Do You Have a Healing Culture?

punch“Healing takes courage, and we all have courage, even if we have to dig a little to find it.” – Tori Amos

A punch in the face is usually intentional and hurts; but because it’s such a blatant attack, the offense is obvious and the issue has a chance to be resolved. There’s a more subtle “punch in the face” that may also hurt, but may not be as easily healed.

I’m talking about the hurt from a sarcastic response, an unkind action or an offensive comment. Such a camouflaged hit can cause a relational injury that may never be addressed openly or heal properly. If it’s not, there may be greater trouble ahead.

In fact, if the issue isn’t effectively addressed, the hurt may fester, spread and do irreparable damage to other relationships. Without proper attention to such offenses, an entire organization can become contaminated with the relational ripple effects. In some cases, such toxic spin-offs can lead good people, whether staff or customers, to walk away from their relationship with the business. The long term solution for dealing with such hurts rest with leadership.

Effective leaders recognize that anything that effects culture is their responsibility. As well, great leaders recognize the organizational importance of creating and maintaining an atmosphere of healthy relationships, built on trust and transparency. These leaders model and train staff in the skills of conflict resolution and insist that such behavior be the norm throughout the organization. This healing behavior should become a core value and prompt each person to give quick attention to any relational injuries.

A culture built on respect for one another fosters open communication that can lead to prompt healing of hurts and improved relationships, but to be systemic, the emphasis must be strategic and start at the top.

“I have several times made a poor choice by avoiding a necessary confrontation.” John Cleese