An effective change process unfolds in four stages: forming, storming, norming, and performing. The "storming" phase is often the most challenging, as it surfaces tension and conflict. How organizations navigate this stage determines whether the outcome is productive or destructive, especially in the context of diversity and inclusion.
Navigating the "Storm": Two Distinct Paths
The storming process can take two forms with very different results. One path leads to deeper division, while the other fosters understanding and progress.
Path 1: Destructive Conflict
When grievances and pain are not addressed constructively, they can escalate into destructive conflict. History provides numerous examples where unresolved social tensions led to riots, causing immense emotional distress, job loss, and even death. This approach deepens divides and fails to resolve the underlying issues.
Path 2: Constructive Dialogue
Alternatively, leaders can guide people toward dialogue. On April 4, 1968, following the assassination of Martin Luther King, Jr., Robert F. Kennedy called for understanding and compassion over violence:
"We can move in that direction as a country, in greater polarization—black people amongst blacks, and white amongst whites, filled with hatred toward one another. Or we can make an effort, as Martin Luther King did, to understand, and to comprehend, and replace that violence, that stain of bloodshed that has spread across our land, with an effort to understand, compassion, and love."
Similarly, Senator George Mitchell’s work on the Ireland Peace Accords showed that true consensus is achieved by being present with people, empathizing with their pain, and working meticulously through those details.
The Core Issue: The Emotional Pain of Exclusion
At the heart of every request for help related to diversity—whether based on race, gender, sexual orientation, or other factors—is a common denominator: emotional pain. Feeling excluded, disrespected, or devalued is a deeply negative experience that cannot be tolerated.
The Way Forward: Dialogue, Empathy, and Consensus
The only effective weapon against exclusion is not more conflict but rather a commitment to constructive engagement. To uphold the human right to be seen as equal requires:
- Dialogue: Creating space for open and honest conversation.
- Consensus Building: Working collaboratively toward shared agreements.
- Empathy & Caring: Making a genuine effort to understand and validate the experiences of others.
By choosing empathy over hostility, organizations can move through the storming phase toward a more inclusive and higher-performing culture.