Disagreement is inevitable.
How we engage with it is what defines us as leaders.

Yesterday I joined a virtual session on civility led by heart-centered strategist Ann Ranson, sponsored by ShiftCo — an organization on a mission to elevate business in order to shift humanity.

Ann spoke on the foundational principles of civility, the excuses we give for ignoring it, and the steps we can take to bring more civility into our daily lives and organizations. She also shared a Civility Quotient Assessment and a personal Civility Pledge (I took it during the session!) — both simple but powerful tools to build awareness and action.

The conversation reminded me of a core leadership principle I use in coaching: Controversy with Civility, one of the 7 pillars of the Social Change Model of Leadership Development.

Any successful team or organization should welcome disagreement — it means people care and are engaged. But success only comes when we engage with respect, curiosity, and a commitment to learn from each other.

We’re surrounded by examples of incivility, online and in the world. But change starts with small actions:
  -  Listening instead of interrupting
 -  Asking why instead of assuming
-  Seeking to understand, not to win

These habits don’t just build better people. They build stronger leaders.

✅ I believe the first step is consciously taking a step forward. I encourage you to take the pledge and share it with your teams, communities, or even your family: https://annranson.com/wp-content/uploads/2024/05/Civility-Quotient-Assessment-2024.pdf