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Fast Company
5 days ago
- Business
- Fast Company
We've swapped office dress codes for a new kind of conformity
In the years following the pandemic, our workplace dress codes have become the most casual they've ever been. For some, this shift has been welcomed with open arms. For those who enjoyed dressing up, it has felt like a departure from a wardrobe that made them feel confident and ready for their day. In the same way that some felt that pre-COVID dress codes were confining, others now feel the same kind of discomfort with an ultracasual work dress code. Our workplaces have created a new unspoken expectation of how to dress that leaves little room for personal expression. In my work as a stylist, the feedback I've been hearing is that rejecting the dress 'code' will alienate people from their team—when in reality, dressing can, and should, be another way to bring your unique perspective to the workplace. THE COST OF TRYING TO FIT IN To avoid the risk of standing out, many professionals will dress like everyone else. Go into any workplace and you'll quickly see similarities in what people are wearing. In formal environments like banking, legal, or financial industries, you'll be swimming in a sea of black, navy, beige, and other neutral-colored suits. When I worked in a small startup, where casual attire was encouraged, the norm was jeans (or yoga pants!), half-zip pullovers, and sneakers. I often felt out of place wearing my elevated jeans-and-blazer looks. Yet, in ad agencies or trendy direct-to-consumer brands, 'quiet luxury' may be on trend and relevant. Over time, our desire to adhere to these unspoken rules outweighs our desire to lean into self-expression. Contrary to what we've been told, there is no one way to 'dress for success.' Now that the dust has settled from our post-COVID phase, I believe the new norm of 'being comfortable' in work attire isn't a rule for how to dress, but a call to dress in a way that is more authentic to who we are. What standout professionals know is that dressing to appease or fit a standard can diminish your confidence and energy. But when you dress in a way that is true to you, you show up with more determination, focus, enjoyment, and confidence. What would it look like, then, to embrace a new definition of 'comfort' in your dress in the workplace? Here are three tips to work with the current anything-goes dress code that's individual to you—without sacrificing comfort. Notice how your clothes make you feel If you want to leverage clothes as a tool, get in tune with how they make you feel. When you put on an outfit, does it give you energy? Does it make you feel like you want to be more social or speak up? Or does it make you feel like going back to bed and hiding under the covers? The clothes that give you an extra lift will set your day up for aligned results. In a study that has become known as the Batman Effect, we learned that children ages 4 to 6 exhibited much greater determination, confidence, and focus when they worked on a boring task while wearing a cape that made them feel like Batman. In another study, researchers Hajo Adam and Adam D. Galinsky concluded that what we wear affects how we think and behave, specifically our attentiveness and focus. This result was later coined as Enclothed Cognition. All of this points to the fact that clothes are useful for more than status symbols and trends. They are tools we can use to access a different level of ourselves in the workplace and beyond. Seek to stand out rather than fit in The mark of a great brand isn't one that seeks to fit in, but to stand out. Your clothes, which are a part of your personal brand, are no different. While wearing clothes that blend in with others in your industry may feel like the key to success (a mindset that might remind you of your high school days), the true marker of confidence is to express your most authentic self through your outfit. In fact, think of the leaders in your workplace or your industry you admire. Do they wear what everyone else is wearing? Or do they forge their own path? Think of Steve Jobs and Mark Zuckerberg decades ago when they came onto the scene wearing clothes that bucked all work norms. It made the news because we all wondered, How could someone so successful show up wearing hoodies and sneakers? Fast-forward to today: Some of my favorite female leaders who are daring to be bold and emblazon a new path with their style are Michelle Obama, Naima Judge, Rosalind Brewer, and Bozoma Saint John. By owning their authenticity, they show us it's okay—and actually quite powerful—to be your authentic self. Judge was recently quoted saying, 'It takes energy to not be your authentic self. If I can be more authentic, I can then use my energy to focus on my clients and uplift the people who report to me.' I couldn't agree more. Notice what rules and beliefs are holding you back Over time, we all collect rules about what is acceptable (or not acceptable) to wear to work. These rules can be influenced by our own families or social circles but also can be defined by beliefs about dress surrounding our age, whether we have children, the industry we work in, and so on. The rules—sometimes without our realizing it—can become ingrained beliefs that affect our behaviors. For example, if you work in an industry where everyone wears neutrals, you might subconsciously create a rule that neutrals are the only way to dress to be taken seriously. But if you're someone who loves color, questioning that rule might look like showing up in a teal suit that is not only professional but also showcases a part of your true self. The first step in breaking free is to identify what rules have been guiding your decisions in terms of what to where and what you buy. A clue to determine whether these beliefs are unhelpful is if they're focused on others' expectations, rules, standards, and unquestioned beliefs. Then, ask yourself, Is this a rule that is still relevant and true in my life? Often, simply questioning what's true is the pathway to freedom and making choices that are more aligned with your authentic self. While having less guidance on what to wear to work can feel frustrating, consider how it can also be liberating. Finally— finally!—we get to wear what makes us feel most like ourselves. And when you start to think of your clothes not just as a fashion statement but as fuel to achieve your goals, you realize the power that choosing your outfit each day holds.
Entrepreneur
28-05-2025
- Business
- Entrepreneur
How to Use Workplace Conflict to Strengthen Your Culture
Workplace conflict is inevitable, but it doesn't need to be destructive. Follow these steps and learn how to manage conflict to create better teams and a better culture. Opinions expressed by Entrepreneur contributors are their own. When I ran my ad agency, I encouraged healthy, constructive debate. I discouraged unproductive arguments. I'm not a conflict expert, but I spent enough time as a business owner, on several boards, and running various programs to recognize when things were working and when they went awry. Once I learned that I needed to manage conflict, not avoid it, I developed tools and processes that turned most conflicts into productive outcomes. Let's face it, conflict is going to happen. Anyone who has worked with more than a few people knows this. It shows up in every workplace, at every level. It happened at my agency, and I'm willing to bet it happens at your organization, too. No matter how strong the culture is, we're still dealing with people. And people are going to clash. Put people together in a work environment, and conflict is part of the package. Sooner or later, you'll find yourself in a "passionate" or possibly tense situation with a coworker, a supervisor, a vendor or a customer. No matter who it involves, how you handle that situation will determine whether the outcome is productive or damaging. Here's the surprising part. When it's handled the right way, conflict can actually be a good thing. When it's managed with intention and clarity, conflict can lead to better communication, deeper trust and smarter teamwork. But it takes time, patience, and a real process. Here are some approaches that have worked for me, and if you put them into practice, there's a good chance they'll work for you too, helping build a stronger team and an even stronger culture. Related: 3 Things I've Learned About Hiring and Firing After 35 Years in Business Conflict is your friend The first thing you must do is normalize conflict. Conflict doesn't mean something is broken. It often means people are engaged. They care. They have opinions. In fast-paced, high-demand organizations, disagreements are inevitable. What matters is how we respond when those moments show up. Avoiding conflict doesn't make it disappear. It just sends it underground, where it does more damage. It's like noticing a crack in the foundation of your house. You see it. You know it's there. But because it's not causing immediate problems, you tell yourself it's no big deal. Meanwhile, that crack is slowly expanding, weakening everything underneath. Eventually, it shows up in places you can't ignore. Doors stop closing properly, walls start shifting and by then, fixing it is a much bigger job. Conflict works the same way. When it's buried, it spreads. Resentment builds, trust fades and collaboration breaks down. That's how good teams fall apart. Not from what's visible, but from what's been ignored. So speak up early. Respectfully. Calmly. Directly. That's how we keep the foundation strong. Look beneath the surface and use productive conflict strategies Did you know that 60% to 80% of couples' arguments are not about the surface issue, but about deeper, underlying concerns? At work, it's pretty much the same. Most conflict isn't about the obvious issue. More often, it's about a gap in communication, unmet expectations or insecurities. Maybe someone feels left out. Maybe they weren't looped in soon enough. Maybe they're worried about losing control. Before reacting, ask yourself, "What else might be going on here?" Lead with curiosity. Not assumptions. Here are seven practical ways to keep conflict from becoming chaos: 1. Start light and casual You don't always need a scheduled meeting. Sometimes, a simple check-in can prevent a situation from escalating. "Hey, I felt like we were a little bit at odds on that last project. Can we take a few minutes to regroup?" Tone matters. Come in looking to understand, not to win. That lowers defenses and opens the door to honest dialogue. Related: 5 Ways to Effectively Manage Conflict (and Stay Calm Doing It) 2. Take it private Never confront someone in front of others. I've done it and I've learned to never do it again. Pull them aside. One-on-one conversations reduce embarrassment and allow both people to be more transparent. Privacy builds trust. 3. Be direct, not harsh Get to the point without being abrasive. Don't drop hints or dance around the issue. Say what you need to say. "I've noticed some tension during meetings, and I want to understand what's behind it." Clarity without blame invites collaboration instead of conflict. 4. Use specific examples Don't label someone as difficult. Point to specific behavior. "In yesterday's meeting, when I brought up the schedule, you said, 'That'll never happen.' That felt dismissive." Stick to facts, not feelings. That keeps the conversation grounded and constructive. 5. Give people a stake Sometimes, difficult behavior is rooted in feeling powerless or left out. Give the person a role in the solution. "You've got a strong field perspective. Can I get your input before we finalize the rollout?" You're not feeding an ego, you're inviting ownership. Related: I Transformed My Company With Employee Ownership — Here's Why You Should Too 6. Set boundaries If someone crosses a line, speak up. "I want to keep working through this, but I need to feel respected while we do." Boundaries create safety, and safety leads to better conversations. 7. Know when it's toxic There's a difference between someone who's difficult and someone who's toxic. Difficult people can often be reached with communication. Toxic people manipulate, deflect and disrupt no matter what. If you've tried everything and nothing changes, it's time to make a change. Protecting the culture means knowing when enough is enough. Adapt to how others communicate Not everyone processes conflict the same way. Some people prefer in-person conversations. Others need time to respond in writing. If you've been going back and forth over email with no progress, pick up the phone. If face-to-face conversations get heated, switch to a written message. You're not changing your message. You're changing the medium so that the message is received more effectively. Related: How to Communicate to a Global Workforce Document when necessary If a pattern starts to form, whether it's good or bad, take notes. Keep a journal: what happened, when it happened and what steps you took to address it. If the issue escalates, documentation helps HR or leadership understand the full context. It's not about winning the blame game. It's about being prepared. Lead by example Remember this, people around you are watching how you handle conflict. Are you calm under pressure? Are you respectful, even when you disagree? Do you listen? Do you ask meaningful questions? Your example sets the tone. Teams don't just learn from training. They learn by observing. Be an example of what respectful conflict resolution looks like, and others will follow your lead. Conflict can be a catalyst Remember that conflict isn't bad, and it's not the opposite of collaboration. It's often the first step toward it. When addressed early and handled correctly, conflict can clarify expectations, improve processes and even deepen trust. So the next time you're in a tense moment, take a breath. Take a step back. And remember, this isn't just a problem to fix. It might be an opportunity to lead, connect and build something better. Because the best teams aren't the ones that avoid conflict, they're the ones that know how to move through it together.
