By J.L. Brent

The holiday season, traditionally a time of joy, often brings increased stress for many Americans. A 2023 survey by the American Psychological Association revealed that 89% of U.S. adults experience stress during the holidays, with 41% reporting heightened stress levels compared to other times of the year.

Factors such as financial pressures, family dynamics, and the demands of holiday preparations contribute to this strain.

In the current U.S. political climate, these stressors are compounded. Workplace environments are not immune to political tensions, which can lead to conflicts among employees. A 2022 study by the Society for Human Resource Management found that 20% of U.S. workers have experienced poor treatment from colleagues due to political views.

Training teams, which collaborate across departments, are particularly susceptible to these compounded stresses. Emotional instability within these teams can disrupt their effectiveness and negatively impact organizational cohesion.

Scenarios and Strategies for Navigating Tensions

Scenario 1: Political Conversations Derailing Productivity
A training session veers into a heated political debate, causing division among participants and detracting from the session’s objectives.
Solution: Establish clear guidelines that focus discussions on relevant topics. Encourage respect for diverse perspectives and redirect conversations to maintain productivity. Providing anonymous feedback channels can help identify and address underlying tensions.

Scenario 2: Heightened Sensitivity to Feedback
A team member perceives constructive feedback as politically motivated criticism, leading to defensiveness.
Solution: Deliver feedback using neutral, behavior-focused language, emphasizing specific actions and their impact on performance. Regular one-on-one meetings can build trust and address concerns proactively.

Scenario 3: Passive-Aggressive Behavior Affecting Team Dynamics
A team member’s negative self-talk and passive-aggressive actions create a toxic atmosphere, hindering collaboration.
Solution: Address the behavior directly with empathy, focusing on observed actions and their effects on the team. Offer support resources, such as employee assistance programs or conflict resolution workshops.

A Firsthand Account: Transforming Negativity into Growth

In my experience, a team member (let’s call her Lisa) exhibited negative self-talk and passive-aggressive behavior that disrupted our training department’s cohesion. She often expressed feelings of being undervalued, which affected her interactions and project timelines.

I initiated a private conversation, expressing concern over observed behaviors and their impact. Lisa revealed struggles with imposter syndrome and external pressures. We set actionable goals to manage her workload and boost her confidence, and I encouraged her participation in a peer mentorship program.

Over time, Lisa became more engaged and supportive, demonstrating the effectiveness of addressing emotional challenges with empathy and practical solutions.

The Importance of Addressing Emotional Stability

Training teams are integral to organizational development and cohesion. Ignoring emotional instability within these teams can compromise their effectiveness and the organization’s success. By fostering empathy, setting clear boundaries, and providing support, leaders can navigate complex times, ensuring productivity and morale are maintained.

As the holiday season unfolds amid political tensions, leaders should prioritize emotional intelligence. Investing in understanding and addressing these dynamics enhances employee well-being and strengthens organizational resilience and unity.

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