5 Ways To Build Bridges With Work Rivals Psychology Today

Posted April 29, 2024 | Reviewed by Michelle Quirk Workplace rivalry can be both beneficial and detrimental. While a healthy dose of competition can propel innovation and performance, excessive rivalry harms collaboration. When colleagues see each other as rivals, they withhold information, fail to align, and pursue personal agendas. Rivalry is a self-defense mechanism. In primitive times, it was crucial for survival to quickly distinguish between foes and friends.

However, most threats in the modern world are perceived, not real. In a Psychology Today post, psychiatrist Paul Dobransky examines how love-and-hate relationships stem from both intellectual and emotional reasons. Intellectually, we are drawn to colleagues who are “like us.” For instance, our work friends often share our values, opinions, experiences, or backgrounds. Emotionally, we like those who make us feel good or help us succeed. The principle of reciprocal altruism is crucial in building trustful alliances at work. Andrea D.

Carter, CEO & founder of Andrea Carter Consulting, helps leaders build cultures of belonging for engagement & success. The workplace often mirrors societal divides. Business leaders now face the task of navigating an increasingly polarized world. As a researcher of belonging, I suggest leaders turn to tools like neuroscience, social cognitive theory and belonging indicators to support their teams through these divisive times confidently. Belonging is a significant motivator of human behavior (automatic download), influencing how individuals react to stress and uncertainty. From a neuroscience perspective, when individuals feel excluded, ostracized or unsafe, the brain's threat response activates, decreasing trust due to increased cortisol levels and reducing productivity.

Alternatively, in belonging environments, oxytocin is produced more readily, promoting security, trust and respect, ultimately driving togetherness and productivity. Bandura's social cognitive theory helps explain why belonging impacts the workplace. This theory suggests that people learn behaviors through observing others, particularly in times of uncertainty. Make peace, not war, with your colleagues. My latest piece on Psychology Today #collaboration #workplaceculture #teamwork In this election year, it’s a tough time to be a bridge-builder.

In schools, faith communities, neighborhoods, workplaces, social media, journalism, and politics, the incentives are driving us to hunker down with our own “team.” There is far too little reward for people who cross lines of difference, listen with curiosity to those we disagree with, humanize the “other,” and humbly acknowledge our blind spots as we learn from... In fact, stepping out of line, even the slightest hint of questing political orthodoxy or ideological certainty, can have severe social consequences. This pressure has contributed to social isolation, undermined critical inquiry, and added to the fraying of our country’s democratic fabric. That is why we work to cultivate the will and practice the skills for bridging gaps and crossing lines of difference to solve pressing problems, on campuses, in workplaces, congregations, organizations and communities. At this moment, this is counter-cultural work.

As we have taken this work to more and more places and see more and more people lean into it and apply it in their lives, we have found that sustaining it is not... To pursue bridge-building and embody it with the depth required to make real change, against serious headwinds, bridge-builders need the will to cross lines of difference and the skill to do it well. They thrive when they embrace and embody a deeper set of habits. At a time of increasingly toxic polarization, where demonization of the “other” has become standard practice, it will take this more profound work of building new habits to move our communities in a different... Let’s be honest—workplaces are full of expectations, assumptions, and unspoken dynamics. Building bridges across differences isn’t always easy, but it’s essential for creating cultures where people feel seen, heard, and valued.

Here are 8 intentional practices to help you lead with empathy, foster trust, and strengthen relationships at work: Every person carries a unique lens shaped by their lived experiences. Instead of resisting differences, lean into them. Diversity of thought is a catalyst for innovation and resilience. When we approach others with curiosity rather than judgment, we unlock new ways of thinking—and working—together. Active listening is more than a skill—it’s a mindset.

It means being fully present, setting aside assumptions, and creating space for others to share openly. When we listen with the intent to understand, we build psychological safety and deepen mutual respect. Even when personalities or work styles clash, there’s often common ground beneath the surface. Whether it’s a shared goal, a team value, or a commitment to impact, anchoring in shared purpose helps us move from “me vs. you” to “we.” Posted June 17, 2025 | Reviewed by Margaret Foley

We live in a world where the very idea of truth has come under fire. Whether it’s “alternative facts,” deepfakes, misinformation, or dueling political realities, our collective sense of what’s real feels more fractured than ever. For psychologists, parents, students, business leaders, and everyday people trying to make sense of this environment, it helps to understand the deeper currents beneath the chaos. One of those currents is postmodernism. Born out of philosophy and cultural theory in the late 20th century, postmodernism questioned the idea that there is one objective truth. Instead, it proposed that reality is shaped by perspective, language, and power structures.

These ideas took hold in academia and social movements, especially on the political left, where they were used to challenge dominant narratives about race, gender, and identity. But here’s the surprising twist: The political right eventually adopted the same strategy. In 2017, when White House official Kellyanne Conway defended a false claim as an “alternative fact,” it marked a turning point. The language of postmodernism, once used to empower marginalized voices by challenging institutional narratives, was now being used to undermine the idea of shared reality itself. The very tools designed to question authority became tools to entrench it. What began as a critique of power turned into a strategy to leverage it.

In a strange turn of events, both sides of the political spectrum now use selective truths and personalized narratives to make their case. Social media amplifies the problem by feeding us content that confirms what we already believe. The result is polarization not just in politics, but in families, workplaces, and communities. Work rivalries are a common occurrence in many professional environments. Whether it’s competition for a promotion, recognition, or simply differences in work style and approach, these rivalries can create Workplace stress. However, rather than letting these rivalries escalate and negatively impact productivity and morale, some strategies can be employed to bridge the distance and promote a more positive and collaborative work environment.

To deal with work rivalries, it’s important to understand where they come from. These rivalries often happen because people are competing for things like attention or resources at work. Sometimes, it’s because someone feels like they’re being treated better than others. Other times, it’s just because people have different personalities or ways of doing things. By figuring out why the rivalry is happening, it’s easier to fix the problem and make things better at work. Open communication is important for resolving work rivalries.

It’s important to encourage everyone involved to talk openly and honestly about their thoughts and feelings. This means giving each person a chance to share their side of the story respectfully. When people feel safe to communicate, it helps clear up misunderstandings and find solutions that everyone can agree on. So, creating a supportive environment for open communication is key to resolving work conflicts. To understand this in depth seek professional support from the Best psychologist delhi or Counselling psychologist. Even though co-workers may have differences, they usually have similar goals for the team or organization’s success.

By focusing on these shared goals, people can find common ground and work together toward a shared purpose. It’s important to highlight the benefits of collaborating and working as a team to achieve these goals, rather than working against each other. When everyone is working towards the same objectives, it helps to promote teamwork and cooperation, leading to a more harmonious work environment. Set long-term and short-term goals, and seek guidance from an Online counselor. Building trust and respect among co-workers is important for a successful working Relationship. Encourage everyone to show they can be relied on, act with honesty, and maintain professionalism when interacting with others.

Creating a culture of respect means appreciating each person’s contributions and treating everyone with dignity and kindness, even if there have been conflicts in the past or if people have different opinions. When trust and respect are present, it creates a positive and supportive workplace where people feel valued and motivated to collaborate effectively.

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