TOLERANT
WHY IT MATTERS
Leaders don’t lead groups of look-a-likes. They lead groups of people who are inherently different from each other in the way they look, think, act, feel, and experience the world. Leaders that are tolerant of others build bridges of understanding and trust that celebrate diversity and add a vibrancy to the work. They don’t just tolerate differences; they celebrate differences. Leaders who show tolerance see their personal growth and that of their organization propelled forward because of their ability to work well with those who are different than themselves. Leaders that aren’t tolerant of others cut themselves off from those whose differences might have enlightened and expanded their understanding, and filled the gaps halting their progress.
WHAT IT LOOKS LIKE
Leaders that are tolerant of others have a sincere desire to understand people who are different than they are. Instead of being threatened by perceived differences that exist, they embrace them. They know that people’s differences will teach them, grow them, mold them, balance them, and help them become the type of well-rounded person they want to become.
Leaders that are tolerant of others are sensitive to the many disparities between people of different cultures, races, ethnic groups, educational levels, professions, and walks of life. Because they understand and appreciate people’s differences they know how to put them to work in a way that makes the work better. They believe the best answers come from looking at the gamut of divergent thinking, perspectives, and approaches, and then dialing in to what is best for each situation.
Leaders who practice tolerance towards others fill their workplace with people from all walks of life, all parts of the world, all cultures, and all backgrounds. They want implanted in their organization as many distinctive prior experiences and dissimilar points of view as possible. Instead of wanting copycats they want opposites.
Leaders that show tolerance for others know the personal benefit of having their views challenged and broadened by those who see the world through a different set of eyes. They become better by seeking out, listening to, and accepting different ways of interpreting the same situation. They know that when differing voices are heard more ideas will be shared and the best decisions will be made.
Leaders who tolerate others purposefully use people’s differences to their advantage. They have a knack for seeing the talents that make each individual unique. They match people’s unique abilities to the work they can perform best. They put people in places where their background will bring about the greatest benefit and do the most good.
Leaders that are tolerant of others believe in the importance of equal treatment and opportunity for all. They know they live in a global and interconnected world. They help their organization see the importance of understanding and accepting the nuances of the diversified world in which they live. They instill a culture of total equity. They teach others the need to overlook differences. They show zero patience for those that segregate, discriminate, or act with intolerance towards others in any form.
BELIEFS
SELF-REFLECTION
WORDS OF CAUTION
Leaders don’t lead groups of look-a-likes. They lead groups of people who are inherently different from each other in the way they look, think, act, feel, and experience the world. Leaders that are tolerant of others build bridges of understanding and trust that celebrate diversity and add a vibrancy to the work. They don’t just tolerate differences; they celebrate differences. Leaders who show tolerance see their personal growth and that of their organization propelled forward because of their ability to work well with those who are different than themselves. Leaders that aren’t tolerant of others cut themselves off from those whose differences might have enlightened and expanded their understanding, and filled the gaps halting their progress.
WHAT IT LOOKS LIKE
Leaders that are tolerant of others have a sincere desire to understand people who are different than they are. Instead of being threatened by perceived differences that exist, they embrace them. They know that people’s differences will teach them, grow them, mold them, balance them, and help them become the type of well-rounded person they want to become.
Leaders that are tolerant of others are sensitive to the many disparities between people of different cultures, races, ethnic groups, educational levels, professions, and walks of life. Because they understand and appreciate people’s differences they know how to put them to work in a way that makes the work better. They believe the best answers come from looking at the gamut of divergent thinking, perspectives, and approaches, and then dialing in to what is best for each situation.
Leaders who practice tolerance towards others fill their workplace with people from all walks of life, all parts of the world, all cultures, and all backgrounds. They want implanted in their organization as many distinctive prior experiences and dissimilar points of view as possible. Instead of wanting copycats they want opposites.
Leaders that show tolerance for others know the personal benefit of having their views challenged and broadened by those who see the world through a different set of eyes. They become better by seeking out, listening to, and accepting different ways of interpreting the same situation. They know that when differing voices are heard more ideas will be shared and the best decisions will be made.
Leaders who tolerate others purposefully use people’s differences to their advantage. They have a knack for seeing the talents that make each individual unique. They match people’s unique abilities to the work they can perform best. They put people in places where their background will bring about the greatest benefit and do the most good.
Leaders that are tolerant of others believe in the importance of equal treatment and opportunity for all. They know they live in a global and interconnected world. They help their organization see the importance of understanding and accepting the nuances of the diversified world in which they live. They instill a culture of total equity. They teach others the need to overlook differences. They show zero patience for those that segregate, discriminate, or act with intolerance towards others in any form.
BELIEFS
- The richness of the workplace can only be ignited when differences between people are embraced rather than feared.
- The more different people are from each other the surer they are to solve a problem in the best way.
- It is the application of differences that generates the fuel needed to sustain success over time.
- People are more alike than different and should be treated that way, no matter their background.
- You are as different to someone else as they are to you, so be the first to break down the walls of misunderstanding.
- Accept someone else despite their differences and they will probably do the same. You gain tolerance by showing tolerance.
- The safety net for organizations comes from the variety of their people and past experiences, not their sameness.
- Wise leaders surround themselves with people that are different in every way and unite them towards a common cause.
- Be open to different ways of thinking.
- Embrace the benefits of diversity.
- Be naturally curious about other’s differences.
- Act with kindness towards everyone.
- Know what makes each person unique.
- Treat people how they want to be treated.
- Embrace people of all backgrounds.
- Don’t be intimidated by people’s differences.
- Seek to understand people’s perspective.
- Appreciate people of different experience.
- Give equal opportunity to all.
- Don’t overemphasize people’s differences.
- Accept people for who they naturally are.
- Leverage what makes each individual unique.
- Create an environment that embraces diversity.
- Overlook differences and focus on similarities.
- Take a broad view of the world and its people.
- Persuade others to value diversity.
- Believe there is good everywhere, in everyone.
- Avoid stereotyping groups of people.
- Welcome diverse ways of thinking and acting.
- Never disparage another’s beliefs.
SELF-REFLECTION
- Do I have the desire to understand people different than me, or do I keep a safe distance from them?
- Do I see everyone around me as my equal, or do I see people who are different than me as less?
- Do I feel empowered by and accepting of people’s differences, or do I feel threatened by them?
- Do I surround myself with people who are different than me, or do I surround myself with people the same as me?
- Do I believe the best work comes from diversity, or do I fail to take advantage of the power of diversity?
- Do I accept everyone for who they are and treat them with respect, or do I show intolerance towards others?
- Do I lean on other people’s differences to make me better, or do I pass up the opportunity for them to help me improve?
- Do I ensure there exists a culture of acceptance and equality in my organization, or do I allow people to mistreat others?
WORDS OF CAUTION
- Don’t show tolerance for things that shouldn’t be tolerated and have no place in a professional work setting.
- Don’t tolerate and cater to everyone’s differences so much you fail to take a hard stand when you need to.
- Don’t let your tolerance for people’s thinking and actions blur the lines between what is clearly right and wrong.
- I like when people suggest crazy ideas.
- I am fascinated by different places in the world.
- I always take the time to understand where people are coming from.
- Jokes that make fun of other cultures really bother me.
- I go out of my way to have a diverse team.
- It’s easy for me to accept people who are different from me.