Leading and managing through divisive times

In divisive times like these, workplaces can quickly become tense — and sometimes toxic. Combine that with employees returning to the office after years of remote or hybrid work and leaders face a moment they can't afford to ignore. 

When people hold conflicting beliefs or values, the instinct may be to avoid difficult conversations. But avoidance doesn't lead to alignment — understanding does. The leaders who thrive in this moment are those who can hold multiple truths at once. They don't ask everyone to agree; instead, they build shared understanding so their teams can still move forward together.

Leading through division isn't just about keeping the peace — it's about unlocking clarity, trust and performance in uncertain times. And when that happens, consider these positive outcomes:

• Higher alignment. When leaders define what's true for the organization right now, they create clarity everyone can rally around. Revisiting core values, mission and vision ensures the company's guiding truths reflect today's realities — not yesterday's.

• Stronger trust. When employees feel seen and heard — even when their perspectives differ — they're more likely to trust leadership. Trust becomes the foundation for collaboration, retention and psychological safety.

• Better decisions. Leading with awareness, not avoidance, allows teams to make more informed and inclusive choices. Acknowledging multiple viewpoints helps leaders consider more lived experiences and design solutions that work for more people.

• Greater resilience. Understanding employee sentiment helps leaders set realistic goals that match the current moment. When people feel understood, they're more willing to adapt, innovate and contribute to shared success.
  

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Leading through division starts with clarity and courage. My advice for leaders navigating this moment is both practical and human-centered:

1. Listen deeply. Go beyond annual engagement surveys. Conduct pulse checks or informal conversations to understand how people are really feeling. Leaders can't solve what they don't see.

2. Lead courageously. Many leaders today feel paralyzed by complexity. But this is precisely the time to act — with empathy, clarity and conviction. Leadership isn't about knowing every answer; it's about creating the conditions for trust and progress.

3. Broaden your perspective. Effective leadership requires openness and a willingness to see through someone else's lens. Many things can be true at once, but decisions must still prioritize employee well-being and the organization's mission.

4. Anchor in empathy and data. Empathy tells you what people need; data tells you where to focus. Together, they help leaders set achievable goals and build trust for the future.

To move toward unity, leaders must first understand where their people are coming from. Before mutual respect can take hold, leaders need to know how employees are experiencing the workplace. Some may feel unaffected by broader societal tensions. Others may carry deep fears or uncertainty every day. Everyone is at a different place – and that's precisely why empathy and awareness are essential leadership tools.

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Why "truth" matters at work

Truth isn't just a philosophical idea — it's a leadership tool. It guides decision-making, builds trust and creates a shared reality where authenticity can thrive. Recognizing multiple truths validates lived experiences.

An employee may feel deeply included in one setting and excluded in another. Both experiences are real and both deserve attention. By holding space for these realities, leaders foster authenticity, challenge bias and resist single-story narratives that oversimplify people or situations.

The ability to manage multiple truths isn't a weakness — it's a modern leadership strength. It allows teams to work through complexity without losing their shared purpose.

To lead effectively in times of division, it helps to understand how people define "truth." There's no single way to see it — but knowing these perspectives can help leaders navigate complex conversations with greater awareness:

• Correspondence: Truth is what matches reality. A statement is true if it aligns with the facts.
• Coherence: Truth is what fits consistently within a larger belief system or body of knowledge.
• Pragmatic: Truth is what works in practice — if acting on it leads to successful outcomes.
• Constructivist: Truth is shaped by culture, language and social agreement — it can vary across communities and contexts.
  

Because people define and source truth differently, leaders must see truth as a shared agreement for how their teams will work together. A company's "truths" are reflected in its core values, mission and vision — the foundation for alignment, trust and belonging.
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The truest form of leadership

I'm calling on leaders to guide with awareness, not avoidance. Leadership doesn't require perfection — but it does demand honesty, humility and courage.

We can't ignore the complexities of human experience or the multiple truths that exist within our teams. But we can build workplaces grounded in respect, curiosity and compassion — spaces where authenticity thrives, even in times of division.

In moments like these, that may be the truest form of leadership there is.