How to Bring Faith into Work

Certain topics are considered off limits at work.  In most organizations discussions of faith and religion fall into that category.  One of the reasons is that many approach or experience these subjects as “causes” or “judgments” designed to make others uncomfortable and encourage them to change.  However, I believe it is possible – and beneficial – for people, and the organizational cultures in which they work, to support healthy, mutually respectful sharing of this element of our lives, belief systems and identities.

Last week, I read a Wall Street Journal article describing plans for wide-ranging legislation in Quebec province banning religion and religious clothing, which has ignited fierce debate.  Bernard Drainville, a Quebec government minister explains, “We want rights and values that will be the source of harmony and cohesion.”  What they may be overlooking is that when you prevent people from sharing elements of their core self, you can only achieve superficial harmony and cohesion.

Another approach leaders might consider is taking responsibility for creating and promoting an environment of healthy and appropriate appreciation of this aspect of individuals lives.

Let’s consider these three strategies for appropriate faith talk at work:

1. Seek to understand rather than be understood. Faith in the workplace often turns hostile or uncomfortable for the same reason most arguments happen: We are trying to convince rather than care.

In his legendary book, How to Win Friends and Influence People, Dale Carnegie provides a set of principles for being authentic and productive in relationships that can be useful in the context of discussing spirituality:

• Don’t criticize, condemn or complain.
• Become genuinely interested in other people.
• Smile.
• Be a good listener. Encourage others to talk about themselves

2. Present as experience rather than judgment. Two people have recently shown me how to reveal their faith in a secular environment. The first is my friend Doug, who is corporate counsel for a Fortune 100 company. Doug talks regularly with his colleagues about his faith because it’s who he is and what he experiences. It’s clear by Doug’s tone and language that his faith is like talking about his family or his community more than a belief or a debate.

The other is Mark Burnett, who has won five Emmys as producer of shows such as Survivor and The Voice, and who recently produced the mini-series, “The Bible.”  I recently heard Burnett speak about his decision to power through initial resistance to the mini-series from media colleagues.  He explained that these stories are core to his beliefs and self, and as such, he wanted to share them because, “There’s a big thirst for hope. This is a source of hope and belief.”

3. Discuss in the context of mission, vision and values. We recently announced that our company would pay for employees to attend a leadership conference sponsored by a Christian church. The conference speakers have included Bill Clinton, Bono, Colin Powell, Jim Collins and Vijay Govindarajan. Topics range from innovation to strategy to faith.

The conference is clear about its Christian perspective while striving to be open, comfortable and accepting. Its purpose is not to convert someone to Christianity or change their identity but to offer exposure to contemporary thought leaders while also encouraging people to explore deeper questions of purpose, and meaning. We support it because it’s aligned with what we do.  And without insights into these questions, our corporate mission, vision and values are nothing more than pithy words on a wall.

As leaders we need to take the responsibility for creating space for appropriate and healthy discussion—because we can build a more engaging, welcoming workplace if we do.  What can you do to create an environment where this extends to topics that have the potential to be negative and divisive – such as faith?

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