Read the “New Rules” for living the best years of your life with guts, grit, and grace. Grace reminds me that I am not the only one who struggles. Grace reminds me of how I want to be treated. When I have Grace I don’t use anger against myself. That’s a tough one, at times, I’ll admit. At its fullest extent it is choosing to act positively towards someone who might even hate you, or have done wrong to you. It is going out of your way to bestow your compassion and love towards a person even if they might not appreciate it, or return the favour. When I have Grace I don’t use anger against those who are quick to judge, denigrate, hate, and shame. Grace as defined biblically is a concept of undeserved kindness. Having Grace means we are willing to consider, thoughtfully and kindly, another person’s point of view, no matter how different it may be from my own, and not fault that person for it. Grace is the understanding that we are not separate at all that each of us is inextricably tied to one another. The ego is what tries to make us believe we are separate from others. And if we don’t understand what they mean, we cannot be inspired or fueled by them. Words like these require our own interpretation or we can go through life never really understanding what they mean. But make no mistake, grace is an inside job - it's our role as leaders to model it, invest in it and commit to it.įorbes Human Resources Council is an invitation-only organization for HR executives across all industries.Grace is one of those BIG words.
When people feel psychologically safe, valued and cared for both at work and in their lives, they will bring their best selves forward and give you their discretionary effort. Leading with grace is a benefit to our organizations.
We all need grace, and we need more of it now than ever. Grace is the act of creating an opening where you can see a life that is different than yours, and where you have empathy and compassion - an opening where people reveal more of themselves to you and feel safe to do so. If someone was already a poor performer before, then we need to continue to manage that performance and realize it might take longer to progress in a time of crisis and exclusively virtual connections. If someone was a good performer before and something has now changed in their productivity or the quality of their work, seek to understand what is influencing that. This is having a genuine conversation that creates grace and safety, and in doing so, I believe that employees will feel seen and cared for. This isn’t a permanent acceptance of lowering standards or expectations. But I would suggest that we frame it differently. I recognize that in high-performance workplaces and cultures, we might worry that allowing for grace in these times may suggest accepting substandard performance.
0 kommentar(er)
