What to do when two tribes go to work

Be aware of the many forms tribalism can take

Identifying with people who we perceive to be like us is hard-wired evolutionary behavior. The first step in tackling unwanted tribalism is to be aware that it comes in many forms, including age, gender, religion, and function. Developing a sense of (often subconscious) group dynamics is a good starting point.

Assume positive intent

Assuming positive intent is a powerful way to soften tribal boundaries. Few people are motivated to annoy colleagues intentionally, and cultivating a mindset of positive intent is a powerful antidote to tribalism.

Break down silos (mindfully)

Leaders can actively role-model collaboration between groups, but must be constantly mindful of the three defining characteristics of a group identified by Lisa Kwan:

• Identity of the group (e.g., sales, legal),
• Control of resources (e.g., budget, space, people),
• Legitimacy: Why does the group exist? (e.g., to generate revenue or protect the company from legal risks).

Communicate a sense of belonging across groups

We all want to belong. And leaders want to communicate a sense of belonging across different groups. What helps is to apply the multiple perspectives resulting from each group’s definition. This has proven to be a good strategy for conflict resolution and when giving uncomfortable feedback.

Deploy empathy

When working to communicate a sense of belonging across groups, another outcome of the evolutionary process comes in handy: empathy. Creating an empathic culture in the workplace begins at the top, through leaders actively modeling empathy. This is done by publicly engaging with and recognizing team members’ different perspectives, seeing the world through their eyes, and responding to their challenges with genuine empathy.