From Conflict to Collaboration: Creating Cultural Change Amidst Polarization

By Renee Freedman

Posted on January 20, 2021

22 min read

Overall, we found little or no trust. Everyone wanted to trust, especially in the area of maintaining confidentiality. Furthermore, there was overwhelming doubt that authentic partnership could be sustained. Yet, 90% of the interviewees believed that the relationship could be repaired. Underneath the doubt existed hope for partnership and collaboration.

The initial leadership group concurred with the accuracy of the findings. We were given a charter to facilitate one ‘workshop’. We were to set the groundwork for a relationship and working environment in which professionalism and kindness prevailed. This charter was based on two premises:

if both parties were kind and civil to one another, the relationship would be healthy, productive, and positive; and
this could be accomplished in one two-day session.

Sharing a Room

Sixty-five people participated in the two-day session. We expected the groups to sit on opposite sides of the aisle. Instead, clusters of 3-5 union leaders and clusters of 4-6 managers sat amongst one another.

Each group filtered what they said and engaged in while in the other group’s presence. Each small gesture by one of the groups was noted and used towards determining “can we trust that this is a true effort versus a manipulative one?” Trust had become so decimated that every action, physical gesture, and statement was assessed as a means to determine one another’s credibility.

Our goals for the session were that:

Both groups remain for the two day session.
Both groups participate in the learning activities.
Both groups engage in non-confrontational conversations.
Both groups acknowledge one another positively at the end of the session.

Our approach focused on creating a two-day experience that allowed each participant to begin seeing one another a as human beings instead of ‘opponents.’ The current ‘opponent’ perspective of the group negatively influenced all conversations, mindsets, and the capacity to build trust. We did not ask them to start liking one another or to declare peace. We allowed them to be authentic in their feelings about one another and the overall relationship.