Jeff Bezos of Amazon fame wrote a well-circulated article to his shareholders. You can read it here: Jeff Bezos’ Shareholder Letter
In my industry of church, the implications of his letter are equally important. My guess is any industry where leadership is required to make decisions would benefit from adopting a version of these ideas (that’s everyone, btw).
When our leadership team discussed this article, we spent some time on what Jeff calls “High-Velocity Decision Making.” Within this section, he tells a story of how he disagreed with a specific direction one team was taking, but after voicing his opinion through several heated conversations, he decided to “disagree and commit.”
That simple phrase, “disagree and commit,” hit home for many of us, including me. It is certainly an empowering concept in leadership — empowering because it frees those in our organization to move forward without requiring consensus and without the usual ramifications. Obviously, having consensus is helpful, but it’s elusive. Let’s be honest — all leaders have opinions, and the odds of everyone’s opinion aligning for consensus is relatively small. That’s why being able to commit, even without consensus, is empowering. As for ramifications? Being able to decide and move forward without fear of leadership reprisal is even more empowering.
As a leader myself with plenty of opinions, Jeff’s advice rings true. Here’s how I am personally trying to follow his “disagree and commit” mantra, and what I’m hoping it does for our church: