Leadership Lessons from Star Wars – The Force Awakens

The entire very diverse team had to work together to defeat the ultimate evil in "The Force Awakens."

The entire very diverse team had to work together to defeat the ultimate evil in “The Force Awakens.”

Just before Christmas this past year, the much awaited new Star Wars Movie, “The Force Awakens” (link to Entertainment Weekly Review) was released with record breaking box office receipts. Having enjoyed the first Star Wars movie while I was still in graduate school pursuing my MBA, I knew I had to see this movie.

I did thoroughly enjoyed it, especially the bringing back of some of the original characters, actors and droids. But I also watched it through the eyes of a management and leadership workplace consultant.

There was an amazing stark contrast between the leadership style of the good Princess Leia (now going by the title General Leia Organa) and the evil love child of Leia and Hans Solo, Kylo Ren.

Let’s first examine General Leia Organa and her approach with her team on figuring out a way to blow up the evil Kylo Ren’s “death star.” A very diverse team of human and not-so-human characters where around a big strategy table each contributing various pieces of information based upon their particular expertise. Everyone listened to and respected each other and as a group took all the various contributions from the diverse parties to arrive at the best solution to win their battle. They seemed enthusiastic and energized working together a team to solve a major challenge. And General Leia led with a positive, enthusiastic style imparting a vision to her team.
starwarsjpegNow let’s look at the evil Kylo Ren. Every time something did not go his way, he threw a temper tantrum and placed blame for the failings on all those around him. He did not listen to advice from his subordinates but instead acted as a dictatorial bully. One scene at which I had to smile broadly was when Kylo Ren experienced another set back and was throwing objects all over the room, some of his troops walked close to the room, saw Kylo Ren in the midst of his temper tantrum, and turned and quickly walked away in the opposite direction! Isn’t that how it is with poor leaders? People do not want to be around them and actually take great pains to stay away.

Whether we are leading a major corporate team, a non-profit, a volunteer group, we can all avoid these traits of bad leadership: bullying, not listening, blaming others, showing anger inappropriately. Instead we can aspire to be excellent leaders: listening to others, appreciating diversity, providing positive vision.

Georgia “Religious Freedom Bill” discriminates against LGBT people and hurts businesses – Possible Scenarios

A hospital admittance clerk could claim "religious objections" and refuse to admit one of these women who is covered under her spouse's health insurance.

A hospital admittance clerk could claim “religious objections” and refuse to admit one of these women who is covered under her spouse’s health insurance.

This blog examines the discriminatory harm that can occur if Georgia if this bill becomes law with some possible real scenarios. And here is a link to use if you want to take some action after reading this blog.

NOTE: LGBT is the abbreviation for Lesbian, Gay, Bisexual, Transgender

On March 29, 2016, I have been invited to be a workshop presenter at the annual Atlanta SHRM (Society of Human Resource Management) conference. My workshop title is “The Compelling Business Rationale for LGBT Diversity.” I have often presented this workshop throughout the southern USA, including in my home state of North Carolina, using the title, “LGBT Diversity – the New Diversity Initiative for the New South.” However, it seems some state legislatures don’t get this message and want to regress back to the “good old days” of discrimination and exclusion; and it is within this backdrop that I travel to Georgia later this month.

What started as Georgia House Bill 757 “Pastor Protection Act,” which would have enabled religious leaders to refuse to perform same-sex marriages, has been drastically modified and expanded by the Georgia State Senate in their recently passed Senate Bill 284. (Link to bill text.) It would now “prohibit discriminatory action against a person who believes, speaks, or acts in accordance with a sincerely held religious belief or moral conviction that marriage is or should be recognized as the union of one man and one woman or that sexual relations are properly reserved to such marriage.”

What does this new language now mean? Simply anybody in any capacity can refuse to serve or provide benefits to LGBT people without penalty. Here are some examples of what could happen – sure, they may seem a little extreme but they are certainly possible within the realm of this proposed law.

Scenario 1: A seriously ill woman is taken to the hospital and covered under her lesbian’s wife’s insurance policy. The admittance clerk could refuse to check her in, saying that admitting a person covered under her same-gender spouses’ insurance violates her religious belief. Meanwhile, while the hospital sorts this out or finds another admittance clerk, the ill woman languishes without needed medical services.

A policeman could claim "religious freedom" to refuse to assist a victim of "gay bashing."

A policeman could claim “religious freedom” to refuse to assist a victim of “gay bashing.”

Scenario 2: Two young men who just left a gay bar are attacked by a group of five thugs with baseball bats. The first policeman dispatched to the scene realizes that the two guys leaving the gay bar are more than likely a gay couple or boyfriends and believes they deserved to be beat up since they are violating “God’s law.” He lets the attack continue, and under this new law, he is protected.

Scenario 3: A manager in a large multi-national corporation with offices in Georgia has an employee with a same-gender spouse. Company policy states that a person can have up to an extra week of paid personal leave to be with their spouse or significant other during a catastrophic illness or serious operation. This manager with “sincerely held religious beliefs” refuses to provide the time off to his employee. The company cannot take action against this manager. Now the word of this episode has spread nationwide on social media, and the company is having a difficult time getting needed talent to transfer to open positions in Georgia.

Already several businesses in Georgia, including the huge multi-national corporation Coca-Cola, Delta Airlines, AT&T, Home Depot and others have spoken out against this business-harming regressive bill. I urge all fair-minded and business-oriented people, companies and organizations to continue to oppose this discriminatory revised bill as it heads back to Georgia House for a re-vote.