In my journey through leadership, I have witnessed and participated in the evolution of an organizational culture that reaffirmed my belief in the profound impact of faith on organizational development.
During my first management rotation, I had the honor of receiving a valuable piece of advice from Ron Johnson, a Vice President at Allstate. He said, “…they will take care of you by getting you the results.” These words stuck with me and became the cornerstone of my leadership philosophy.
While our Human Resource Departments have implemented various checks and balances within our performance appraisal and training processes to solicit feedback regarding our organizational culture and leadership, my approach differed. My interaction with management, staff, and customers was deeply rooted in my faith, the belief that God created every person in God’s image. I was raised with the principle of treating everyone with respect and dignity, regardless of their position in the company. My family’s Southern values and my church upbringing reinforced the belief in treating others not based on how they treated me but how I desired to be treated.
This principle became particularly significant during one of the most challenging moments in our nation’s history, the tragic events of 9/11. I distinctly remember the shock that permeated our office as news of the first plane’s attack spread. Amid the chaos and uncertainty, individuals from my team and department came rushing into my office.
The first person to enter was an older white male with tears in his eyes. He was not one of my direct reports, and I was bewildered about why he sought refuge in my office. I asked him why he had come to my office, and his response deeply moved me. He explained that, after the initial shock, he had called his wife, fearing it might be his last conversation with her. Her advice was simple yet profound – find someone who loves God and go and pray.
It struck me like a lightning bolt. I had no religious paraphernalia in my office, nor did I wear religious jewelry. So, I asked him how he could tell, and he said it was because of how I spoke to people and how I treated everyone around me. In that moment, it became clear that my faith had quietly permeated my interactions with others, creating an atmosphere of empathy, respect, and care.
When the second airplane hit, my office was packed, the door was open, and different races, ethnic backgrounds, and religious and non-religious affiliations clasped hands. I led the prayer, asking for mercy for our families, loved ones, those on the planes, and the nations. This incident reinforced my belief that leading with purpose, driven by faith, can be a powerful force for positive organizational change. It is not about overt displays of religiosity but rather about embodying values that resonate with the universal principles of love, kindness, and empathy.
We should reflect on the role of faith and purpose in our leadership. The values we uphold and how we treat others can impact our organizational culture and the individuals who are part of it. In times of uncertainty and adversity, they can provide solace and a sense of unity, just as they did on that fateful day when a colleague found comfort in an unexpected place.
- How has faith or your values influenced your leadership style, and what impact have you seen on your team and organization?
- In times of crisis, like the 9/11 incident mentioned, how can we ensure that our workplaces foster an environment of empathy and support for colleagues, regardless of their background or beliefs?
