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For the third time in as many days I've heard of an organization holding a forum about "civil discourse" or "Communicating with Candor but Respect."

Obviously, the recent shooting of Arizona Congresswoman Giffords and fears that it resulted in part from enflamed political emotions and extreme partisanship have rippled across our association community as it has the political playing fields.

It only takes a nanosecond for most of us to recall an instance when heated talk created high drama and hurt or angry feelings at our board meetings, in education sessions, on our list servs, or in committee gatherings. Why else are the decisions about meeting facilitators or list serv monitors and guidelines so vital? Even those efforts are not always adequate at preventing open hostilities versus candid debate.

So what else can associations be doing to build an inclusive, open, and frank environment for the exchange of opinions, ideas, and knowledge? More training of board members, staff, and others? Stronger rules of engagement? Adoption of a tweaked version of Google's "Do no evil," e.g., "speak no evil?" An organizational Debate Team?

The issue is important as we evolve into an increasingly diverse workforce that can either divide us or boost us. Has your organization used this momentary political time-out to check the volume and "vitriol" level of the conversations around and within the membership and staff? I've read numerous appeal letters, for example, that would be worth a harder look in a calmer time. And we all know how quickly blog post comments can ratchet up emotions.

Yes, we want engagement, but do we want all-out war within the ranks or with our current "enemies"--the same ones who may well be future political allies.

I've suggested to several people that they read or re-read Crucial Conversations by Kerry Patterson, Joseph Grenney, and Al Switzler to generate some ideas about raising the quality, not the volume, of your organization's conversations. If you haven't read it already, here is the first chapter.

And keep a watch out for an article I'll be writing after I interview Saj-nicole Joni, co-author of The Right Fight: How Great Leaders Use Healthy Conflict to Drive Performance, Innovation, and Value. The book describes ways that leaders at all levels can create, nurture, and manage the "productive dissent essential for achieving peak performance." It seems especially timely now. Click here for a video on the book.