Truly appreciating others (instead of simply tolerating or accepting them)
April 1st, 2007
Being able to recognize and truly appreciate (instead of simply tolerating or accepting) others’ differences typically leads to more perspectives and a greater amount of ideas. Many great business leaders and authors talk about what results from this appreciation. From the generation of more solutions to the identification of increased opportunities to succeed, encouraging individuals to continuously be proud of their differences can be a powerful strategy toward a more fully functioning organization.
Thus, the wise leader looks for the utility in differences rather than trying to make everyone more like them. It has been our experience that this practice typically increases energy and motivation in all people involved - and saves the energy that is typically spent trying to change others to be more like “me.” The “be more like me” method of leadership and management usually results in an energy drain in both oneself and in others, while appreciating and utlizing differences can be an incredible energy boost for all.
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Article Filed under: Business Excellence, Goal Achievement Weeds (Barriers), Personal Effectiveness
Amen. I think this is what true multiculturalism means — I hope for this kind of diversity in every organization I’m a part of.
People working together is great and is really exciting. But having many different looks at a situation is very helpful. Some of the greatest leaders are not the smartest person on the team, but rather surrounds himself with smart people who are excellent at whatever they do best. I have found that people who use the “be more like me” method of leadership is because they do not feel confident or are too confident that they are the only people that can be correct. A truly excellent leader will listen to all suggestions and ideas, but in the end will choose the best idea whether it is his or another group member’s. I know when I work for a leader who wants things done his way and only his way I get discouraged. Therefore I do not make an effort to do my best, because I know everything I come up with is not good enough. Sometimes even worse than not finishing the project, but I found that people can take not being called on personally. So in the end your employees are non-motivated, and have no drive to do better.
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