Why Do We Call It "Good" Friday?

I realize this post may offend some, so I will ask in advance for you to recognize my intent is not to challenge or ridicule any one's beliefs. I would ask that to borrow a phrase from my colleague and teacher John Scherer, http://www.scherercenter.com/ that you give me the benefit of MRI , or most respectful interpretation.

What instigates my post is a post I read from another colleague at http://www.punkrockhr.com/ about the day and what it represents and my own thought processes over the years.

This is the day that we Christians "celebrate" or acknowledge the crucifixion of Jesus Christ. Let's be clear it wasn't just an execution it is a particularly brutal ritual meant to inflict the most pain and humiliation on the victim as possible. Biblical accounts describe it in vivid detail; the trial, the scourging, the crucifixion itself and his agony on the cross as his mother watched her only son suffer and perish.

There are many who blame the Jews for the crucifixion even though the sentence was imposed and carried out by the Roman governor. Much violence has been committed against the Jewish people based on this event.

Even if you are not a Christian I would ask you how the ritual torture and execution of a man who was by all accounts a kind and gentle spirit who spoke about concepts like empathy and inclusiveness and withholding judgement of others represents anything "good"? I don't get it.

The life and death of Jesus is one of our great mysteries and great controversies. Some accounts even say that there was no Barabbas, the "zealot" who was released in Jesus's place. That this account was created as to not portray Jesus as a political activist who was executed because of the threat he represented to the established hierarchy of both the Jews and the Romans.

Jesus said some scary things; like the idea that there is a higher spiritual authority, that we have a duty and responsibility to our fellow man, and that we should be hesitant to judge others until we examine our own motives and behaviors. I also see the gospel Jesus preached as one of commitment rather than compliance. He didn't demand you accept him or his teachings, he invited you to "join up". While he did say that those who didn't eventually accept his teachings would not enjoy the benefits he didn't threaten or condemn. He invited and forgave.

One of my other brilliant colleagues, Reut Schwartz Hebron http://www.kindexcellence.com/ has a model which includes other things the ability to "see reality", to appreciate a worldview and perspective other than our own without feeling threatened. It would appear that Jesus was an early practitioner.

I will admit to not being religious, but I like to think I am spiritual. I observe how much of the controversy and strife with religion is associated with this unwillingness to "see reality". Many of the various denominations of the Christian faiths are based on things like his birth, his divinity, and even his relationship with his followers.

The Catholic Church and many of its followers were abhorred by the DaVinci Code and its inference that perhaps Mary Magdalene was not only not a prostitute, but Jesus's wife and partner. I remember reading a book by Irving Wallace, The Word, much earlier that described a similar Jesus as a man who was very human and beautiful in spirit and empathy rather than countenance. The Church condemned that one too.

I will admit to being troubled a bit by the current Pope, who seems more interested in compliance than commitment, especially when I see some of what is being uncovered. Again don't mistake this as a condemnation of the Catholic Church. I don't know that the issues we are seeing don't exist in every large diverse body of people from corporations to political institutions.

I am not trying to change any one's beliefs, but I am reminded of a quote by John Lennon when asked about a Beatles reunion replied, " the Beatles are a little bit like Jesus, people should spend more time thinking about what he said than who he was."

Over 2000 years ago he talked about tolerance, inclusiveness, empathy, compassion, and giving people the opportunity to choose to join rather than comply. That still resonates with me, but I have to be honest referring to the day they tortured and ritually executed the person who shared those ideas "Good" Friday still troubles me. What do you think.......?

What "Type" Are You?

Greetings from San Diego. I have the opportunity to be out here and meet with a group of colleagues that I deeply respect to talk about new ways to motivate and work with people.

During my trip I have had a chance to catch up on a little reading and explore some of the work of two of my favorite social and business "system" commentators, Daniel Pink and Seth Godin.

My question comes from a model/theory that Pink explores in his book Drive -the surprising truth about what motivates us. Perhaps the reason I enjoyed the book so much is because what Pink describes and what I believe are in such close sync.

He also tees off on one of my favorite targets- Frederick W. Taylor, the "father" of scientific management. This is the theory that non management people are not terribly intrinsically motivated so productivity is best optimized by routinizing their tasks.

Pink's type "I" argues that at least some part of us is driven by needs for autonomy, learning, and purpose. He doesn't take the position that all work and all people fit this model, but that many do. He even goes further and uses the "P" word, Purpose and suggests that most of us seek this with varying degrees of energy. Kind of resonates with the concept of focusing on what "matters" doesn't it.

If you haven't yet read the book I commend it to you. In addition to stimulating your thinking he also provides some "templates" for both organizations and individuals.

Seth Godin's latest work - Linchpin is another fascinating read. He explores that a new category of critical "player" is emerging in organizations. Traditionally we had labor and management and the lines were pretty clear. Linchpins are those people who can connect groups and individuals.
Their skills are in communication, building trust, and relationships; not sciences or technology. Kind of sounds like they are building engagement doesn't it? He even uses words like obedience aka compliance and how we built it into our work and social systems and the costs we are experiencing because of it. I especially see this represented in the U.S. labor law infrastructure; most of it was written in the 40's and 50's with little meaningful change since. If you are familiar with it you know that it is highly structured and based on an adversarial model.

Any of you that know me or my orientation know that concepts like working with people, creating engagement, and related models speak to my heart; but I think anyone in any organization would benefit by exploring the concepts these two discuss.

One of my favorite quotes talks about "employees being physically, emotionally, and psychologically impelled. They gladly give up other choices."

Maybe it is just me, but that sounds pretty exciting. What do you think.....?

Managing a Succesful Culture Change

Is commitment really optional? If you are going to execute a meaningful culture change that sustains itself can you allow people to comply rather than commit over the long term? I don't think so.
In this era of individual freedom and "expression" I think we get carried away with our discomfort in saying these are our core values or how we do things and they are simply not optional, period. If you are a long term employee we will provide you with the resources you need to make a transition; such as our reasoning, training, coaching, and a reasonable transition period. I see a reasonable transition period assuming the other resources are in place as 3 to 6 months.
If you are a new employee I expect our recruitment and selection process to be clear enough that you understand and are prepared to embrace the culture day one.
I want to give employees a place where they can "join up" rather than just come to work, but in return I want and expect their commitment and engagement.
MH