8 Leadership Tips for Bridging Divides and Sparking Innovation

“There are two types of people in this world.  Those who divide the world into two types of people and those who don’t.”  Robert Benchley humorist and newspaper columnist.

I work really hard to do my best to be the latter. Leaders have a lot of responsibilities but finding common ground may be one of our biggest jobs. Whether it’s political, social, or workplace differences, navigating through division requires thoughtful strategies that can turn disagreements into opportunities for growth and innovation. According to the Center for Creative Leadership (CCL), there are eight practical tips that leaders can use to bridge divides and lead to innovation. 

1. Change YOUR Mindset

The first step toward bridging divides starts within. I realize this isn’t always our natural instinct.  Often my first thought is THE OTHER PERSON needs to change, but experience has taught me I can’t change people, but I can change my reaction to people through a mindset shift. Approaching conversations with an openness to different views and experiences makes all the difference. If you expect others to meet you halfway, you need to model that openness. Being curious, not defensive, when confronted with opposing viewpoints is key.

When you shift your mindset to see conflicts as opportunities for growth, you open the door for creative solutions. Ask yourself: “Am I willing to learn something new here?” You may discover the perspectives you once disagreed with hold valuable insights that can fuel innovation.

2. Find Common Ground

Productive conversations happen when we find common ground. We’ve got to put our ego aside and search for shared values.  Asking deeper questions like, help me understand why that’s so important to you or what about your position makes you feel so strongly?

Common ground doesn’t mean agreeing on everything, it’s about identifying areas of overlap where cooperation is possible. Once you’ve found that you can transform division into collaboration.

3. Ask, “Are You Open to a Different Perspective?”

This simple question can open up dialogue in a non-confrontational way. Asking someone if they’re open to hearing a different perspective encourages them to reflect on their stance and positions them to listen without feeling attacked.

This question signals you’re not forcing a viewpoint but offering a chance for both parties to explore ideas together. It’s a powerful way to invite collaboration and curiosity rather than defensiveness.

4. Practice Persuasive Listening

I get it, I’m a type A personality that likes to talk. I’ve had to work really hard on this one. “Persuasive listening” is a step beyond regular listening. Tapping into my curious side has really helped me do this.  It means fully understanding the other person's perspective—not to form a rebuttal, but to grasp their reasoning and emotions.

This shows genuine interest in the other person’s ideas, which helps build trust. The more deeply you listen, the more persuasive you can be when it’s your turn to present. This technique allows for more meaningful conversations, rather than surface-level debates.

5. Overcome Binary Bias by “Complexifying”

At first, I was completely lost by this one and had to do some more research. Binary bias is when we see issues as black-and-white, ignoring the complexities that often exist. For example, we tend to see disagreements as win-lose situations, but the reality is usually far more nuanced. We’ve got to overcome this tendency by “complexifying,” or embracing the complexity of an issue.

We need to encourage our team to consider multiple dimensions of a problem rather than seeing it through a narrow lens. This helps resolve conflict and can also lead to innovation through creative, out-of-the-box solutions that might otherwise be missed in binary thinking.

6. Emphasize What Will Stay the Same

Change can feel threatening, particularly during times of division. One way to ease fears is by emphasizing what will stay the same. People are often more open to change when they know that some things they value will remain consistent.

When initiating change, highlight the constants—whether it’s your company’s mission, values, or certain processes—so your team doesn’t feel like everything is up in the air. Stability provides a foundation from which people can engage in transformation.

7. Enable Them to “Stumble Over the Truth”

Rather than force-feeding your point of view, create an environment where others can discover insights for themselves. This is what CCL calls enabling others to “stumble over the truth.”

One way to do this is by asking thought-provoking questions or providing information that leads people to a conclusion on their own. When people arrive at insights independently, they’re more likely to internalize and act on them.

8. Make Fewer Points, Not More

In a world overflowing with information, it’s tempting to bombard people with data, arguments, and points to prove a case. However, making fewer, more powerful points can be more effective. Think quality over quantity.

Our world changes for the better when we change.

As William James famously said, “The greatest discovery of my generation is that human beings can alter their life by altering the attitudes of their mind.” It all begins with changing your mindset—and the rest will follow.