OCTOBER 2024CONSTRUCTIONBUSINESSREVIEW.COM8IN MYOPINIONMost leaders today focus on creating strategies, processes, and methods to improve the productivity and motivation of their staff. We constantly search for answers to questions cultivated from the attitudes and reactions of our employees, colleagues, or partners without considering the thoughts and feelings influenced by a person's culture or ethnicity. Often in our work environment, we read an off-color email and think, "How could this person write something so rude?" when, in fact, the individual was simply being honest and objective, largely influenced by their professional and personal culture.Many times, I receive calls from employees, colleagues, or supervisors complaining about another person's speech or behavior. I respond by asking if they've shared their point of view or at least tried to understand the other person's position. Most often, I am met with a negative response. It seems it is taboo to question or express an opinion of another person's perceived improper action. It appears it is easier to communicate a toxic opinion, often cascading to the rest of the team, than to face a painful situation and communicate efficiently to resolve differences or misunderstandings. In other situations, explaining the importance of not taking comments or discussions negatively, applying emotional intelligence, and finding a positive aspect of each experience could be a very effective approach.Losing sight of the fact that we live and work in a diverse environment makes it difficult to recognize different situational conditions, subsequently creating various perspectives. By Vanessa Vanni, Vice President of Fabrication, Spartan GroupDIVERSITY IN THE WORLD OF CONSTRUCTION Vanessa Vanni
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