Moving Your Barn

In 1988 a small town in Nebraska celebrated its centennial with an old fashioned barn....moving.  A pair of farmers in Bruno, Nebraska had a dilemma.  They had a barn that needed to be moved because it was routinely under water.  They didn't want to have to pay to have it moved, but it clearly needed to move.

Creativity kicked in and they hatched a plan to move it the 150 feet needed to be safe again.  They estimated the weight to be 17,000 pounds. Using a lot of steel pipe, they assembled a series of handles and supports inside and outside the barn.  They recruited 344 volunteers in town from the centennial celebration to surround the barn and grab a handle.  With 4,000 onlookers and a coach giving clear and encouraging instructions, the team picked the structure up with ease and relocated it to its new location.

The farmers had a vision, they communicated in a way to inspire a town to participate, they empowered the group and removed the obstacles, and they took action.  The end result was the accomplishment of task that probably sounded a little crazy to start with until they communicated the plan.

We all have barns to move...Do you have a vision of where it needs to go?  Have you shared the vision with people who can help?  Have you communicated the plan in such a way that people want to be a part of the success?  Have you removed the obstacles?  Have you called for action?

If your barn isn't ready to move it might be time to revisit the farmer's steps.

Championing Diversity

I had an interesting conversation this week with an new acquaintance. He was concerned watching the community change. It wasn't what was changing, it was who was in the community. The new people he observed dress differently. They talk differently. They have different beliefs - at least that was his assumption based on the fact they looked different. 

As we talked, it became clear that it was fear and anger that drove his concern. It was rooted in a belief that his identity was being threatened - that his clothing choices, his religious beliefs, his behaviors, and his language no longer were held in the regard they once were. He felt that the culture he was a part of was far superior and should be embraced.  His identity was based in things that can change. Anger and fear set in as he saw an equal value given to things that were different.  

How should leaders respond to people who are struggling with change brought on by diversity?

• Acknowledge the feelings that are being shared.  Listen without making judgment and encourage the dialogue.
• Be committed to the education process of individuals that are struggling. Help provide opportunities for them to learn about the other cultures with informal interactions and formal opportunities.
• Develop your own 2-3 reasons/support for welcoming other cultures and what you have learned.  Be comfortable sharing them in a confident but non-threatening manner.
• Model positive interactions with your team and those you associate with when it comes to diversity.

Change is never easy - especially when it feels like we are losing something.  But engaging diversity adds to our life - diversity provides an opportunity to learn and grow and helps us see new perspectives and gain understanding.  You can be the leader to help others on their journey.