I recently conducted a study with a large, multinational company to figure out how to increase employee engagement. After the data collection was complete, I ran the data analysis and found some intriguing results that I was excited to share with the firm. But a troubling result became apparent in my analysis: This organization had rampant discrimination against women, especially ambitious, passionate, talented women. Although this result was based on initial data, and was not particularly rigorous, I was convinced that managers at the collaborating organization would like to hear it so that they could address it.
What to Do When Someone Angrily Challenges Your Data
A large, multinational company was conducting research on improving employee engagement when preliminary results uncovered a surprising and alarming pattern of gender bias. Initially, the head of HR attacked the messenger, but additional, more-rigorous research confirmed the disturbing findings — and convinced him to take action. If you’re attacked for bringing hard truths to light, start by trying to take the perspective of the person you’ve angered; however poorly delivered, is any of their criticism valid? Next, collect more data that addresses their concerns specifically (otherwise you’ll just talk past each other). Finally, view your challenger as an ally rather than as an opponent. Then you can channel the energy that prompted their fury for good.