Navigating Political and Social Polarization in the Workplace: The Role of Leadership as Unifiers

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On March 18, 1956, Martin Luther King Jr.’s sermon at the Dexter Avenue Baptist Church in Montgomery, Alabama, entitled “When Peace Becomes Obnoxious,” started with a story:
“A few weeks ago, a Federal Judge handed down an edict which stated in substance that the University of Alabama could no longer deny admission to persons because of their race. With the handing down of this decision, a brave young lady by the name of Autherine Lucy was accepted as the first Negro student to be admitted in the history of the University of Alabama. This was a great moment and a great decision. But with the announcement of this decision, ‘the vanguards of the old order began to surge.’ The forces of evil began to congeal. As soon as Autherine Lucy walked on the campus, a group of spoiled students led by Leonard Wilson and a vicious group of outsiders began threatening her on every hand. Crosses were burned; eggs and bricks were thrown at her. The mob jumped on top of the car in which she was riding. Finally, the president and trustees of the University of Alabama asked Autherine to leave for her own safety and the safety of the University. The next day after Autherine was dismissed, the paper came out with this headline: ‘Things are quiet in Tuscaloosa today. There is peace on the campus of the University of Alabama.’”

Peace is not measured by the absence of conflict. Peace is gauged by the respect for differences, the ability to have open, civil dialogue, and the willingness to find common ground and collaborate toward shared goals despite disagreements.

Yes, things were quiet in Tuscaloosa, but the peace on campus, in the words of King, came “at a great price: it was peace that had been purchased at the exorbitant price of an inept trustee board succumbing to the whims and caprices of a vicious mob. It was peace that had been purchased at the price of allowing mobocracy to reign supreme over democracy. It was peace that had been purchased at the price of capitulating to the force of darkness. This is the type of peace that all men of goodwill hate. It is the type of peace that is obnoxious. It is the type of peace that stinks in the nostrils of the Almighty God.”

Leaders play a crucial role in bridging divisiveness and discord in the workplace. Rather than avoiding difficult topics, effective leaders foster open dialogue, model respect, and unite teams around common ground and shared values and purpose. By listening actively and encouraging curiosity, leaders can move conversations from confrontation to connection, transforming disagreement into opportunities for growth.

Emphasizing empathy over partisanship enables leaders to establish a safe environment where all voices are respected, even when perspectives differ. Unifying leaders guide teams to focus on common goals and common ground—such as organizational mission, shared humanity or collective well-being—while also addressing conflict constructively. Through clear communication, accountability, and consistent reinforcement of shared values, leadership can turn workplace polarization into a catalyst for collaboration, innovation, and resilience.

This issue is significant given recent research showing rising incivility related to political differences and social divides in workplaces, which impacts employee morale and can lead to disengagement or turnover. Leaders are now increasingly called upon to foster a culture of respect and safe dialogue on divisive issues. Exploring how organizations can build psychological safety and civil discourse to unite diverse teams remains a matter of continual investigation and vigilance.

Building a Bucket List Board: Inspire Your Team With What Matters

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One of the most rewarding parts of my business is the quality of the leaders I meet. One of these leaders is Dean Koeller, CEO of Calvert Home Mortgage Investment Corporation. Mentored and encouraged by his father to build an organization that truly cares, it’s inspiring to walk into his workplace. Invigorating and welcoming, you’ll find his team engaged in lively conversations, sharing ideas and laughter. There is a palpable sense of community. This atmosphere not only inspires productivity, it makes employees feel valued and connected to one another, ultimately cultivating a strong sense of belonging within the organization and a commitment to serve their clients and their community in the same way.

When I asked for an example of how he cultivates such an incredible culture, Dean took me into the lunchroom and introduced me to the Calvert Team Bucket List. Every team member is encouraged to post on the board a project they are pursuing – away from work – that matters to them. You see people climbing mountains, preparing for triathlons, traveling to amazing places, going up in balloons, and visiting grandchildren. You learn what challenges people, inspires people, and is important to them. You learn why people come to work. You learn things that many individuals, hidden behind office doors and computer screens, may work together for years and never know.

Three things I learned about leadership from Dean:

  1. Caring is everything. Dean didn’t do this as a “leadership technique.” Everything Dean does comes from his heart. It’s who he is. Caring is at the core of everything in his organization. He genuinely wants to know people better and the bucket list board is a way to learn about them and celebrate who they are.
  2. Recognizing what matters to people matters. Creating a space to acknowledge what’s important to your team in a unique and authentic way connects people and transforms a company into a community. And a community is a safe place for people to be who they are and be inspired to bring the best of who they are to what they do.
  3. What you give will come back to you – multiplied. Whether you’re celebrating what matters or simply taking the time to listen to and value people, your team will give it their all to build a successful organization when they know you’re giving your all to them. Loyalty, trust, and a commitment to service don’t come from expecting. They come from giving.

The Calvert Team Bucket List Board is an example of a unique method for building a caring culture and it goes a long way in creating psychological safety in his organization. Psychological safety is a crucial element for fostering high-performing teams and innovative work environments. People need to feel safe to express their ideas, admit mistakes, and challenge the status quo without fear of negative repercussions. People need to know it’s expected that they will be who they are. Psychological safety abounds in Dean’s organization and his team thrives as a result.

How To Lead – The Authentic Way

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“At the end of the day people won’t remember what you said or did, they will remember how you made them feel.”
― Maya Angelou

A friend recently told me about a boss he had when working in the oil patch thirty years ago. Anyone who has worked on the rigs knows that the typical boss in that world is a brutal, kick a** individual. It isn’t uncommon that the first mistake you make is the last.

But my friend’s boss was, in his words, a “generation ahead of himself.” If you made a mistake, he would carefully go through what happened, discuss your rationale for your actions, and talk about what you learned. Then he would respectfully go through a list of the expectations and how you could make improvements going forward. At the end – and this is what stood out for my friend – he would shake your hand. It was clear that you were trusted, respected, and expected to be accountable.

Every morning he would have the team gather for a 15-20 minute informal coffee. This was a chance to learn something about what was going on in people’s lives away from work, and for him to get to know his team. If guys came in hungover or half-drunk he would respectfully send them on their way.

This leader had an authentic way of creating a safe and respectful place to work – even though he wouldn’t use those words. His approach wasn’t about techniques or gimmicks or management fads. It came from his human goodness. It was his presence not his position.

This man set the benchmark for my friend’s leadership philosophy for his entire career. The impact on his life and his leadership lasted a lifetime.

Leaders truly create ripples in time that extend for generations.

Let us make a resolve to be a better leader today by being a better person.

Let us re-commit to leadership – the authentic way.

Town of Cochrane at their annual Health and Safety Day

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This past week I had the good fortune of presenting to all the staff at the Town of Cochrane at their annual Health and Safety Day. These were a team of dedicated individuals who are committed to helping keep Cochrane an incredible place to live and visit.

Thanks to all the Town of Cochrane employees for all you do. Stay safe. Be well. And know that every one of you makes a difference to our community.

Psychological Safety – What Horses Have To Teach Us

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This past weekend I had the good fortune of attending Wayfinder Wellnesses’ Equine Wellness Workshop https://lnkd.in/gcNNTN_r

It’s based on the principle that horses are good for the human spirit. It was a program open to First Responders, Military, Veterans, and their Spouses who have been psychologically injured in their work.

We learned, through an incredibly safe and supportive environment, how to connect with and make friends with ourselves by learning to make friends with these incredibly sensitive and wise animals.

In just a few hours, I got a taste of the deeply healing power of establishing a trusting relationship with horses by learning to partner with them.

Here’s some of what I came away with:

  • Communication starts with knowing and accepting where you’re at.
  • Be in the moment.
  • Make a friend.
  • Learn to listen.
  • Find your balance.
  • Discover inner peace.
  • Build your confidence.
  • Be part of a herd.
  • Feel safety and security.

If you would like to learn more about my approach to psychological safety, I hope you’ll join me on Thursday for this week’s monthly complimentary webinar: https://lnkd.in/d37Prt4a

Psychological Safety: It Starts With Self-Awareness

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Your first and most important responsibility as a leader is to create a safe environment where people can bring their whole self to their work. So how do you know if people feel safe? How do you know whether people fully trust you? How do you know if people are secretly looking for a job somewhere else because of their relationship with you?

It starts with self-awareness. You simply don’t know what you don’t know. This is one of the driving forces behind the SAGE Forums. We want to help you become self-aware in a small community of like-minded, diverse individuals who will help reveal your blind spots, help hold you accountable for making the necessary changes, and give you the needed support to stay on track.

We’d love to have you be a part of our community. Remember: You aren’t alone. For information our SAGE Forums, check out our website: https://davidirvine.com/sage-forums/