Holding Back
February 24, 2015
I wrote last week in this space about the positive place for disagreement in organizations; and I held back on pushing the topic a bit further.
Sometimes an organization leader has to hold back. Sometimes the leader needs to recognize that the organization has more disagreement than it can handle and that taking on another topic for which much disagreement is likely would be like drinking from a fire hose.
In Leadership on the Line (HBS, 2002), authors Ronald Heifetz and Marty Linsky write that “leadership requires disturbing people – but at a rate they can absorb.”
Heifetz and Linsky describe the need to “orchestrate the conflict” in four steps:
- “Create a holding environment” – a safe place to interact.
- “Control the temperature” – turn the heat up to get people’s attention, and turn it down for them to cool off or to catch up.
- “Set the pace” – not too fast that we leave too many people behind; not too slow that we lose the vision and momentum.
- “Show the future” – remind people of the “orienting value” – that is, the positive reason to go through all the negative rancor.
Fixing Things
October 6, 2011
Leaders of schools and school sports have rarely been asked to do more with less than is demanded of them today. Their plight has brought back to my memory that many years ago, a pastor from North Carolina, Stephen M. Crotts, told this story – one that I’ve kept in my files, and in my heart, ever since. He said:
I started my ministry in Charlotte County, Virginia. And there was a deacon in the church there named Harvey Milton who ran a seed and feed store in Drakes Branch. Harvey and his wife Margaret sort of adopted me and helped me along during those first tentative years of the ministry.
I remember one day after I’d been there nearly three years. I was struggling with trying to do too much, trying to keep everybody happy, trying to fix all the hurts.
I stopped by to see Harvey at his business and found him hunched over the back door replacing a broken hinge.
“What are you doing?” I politely inquired.
“Well, Stephen,” Harvey intoned, “there are four kinds of broken things in this world. There are those things that are broken that if you just leave them alone they’ll fix themselves. Then there are those things that are broken that are none of my business. It’s up to somebody else to fix it. Then there are those things that are broken that only God can fix. And finally, there are those things that are broken that can be fixed and it’s my job to do it. And this door is one of them. And that’s what I’m doing . . . fixing this door.”
Stephen finished by saying this: “When urgent calls, opportunities, pressure, criticism and thoughts of all I could be doing come, those words help me sort my duty.”
Perhaps those words will help you too.