Ok, so I just had my tall, Pikes Place Roast and it seems to be going down smoothly. I’m thankful for that because there is a rough part of leadership that doesn’t always jive with the smooth taste and aroma of your morning coffee.
This post comes on the heels of the news that Starbucks’ CEO, Howard Schultz backed out of an agreed upon speech at the Global Leadership Summit, hosted by the Willow Creek Association. I won’t go into my thoughts about that decision, or how specifically, reconciliation was handled by Bill Hybels and Willow Creek, you can read that here in a previous post. This post about is about leadership and reconciliation and the lessons learned from the experience.
Leaders pursue reconciliation…that’s it!
Those who “lead” but do not seek or even recognize the need to reconcile with people are positional leaders only with a lack of depth and understanding that may never be realized. That, in itself is unfortunate because organizations can never fully reach their potential if the wrong spirit exists within leadership.
Now, an environment of reconciliation doesn’t mean that tough decisions aren’t made. Of course they are. Tough, organization-wide decisions have to be made that can be unpopular with employees and can end up being career ending from time to time. That doesn’t have anything to do with reconciling. Make an appropriate decision for the organization, but treat the people affected by the decision with dignity and respect. If that doesn’t take place, possibly inadvertently, then make it a priority to let them know that they are valued and appreciated. It may not change the result, (probably won’t) but the example set by the leader is one that will speak volumes.
Now GO Lead!
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