"I won’t disappoint you."
I recently watched Saving Mr. Banks. All I could think is how kind everyone was to Mrs. Travers. In spite of her own relentless crabbiness. They didn’t need to understand her ‘ways’ in order to be KIND. Many characters in the movie looked for ways to make it better or to connect. Certainly, Walt Disney was portrayed as a saint!
The audience of the movie had an added benefit of seeing her grow up. Quite an admirable child with a life of hurt and disappointment. Funny, how a little understanding can help us empathize and sympathize.
Watch a clip from Saving Mr. Banks
Saving Mr. Banks reminded me of my mediations training where I learned anger is really the second emotion. Most of us only learn how to express anger because we don’t understand our own feelings. What could that expression of anger really mean? Hurt, fear, sadness, disappointment, abandonment or something else entirely?
It’s important that we try to understand ourselves AND others. It’s helpful for those who love us to read between the lines, when possible. With other’s understanding, we might be able to learn for ourselves how to discover our own deeper emotions. With experience, perhaps, anger won’t be expressed at all (unless warranted).
Also, for true leadership, it’s helpful not to escalate situations. It’s better not to meet anger with anger. This movie showed many instances where silence and patience prevailed. A pause can sometimes lead to better understanding. Also, communication is key. Alternatively, asking the question rather than making a false assumption.
This example of strategic management can be applied at work or at home. Our success is directly related to how we build, nurture and maintain relationships. Listening leads to empathy which leads to trust which leads to strength in relationships.
I’d love to know how you liked the movie. Perhaps, you’d like to share other movies that had an impact on you? What can you add about listening, empathy and kindness? Please comment on the blog.Read More »
"If you want to change the world, there’s nothing to it."
I believe Chipotle has a strong company culture around sustainability. After watching the video, please share your thoughts about Chipotle AND their company culture. What do YOU think?
“Food With Integrity is our commitment to finding the very best ingredients raised with respect for the animals, the environment and the farmers.” -Chipotle
Progress over time
- 2000-Started serving naturally raised pork
- 2002-Started serving naturally raised chickens
- 2004-Started using zero trans fat oil
- 2007-Started serving naturally raised beef and removed rBGH in cheese and sour cream
For more milestones, click here.
Apparently, ”Cultivate a better world,” is also very profitable. Look at the 10-year trend for this socially responsible company. For more NYSE information, click here.
I’d love to hear your experiences and impressions. Please feel free to make comments on the blog.Read More »
Hire right, manage for strengths, build trust, invest in your employees development and coach with compassion. Celebrate diversity, talents and contributions. Manage with intention, not on a whim.
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Perhaps, it’s the time to begin your GREEN TEAM and make a positive impact on your company culture? Focus on low hanging fruit. Small investment with huge payoffs.
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Cheryl DePonte is a Human Resources Learning and Performance Specialist at The Ken Blanchard Companies and has over 15 years experience in the fields of organizational effectiveness and human resources development.
Leadership as an Experience in Humanness
At the beginning of my career, desperate for experience, I took whatever job I could in my field. Fortunately, my first manager treated employees and customers like gold. Luck struck twice when I was hired by yet another wonderful manager.
Regrettably, subsequent managers provided the “opportunity” to witness appalling treatment of both employees and customers. Still relatively naïve, I unconsciously swept their behavior under the rug in an attempt to gain valuable experience.
As my skill-set grew, I became disillusioned with my own attempts to lead. Emulating a combination of previous managers, who overall, seemed successful, led to followers who appeared blatantly angry, humiliated, and hostile. Advised not to take it personally, I couldn’t help but wonder what I was doing wrong and how I could change. With a warrior mentality, I read every work regarding leadership I could find and studied leaders as if by doing so I could internalize their success merely by being in their presence.