking these steps, we aim to create a balanced environment where political discussions don’t overshadow our work objectives or disrupt the harmony of our workplace. It’s about finding the right balance between encouraging free speech and maintaining a productive, respectful work environment.
Can you share an experience where political discussions began to impact team dynamics and how you addressed this situation to maintain a positive work environment?
Gina and Nicola live in different parts of the world, Nicola resides in New Zealand, while Gina lives in Florida USA. This leads to a number of heated political discussions.
Certainly. There was an instance where political discussions began to impact our team dynamics, providing us with a significant learning opportunity on managing our internal culture.
The situation arose during a particularly heated election season. Political discussions, which initially started as casual coffee break conversations, began to seep into work-related interactions. We noticed that these discussions were becoming increasingly polarized, creating visible divisions within our team. Some team members felt uncomfortable and even excluded, which was affecting both morale and collaboration.
Here’s how we addressed the situation:
- Immediate Intervention: We didn’t wait for the annual review or a formal meeting. Instead, we addressed the issue promptly. We called for a team meeting to openly discuss the impact these political discussions were having on our work environment.
- Reiterating Our Values: In the meeting, we reiterated our core values, emphasizing respect, inclusivity, and the importance of a supportive work environment. We reminded everyone that while it’s okay to have different opinions, it’s crucial to express them in ways that don’t disrupt our work culture.
- Facilitating Open Dialogue: We facilitated a dialogue where team members could express their feelings about the situation in a safe, non-confrontational setting. This helped everyone understand the diverse perspectives within our team and the importance of maintaining a professional environment.
- Setting Clear Boundaries: We clarified the boundaries for political discussions at work. While we didn’t want to impose a complete ban, we agreed upon reasonable limits, ensuring that work-related interactions remained free from political debates.
- Offering Training and Resources: Following this, we organized workshops on effective communication and conflict resolution. These sessions provided our team with tools to navigate sensitive discussions respectfully and professionally.
- Ongoing Monitoring and Support: We kept an eye on the team dynamics in the following weeks and were available for further discussions or mediation if needed. We also encouraged team leaders to be vigilant and proactive in maintaining a positive work environment.
- Feedback Mechanism: We established a feedback mechanism where team members could anonymously express their concerns. This ensured ongoing monitoring and gave us insights into the team’s morale.
By taking these steps, we managed to realign our team and restore a positive, productive work environment. This experience underscored the importance of proactive and empathetic leadership in maintaining a healthy workplace culture, especially in times of external societal pressures.
How do you balance the importance of allowing free speech and personal expression with the need to keep a cohesive and focused work culture?
Balancing free speech and personal expression with maintaining a cohesive and focused work culture is a nuanced task, especially in today’s polarized climate. Here’s how we approach this balance:
- Establishing Clear Guidelines: We have clear policies that outline what is acceptable in terms of workplace discussions. These guidelines emphasize respect and professionalism. They allow for personal expression but within the bounds that don’t disrupt workplace harmony or lead to discomfort among team members.
- Creating a Respectful Environment: We foster a culture where everyone feels heard and respected. This means encouraging active listening and empathy. When team members feel respected, they’re more likely to express their opinions in a constructive manner that doesn’t harm the work environment.
- Encouraging Relevant Discussions: We try to channel discussions, including personal expressions, towards topics relevant to our work and industry. This helps in keeping the team focused and aligned with our organizational goals, while still allowing room for personal expression.
- Providing Training and Resources: Offering training in areas like communication, diversity, and inclusion helps our team understand how to express themselves while being mindful of others. This training also covers how to respectfully disagree and engage in constructive debates.
- Leading by Example: As leaders, we set the tone for the rest of the team. We’re careful about how we express our own opinions and always show respect for the views of others. This models the behavior we expect from our team.
- Open Door Policy: We maintain an open-door policy where team members can voice their concerns or suggestions regarding workplace discussions. This ensures that any issues can be addressed promptly before they escalate.
- Regular Check-ins and Feedback: We conduct regular check-ins with our team to gauge the workplace atmosphere and address any issues related to discussions or expressions that might be affecting our work culture.
- Focusing on Common Goals: Regular team-building activities and reminders of our common objectives help in keeping the team united and focused. This also provides a platform for team members to bond over shared goals, rather than differences in personal opinions.
By implementing these strategies, we strive to create a balance where our team feels free to express themselves while maintaining a respectful, cohesive, and focused work culture.
What strategies do you believe are most effective in creating a neutral work environment that respects diverse political views without allowing them to cause division among team members?
Creating a neutral work environment that respects diverse political views, especially in the context of our podcast where we often have guests with varying opinions, involves a few key strategies:
- Careful Guest Selection and Briefing: When selecting guests for our podcast, we aim for a diverse range of perspectives to ensure a balanced discussion. We also brief our guests beforehand about the nature of our podcast, emphasizing the importance of respectful dialogue and our goal to maintain a neutral, inclusive environment.
- Setting Ground Rules: At the start of each podcast episode, we establish ground rules for discussions. These include avoiding personal attacks, respecting differing opinions, and keeping the conversation focused on shared experiences and solutions rather than partisan debates.
- Moderation and Facilitation: As hosts, we actively moderate discussions to ensure they stay on track. This involves steering conversations away from potentially divisive political rhetoric and focusing on the broader themes of workplace culture and personal experiences.
- Emphasizing Common Ground: We often guide our discussions towards areas of common ground. Even when political views differ, we encourage our guests and listeners to find shared values or experiences, particularly around the central theme of combating workplace toxicity.
- Encouraging Constructive Dialogue: We promote a constructive approach to discussions. This means focusing on solutions and positive actions rather than dwelling on problems or divisive political viewpoints.
- De-escalation Techniques: If discussions become heated, we employ de-escalation techniques. This might involve taking a short break, redirecting the conversation, or reminding guests of the podcast’s objectives and the audience we are serving.
- Post-Production Review: In cases where discussions might become too politically charged, we review our content in post-production to ensure that it aligns with our goal of creating a neutral and respectful environment. We’re careful to edit out parts that might be overly divisive.
- Feedback Loop: We encourage feedback from our listeners on how well we are maintaining a neutral and respectful environment. This feedback helps us improve and ensure that our podcast continues to be a safe space for discussing sensitive topics.
By implementing these strategies, we aim to create a platform where diverse political views can be expressed and respected, without allowing them to cause division among our team, guests, or listeners.
What role do you think leadership should play in setting the tone for political conversations at work, and can you provide an example of how you’ve navigated this delicate balance?
As leaders, Gina and I believe that setting the tone for political conversations at work is one of our most crucial responsibilities. Leadership plays a pivotal role in establishing and maintaining a workplace culture that balances free expression with respect and professionalism. Here’s how we approach this:
- Leading by Example: We are acutely aware that our behavior sets a precedent for the rest of the team. We engage in political conversations with a focus on understanding and respect, avoiding partisan rhetoric. For instance, if political topics arise in team meetings or casual conversations, we steer them towards how these issues might impact our work or industry, rather than personal political beliefs.
- Creating a Respectful Dialogue Culture: We actively promote a culture where diverse opinions are heard and respected. This doesn’t mean avoiding all political discussions but rather approaching them in a way that is inclusive and constructive. We encourage team members to share their perspectives in a manner that is informative, not confrontational.
- Establishing Clear Guidelines: We have set clear guidelines about political discussions at work. These guidelines emphasize the importance of mutual respect and the need to keep such discussions from interfering with our professional responsibilities. We make it clear that while it’s okay to have political opinions, they should not be imposed on others.
- Providing Training and Resources: We offer training sessions on communication skills, particularly around sensitive topics like politics. This helps our team understand how to navigate these discussions tactfully and respectfully.
- Encouraging Empathy and Understanding: We often remind our team of the importance of empathy. Understanding where others are coming from, even if we disagree, is crucial for maintaining a harmonious work environment. We’ve facilitated team-building activities that focus on empathy and understanding diverse viewpoints.
- Open Communication Channels: We maintain open lines of communication where team members can express their concerns about political discussions or any other workplace issues. This open-door policy ensures that any potential issues can be addressed promptly.
An example of how we’ve navigated this balance occurred during a recent election cycle. Tensions were high, and political discussions were becoming a distraction. We called a team meeting to openly discuss how we could navigate this period. We shared our views on the importance of staying focused on our work and respecting each other’s opinions. We also listened to the team’s concerns and suggestions. This meeting helped to realign our focus and reaffirmed our commitment to a respectful and productive work environment.
In summary, as leaders, our role is to create a safe and respectful environment where political discussions, when they occur, are handled in a way that doesn’t disrupt our work culture. By leading by example, setting clear guidelines, and fostering open communication, we navigate the delicate balance of political conversations in the workplace.
What are your “Five Things You Need To Do To Prevent Politics From Disrupting Your Work Culture”? If you can, please share a story or an example for each.
Certainly, here are our “Five Things You Need To Do To Prevent Politics From Disrupting Your Work Culture,” each accompanied by an example or story from our experience:
Establish Clear Communication Policies:
Example: We implemented a policy that outlined acceptable topics for workplace discussions, emphasizing that political conversations should not interfere with productivity or team harmony. This policy was introduced during a team meeting where we discussed its importance and the rationale behind it. It helped set a clear expectation and provided a reference point for future conversations.
Promote a Culture of Respect and Inclusivity:
Story: In one instance, a team member felt alienated due to a political discussion that occurred in the break room. We addressed this by holding a workshop on inclusivity and respect, highlighting how diverse perspectives strengthen our team. This workshop wasn’t just a one-off; it became part of our ongoing training program, reinforcing the message that everyone’s views are valid and should be respected.
Encourage Focus on Common Goals and Values:
Example: During a particularly divisive political period, we noticed tensions rising within the team. We organized a team-building retreat focused on our common goals and the core values of our organization. This retreat included activities that required collaboration and reinforced our shared mission, helping to realign the team and reduce the focus on political differences.
Provide Training on Effective Communication:
Story: Recognizing that political discussions can sometimes be unavoidable, we provided training on how to engage in these conversations constructively. We brought in an expert to conduct a workshop on effective communication, which included role-playing exercises. These exercises helped our team understand how to discuss sensitive topics without causing offense or division.
Create Safe Spaces for Expression and Dialogue:
Example: We established a monthly forum where team members could discuss various topics, including how external factors like politics might be affecting them personally or professionally. This forum was facilitated by a neutral party to ensure that discussions remained constructive. It provided a safe space for expression, helping to prevent these conversations from spilling over into daily work interactions.
Off-topic, but I’m curious. As someone steering the ship, what thoughts or concerns often keep you awake at night? How do those thoughts influence your daily decision-making process?
As someone at the helm of our podcast and business, a recurring concern that often keeps me awake at night is the well-being and engagement of our team. In the world of digital media and podcasting, where trends and audience preferences can shift rapidly, ensuring that our content remains relevant, engaging, and impactful is always at the forefront of my mind. Additionally, the mental health and work-life balance of our team are crucial, especially since we deal with sensitive topics related to workplace toxicity.
These concerns significantly influence my daily decision-making. I find myself constantly exploring ways to keep our content fresh and relevant, which involves staying abreast of current trends and listener feedback. Equally, I prioritize creating a supportive work environment. This means regularly checking in with team members, encouraging open dialogue about any challenges they’re facing, and fostering a culture where work-life balance is not just a buzzword but a practiced reality.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
If I could start a movement, it would be centered around promoting empathy and active listening in everyday interactions, both in personal and professional spheres. I believe that many of the world’s conflicts and misunderstandings stem from a lack of empathy and an inability or unwillingness to truly listen to others’ perspectives.
This movement would encourage people to step outside their own experiences and view situations through the lens of others. It would involve educational programs, workshops, and media campaigns highlighting the power of empathy in resolving conflicts, fostering understanding, and building stronger communities. The goal would be to create a ripple effect, where increased empathy leads to more compassionate actions, influencing everything from interpersonal relationships to global policies.
The potential of this movement to bring about positive change is immense. By enhancing our collective capacity for empathy and active listening, we can create a more understanding, tolerant, and peaceful world.
How can our readers further follow you online?
www.toxicworkplace-podcast.com
https://www.linkedin.com/company/lets-break-up-toxic-workplaces
www.instagram.com/toxic_workplace_pod
Would you like to be a guest on our podcast? hello@toxicworkplace-podcast.com
Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!
About the Interviewer: Cynthia Corsetti is an esteemed executive coach with over two decades in corporate leadership and 11 years in executive coaching. Author of the upcoming book, “Dark Drivers,” she guides high-performing professionals and Fortune 500 firms to recognize and manage underlying influences affecting their leadership. Beyond individual coaching, Cynthia offers a 6-month executive transition program and partners with organizations to nurture the next wave of leadership excellence.
Nicola Knobel and Gina Panella Of Let’s Break Up Toxic Workplace Stories On How To Prevent Politics… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.