ents duty to facilitate dynamic relationships in the workplace, the individual employee still has responsibilities as well. Whether working in an environment in which competition is encouraged or defused, there are certain, specific steps an individual can take to make sure good working relationships survive at work:

* Talk about things that are upsetting you in your work relationship.

* Don’t avoid the real issues.

* Listen to each other’s point of view.

* Don’t try to convince the other person that you are right and he or she is wrong.

*Don’t

Today’s competitive workplace is often filled with noisy disputes and legal actions, which sap the precious resources of time and capital from an organization. Since our professional connections often are forced by time and circumstance to be our social connections as well, it is important for organizations to facilitate dynamic relationships in the workplace.

Change is needed in the American workplace. The organizations that promote an environment where employees and management develop good working relationships will be the winners.

Many of the same dynamics and difficulties exist for relationships in the workplace as do for those outside the workplace. One of the greatest losses to an organization is having no real, satisfying relationships in the workplace. Successful organizations are the ones that create an environment that encourages people to create relationships, that encourages people to be their creative, whole selves.

Having a good working relationship with a coworker means trust, and trust assumes that the other person is going to come through for you. It’s management’s job to see that everyone’s goal is to come through for one another.

In my years of consulting with organizations of all sizes and types, I have found that the stories about relationships turning disastrous in the workplace are all premised on a competitive environment. That must change if your organization is going to be successful. The workplace should be about working together, about partnership. There are very few situations in which an organization moves forward when one employee wins by making sure another one loses. If an employee knows something of value that could help everyone, but doesn’t share that information because of competition, everyone loses.

The decision to explore or eschew good working relationships should not be put solely on the shoulders of each individual employee. Much of the responsibility falls on management, which must strive to make the workplace one in which supportive, non-competitive relationships can flourish.

Employees should never be pitted against one another. They should never be made to feel unworthy or left out. The emphasis should be on cohesion and the common good, with group goals and teamwork focus.

While it is managements duty to facilitate dynamic relationships in the workplace, the individual employee still has responsibilities as well. Whether working in an environment in which competition is encouraged or defused, there are certain, specific steps an individual can take to make sure good working relationships survive at work:

* Talk about things that are upsetting you in your work relationship.

* Don’t avoid the real issues.

* Listen to each other’s point of view.

* Don’t try to convince the other person that you are right and he or she is wrong.

*Don’t

d difficulties exist for relationships in the workplace as do for those outside the workplace. One of the greatest losses to an organization is having no real, satisfying relationships in the workplace. Successful organizations are the ones that create an environment that encourages people to create relationships, that encourages people to be their creative, whole selves.

Having a good working relationship with a coworker means trust, and trust assumes that the other person is going to come through for you. It’s management’s job to see that everyone’s goal is to come through for one another.

In my years of consulting with organizations of all sizes and types, I have found that the stories about relationships turning disastrous in the workplace are all premised on a competitive environment. That must change if your organization is going to be successful. The workplace should be about working together, about partnership. There are very few situations in which an organization moves forward when one employee wins by making sure another one loses. If an employee knows something of value that could help everyone, but doesn’t share that information because of competition, everyone loses.

The decision to explore or eschew good working relationships should not be put solely on the shoulders of each individual employee. Much of the responsibility falls on management, which must strive to make the workplace one in which supportive, non-competitive relationships can flourish.

Employees should never be pitted against one another. They should never be made to feel unworthy or left out. The emphasis should be on cohesion and the common good, with group goals and teamwork focus.

While it is managements duty to facilitate dynamic relationships in the workplace, the individual employee still has responsibilities as well. Whether working in an environment in which competition is encouraged or defused, there are certain, specific steps an individual can take to make sure good working relationships survive at work:

* Talk about things that are upsetting you in your work relationship.

* Don’t avoid the real issues.

* Listen to each other’s point of view.

* Don’t try to convince the other person that you are right and he or she is wrong.

*Don’t

through for one another.

In my years of consulting with organizations of all sizes and types, I have found that the stories about relationships turning disastrous in the workplace are all premised on a competitive environment. That must change if your organization is going to be successful. The workplace should be about working together, about partnership. There are very few situations in which an organization moves forward when one employee wins by making sure another one loses. If an employee knows something of value that could help everyone, but doesn’t share that information because of competition, everyone loses.

The decision to explore or eschew good working relationships should not be put solely on the shoulders of each individual employee. Much of the responsibility falls on management, which must strive to make the workplace one in which supportive, non-competitive relationships can flourish.

Employees should never be pitted against one another. They should never be made to feel unworthy or left out. The emphasis should be on cohesion and the common good, with group goals and teamwork focus.

While it is managements duty to facilitate dynamic relationships in the workplace, the individual employee still has responsibilities as well. Whether working in an environment in which competition is encouraged or defused, there are certain, specific steps an individual can take to make sure good working relationships survive at work:

* Talk about things that are upsetting you in your work relationship.

* Don’t avoid the real issues.

* Listen to each other’s point of view.

* Don’t try to convince the other person that you are right and he or she is wrong.

*Don’t

nformation because of competition, everyone loses.

The decision to explore or eschew good working relationships should not be put solely on the shoulders of each individual employee. Much of the responsibility falls on management, which must strive to make the workplace one in which supportive, non-competitive relationships can flourish.

Employees should never be pitted against one another. They should never be made to feel unworthy or left out. The emphasis should be on cohesion and the common good, with group goals and teamwork focus.

While it is managements duty to facilitate dynamic relationships in the workplace, the individual employee still has responsibilities as well. Whether working in an environment in which competition is encouraged or defused, there are certain, specific steps an individual can take to make sure good working relationships survive at work:

* Talk about things that are upsetting you in your work relationship.

* Don’t avoid the real issues.

* Listen to each other’s point of view.

* Don’t try to convince the other person that you are right and he or she is wrong.

*Don’t

ents duty to facilitate dynamic relationships in the workplace, the individual employee still has responsibilities as well. Whether working in an environment in which competition is encouraged or defused, there are certain, specific steps an individual can take to make sure good working relationships survive at work:

* Talk about things that are upsetting you in your work relationship.

* Don’t avoid the real issues.

* Listen to each other’s point of view.

* Don’t try to convince the other person that you are right and he or she is wrong.

*Don’t take either/or, this, you/ me positions.

* Assume that maintaining a good working relationship is as important as, if not more important than, anything happening at work.

If managers and their employees all conscientiously attempt to keep the work environment clear of competition, then many potentially damaging relationship complications and crises will be more easily handled, doing much less ultimate harm to all those involved than they might otherwise do.

Quality relationships are what produce quality products and services. Real productivity begins with employees who are nourished by caring, encouraging coworkers and supervisors. It’s an atmosphere where personal creativity can really flourish.

While caring about an employee’s emotional well-being and the healthiness of his or her relationships may not be part of anyone’s “official” job description, it is a genuine key to creating quality products and services.

It’s incumbent upon senior management in particular to wholeheartedly support personal growth in individuals further down the employment ladder; otherwise, an environment will persist in which growth cannot and will not take place. However, the responsibility to create a supportive environment involves all employees. Just as a CEO can be caring and encouraging, so too can an hourly employee. When it comes to understanding emotions and relationships, there are no status levels.

The workplace can often be a very angry place, and the relationships there can be irreparably harmed by anger and mistrust. In fact when it comes to relationships among colleagues anger and mistrust often arise out of issues in the work relationship. A successful organization is one that faces these issues head-on, that discusses them openly and encourages good working relationships, caring, and trust.

At the heart of it all is communication. The secret to healing in the workplace is to get people talking, a process not nearly as elementary as it might sound. Employees do not always want to talk about work. Often, in groups of their colleagues, they talk about themselves, who they are, what they dream about, and, what they resent and fear. They discuss things friends usually talk about, not people who happen to share the same work space.

When people re