When leading an organization, whether small or large, your biggest risk is not actually divergent opinions - in fact, it can be the opposite, especially when small factions create “unhealthy competition” that can wreak havoc on company culture. Here are some potential dangers of “tribalism” in today's workplace:

• Exclusion and discrimination - Tribalism can lead to an "us vs. them" mentality, where certain groups are excluded or treated unfairly based on perceived differences.

• Resistance to change - Strong tribal bonds and identities may make people resistant to changes in processes, technology, or organizational structures that are seen as threatening the tribe's status quo. This can stifle innovation.

• Lack of cooperation - Strong tribal identities can discourage cooperation between different teams, or other individuals - including leadership. This silo mentality limits information sharing and collaboration.

• Unhealthy competition - Tribes may see other groups as rivals to compete against rather than colleagues to cooperate with. This excessive competitiveness can lead to unproductive conflicts.

• Groupthink - Cohesive tribal groups may fall victim to groupthink, where dissenting opinions are not welcomed. This lack of diverse viewpoints and critique can lead to flawed decision-making.

The key is to lead by example, with a true demonstration of inclusion, openness, and collaboration - and not standing for the opposites, even in our own leadership styles.