When one usually commences with a diligent and honest effort to determine the truth of their situation, the right decisions, as well as solutions, typically become apparent. Obtaining feedback from individuals can sometimes be a source of positive criticism and can thus aid one in developing as an individual. However, not all people like facing brutally honest feedback as it is usually uncomfortable and painful (Moore, 2017). It is a skill that one ought to acquire as accepting criticism, and using it positively is an initial step towards greatness.
When considering an experience that involves an environment where brutal facts were confronted and one where it was not, there are considerable dissimilarities. For instance, one of the things that account for the differences between the environment is the attitude of the leader towards criticism. In the situation where the leader confronted brutal facts, the leader created a culture and environment where the employees were free to express their opinion and felt safe to communicate with their leader. Similarly, the leader was open to positive criticism and was ready to act upon the feedback and comments. Conversely, in the other environment, the leader’s attitude towards brutal facts was negative as he felt personally attacked and did not take them into consideration. In the same manner, the employees did not feel safe to communicate such information, thus keeping their opinions to themselves as they feared punishment.
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The contrast between the two types of environments teaches us that an environment where the truth is not heard can significantly slow the progress, create a toxic environment, and significantly hamper the communication process needed in a company or organization. Therefore, to create an environment where the truth is heard, a culture of telling the truth within the work environment ought to be created and encouraged. Leaders should find means of building the competency of telling the truth by:
Embracing cynicism and utilize it in sparking a belief that improvement and change are possible.
Convert the criticism into co-owned actions and co-thinking for improvement.
Provide the people with permission to have discourses which matter, even when it is difficult to do that.
Embark more on creating new hope by being empathetic towards their employees and understanding their perspectives.
Via the creation of this positive culture, employees will move from being truthful on what is not working to taking responsibility and being accountable, thus aiding in progress (Haudan, 2014).
According to my Christian Worldview, people should always speak and accept the truth, and the bible says:
We are from God, and whoever knows God listens to us; but whoever is not from God does not listen to us. This is how we recognize the Spirit of truth and the Spirit of falsehood (John 4:6, The New King James Version).
Similarly, John (8:32, The New King James Version) says that “Then you will know the truth, and the truth will set you free.” All these are exemplifications of why one should always speak the truth and also be ready to accept it as it will help them in becoming better individuals and becoming better versions of themselves. Meese and Ortmeier argue that leadership skills can be acquired and modified extensively via learning, and these skills entail competence to keep communication channels open and effectively functioning, solve problems, interact socially, plan, initiate action, and accept responsibility (2004). Therefore, they are related in that they all entail the aspect or facet of effective communication, which cannot be attained without the honest and truthful exchange of information between the leader and the employees.
Conclusively, the action of facing and confronting brutal facts or criticism is a crucial skill that each individual, especially leaders, should possess to advance themselves in a positive manner. Although the truth is difficult to face, when one considers them, they are in a better position of finding an effective and permanent solution to the problem.
References
Haudan, J. (2014). Building a Culture of Truth Telling for Better Employee Engagement. Retrieved 29 January 2020, from https://www.business2community.com/leadership/building-culture-truth-telling-better-employee-engagement-0899022
Moore, A. (2017). Confront the Brutal Facts (Yet Never Lose Faith). Retrieved 29 January 2020, from https://medium.com/@anthony_moore/confront-the-brutal-facts-yet-never-lose-faith-e27437a963aa
Meese, E., & Ortmeier, P. J. (2004). Leadership, ethics, and policing: Challenges for the 21st century . Prentice-Hall.
