In today’s fast-paced and ever-evolving work environments, civility is a topic that must be addressed by those committed to ongoing communication, training, coaching, and accountability. The author explores the pivotal role of leaders in fostering civility. It is the foundation of a positive workplace culture and directly impacts employee well-being, engagement, and productivity.
 

It is not a standalone goal but an outcome—a byproduct of leaders committed to ongoing communication, training, coaching, and accountability. In this article, we will explore how leaders can foster a culture of civility and why it is essential for the long-term success of any organization.

The Importance of Civility in the Workplace

Civility in the workplace refers to behaviors that respect the dignity of all individuals, promote cooperation, and reduce conflict. When civility is present, employees feel safe, valued, and empowered to contribute to their fullest potential. On the other hand, a lack of civility can lead to a toxic work environment, increased turnover, diminished employee morale, and even legal repercussions. This underscores the urgency for leaders to address this issue in their organizations.

The workplace is not just a place where people perform tasks; it is an ecosystem where relationships are formed, values are demonstrated, and cultures are shaped. In this context, civility is not just a nicety but a necessity. It ensures that all employees, regardless of rank or role, are treated with respect and fairness. This is critical for fostering an inclusive and diverse work environment where everyone can thrive, and it's a call to action for leaders to make this a reality in their organizations.

Leadership: The Catalyst for Civility

Leadership plays a pivotal role in cultivating a culture of civility. Leaders set the tone for acceptable behavior within an organization and are responsible for modeling the values they wish to see reflected in their teams. When leaders prioritize civility, it sends a powerful message about what the organization stands for and what is expected of every employee.

To foster civility, leaders must be committed to four key areas: ongoing communication, training, coaching, and accountability. These elements are interrelated and mutually reinforced, creating a cycle that promotes a positive workplace culture.

1. Ongoing Communication
Communication is the foundation of any healthy workplace culture. For civility to occur, leaders must ensure that open, honest, and respectful communication is the norm. This means not only clearly sharing information and expectations but also actively listening to employees’ concerns and feedback.

Regular communication helps to build trust and transparency, which are essential for a culture of civility. Leaders should encourage dialogue at all levels of the organization and create spaces where employees feel comfortable speaking up without fear of retaliation. This could be through regular team meetings, one-on-one check-ins, or anonymous surveys.

Furthermore, leaders should be transparent about the organization’s values and the importance of civility. By consistently reinforcing these messages, leaders can help to align employees’ behaviors with the desired culture. It’s also essential for leaders to be visible and accessible, demonstrating through their actions that civility is a priority.

2. Training
Training is a critical component of fostering civility in the workplace. It provides employees with the skills and knowledge they need to engage in respectful and constructive interactions. Effective training programs go beyond the basics of professional conduct; they delve into areas such as emotional intelligence, conflict resolution, and cultural competency.

Leaders should invest in regular training sessions that address these topics and provide opportunities for employees to practice and reflect on their behaviors. Training should be tailored to the organization's specific needs and evolve to address new challenges and opportunities.

For example, cultural competency training can help employees understand and appreciate diversity, which is crucial for fostering an inclusive and civil workplace. Similarly, conflict resolution training can equip employees with the tools to navigate disagreements constructively, reducing the likelihood of incivility.

3. Coaching
Coaching complements training by providing employees with ongoing support and guidance. Unlike training, which is often delivered in a formal setting, coaching is more personalized and can be adapted to each employee's unique needs. It involves regular check-ins, feedback, and goal-setting to help employees develop and refine their skills.

Leaders should view coaching as an opportunity to reinforce the importance of civility and to help employees understand how their actions impact the workplace culture. By providing constructive feedback and encouragement, leaders can help employees develop the self-awareness and emotional intelligence needed to engage in civil behaviors.

Coaching is also an opportunity to address behaviors not aligned with the organization’s values. By addressing issues early and supporting improvement, leaders can prevent incivility from becoming ingrained in the workplace culture.

4. Accountability
Accountability is the final piece of the puzzle in fostering civility. Without accountability, even the best communication, training, and coaching efforts will fall short. Leaders must hold themselves and their teams accountable for maintaining a civil workplace culture. This means setting clear expectations, monitoring behaviors, and addressing issues promptly and fairly.

Accountability starts at the top. Leaders must demonstrate their commitment to civility by holding themselves to the highest standards of conduct. They should also be willing to take responsibility for their actions and admit when they fall short. This sets a powerful example for employees and reinforces the importance of accountability.

In addition to setting expectations, leaders should establish clear policies and procedures for addressing incivility. This includes defining what constitutes unacceptable behavior, outlining the consequences for such behavior, and providing a process for reporting and resolving issues. By taking a proactive approach to accountability, leaders can prevent incivility and ensure a positive workplace culture.

Civility as an Ongoing Commitment

Fostering civility is not a one-time effort; it requires ongoing commitment and vigilance. Leaders must continually assess the workplace culture and be willing to make adjustments as needed. This might involve revisiting training programs, refining communication strategies, or addressing emerging challenges.

Leaders must celebrate successes and recognize employees who exemplify the values of civility. This reinforces the desired behaviors and helps build a sense of community and shared purpose within the organization.

Civility is more than just a set of behaviors; it is an outcome of a workplace culture where communication, training, coaching, and accountability are prioritized. Leaders play a crucial role in shaping this culture and ensuring that civility is the norm, not the exception. By committing to these four key areas, leaders can create a positive, inclusive, and productive work environment where all employees can thrive.

Ultimately, civility is not just about how we act but also about how we react—especially in challenging situations. It is a reflection of our values and a testament to the strength of our leadership.

Recommended Resources

1. Harvard Business Review: Articles and insights on workplace culture, leadership, and civility.
2. Society for Human Resource Management (SHRM): Resources and guidelines for fostering a positive workplace culture and dealing with incivility.
3. Edmonson, A. C. (2019). "The Competitive Imperative of Learning." Harvard Business Review.
4. Readinger, D. and Weinstein, S. (2022) Think Differently: 18 Strategies to Fix Broken Thinking. SMW Publishing

Author Bio

Sharon M. Weinstein (MS, RN, CRNI-R®, CSP®, CVP, FACW, FAAN) is a highly respected healthcare leader and speaker with a diverse and accomplished background. She is currently the CEO of SMW Group LLC, Partner at Diagnostic Think LLC, and Innovation Community Manager at ANA.

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