Skip to main content

Reduce the Glorification of Violence

What does being a supervisor have to do with reducing the glorification of violence?

Good question. I think it is everyone's responsibility to find ways to create more peace in the world. Successful supervisors, centered leaders -- bring about more peace in the world. These days that is really a challenge, so every little thing that we can do as individuals matters.

One of the other things that I do, in addition to training supervisors for success, is work on films. Usually that is as an actor in a short film production. Sometimes, I'm an extra in a larger film. I haven't scored that really big role in a really big film yet but hey, life is for living the adventure and I'm having a blast with the art that I create.

Since when I do get a role my "type" is usually the antagonist (the creepy morale bending bad guy is my specialty -- go figure!). Sometimes that means handling violent action. A gun. A knife. Usually, for my character it involves actions other than weapons, sometimes manipulating other people to handle the dirty work. It isn't ideal, but I'm doing my job in playing a role.

Count how many movie posters and ads you see that have guns in the picture. The percentage is disturbingly high. So how, since I play the villain so many times, do I have the nerve to say we should reduce our glorification of violence?

Because good drama does not require it. People are constantly in conflict. We can assert our needs, we can even play manipulative games (yuck) without pulling out a weapon.

The arts can be dramatic without violence.

It takes some imagination. It takes some complicated plotting. It takes a lot of character development. The actors I know would treasure that kind of work. The actors I work with love a focus on character rather than action. It can be done.

The arts can be dramatic without violence. Let's stop writing stories with guns in them.

For the supervisors of the world, that doesn't mean you need to take a stand (or agree with whatever you think my stand is) on gun control or gun ownership. The gun owners that I know are very safe, very respectful, and very careful with their guns. That's not the point. The point is that we can stop the glorification of violence as a means of resolving conflict.

Because there are so many other, better, safer, more respectful ways to resolve conflict.

What do you think?

-- Douglas Brent Smith

Interested in some ways to handle conflict more responsibility? Explore our teleclass on resolving conflict.



Comments

Popular posts from this blog

A Promise or A Plan?

Which would you rather have -- a promise, or a plan? I love promises. When some people make a promise to me I know that it is as good as done. They are reliable, trustworthy, hard-working creative people who keep their promises. I'll take a promise from them any day. Promises can be problematic sometimes, though. Some people are not so skilled or willing to keep their promises. They may make a promise to move forward in the conversation (possibly because the conversation is deep enough to cause some discomfort) and yet have no intention of keeping that promise. That's not helpful. That's not what centered leaders are looking for. That's not how centered problem solvers operate. Promises are great and I'm also interested in the plan. What exactly are they promising to do and when will they do it? What's the plan? Picking a promise over a plan is a risky way to solve a problem.  Problems respond better to the actions completed in a careful and thorough...

High Performance Leaders Combine Courage and Compassion

What do people look for in a leader? I believe that there are four key strengths that leaders must develop: clarity, courage, creativity, and compassion. As leaders we should develop these in connection with each other. I was thinking about this as I was leading a workshop on controlling chaos yesterday. When we are leading our way (and others' way) through difficult situations it is no time to be shy. It's not the time to sit back and wait for something to happen. It's not the time to get passive. High performance leaders make their expectations clear. They raise the bar. They look for people to give their best, speak up, and be assertive. It's easy to go over the edge, though. It's easy to fall into an extreme. Leaders do it frequently and are often portrayed in the media as strong and confident even though that occurs at the expense of other people's self-esteem and well being. Centered, high performance leaders do not lead and achieve at the expense ...

More On Learning

Even brilliant minds sometimes fall behind. Keep learning. I say it a lot, and yet can't say it enough: keep learning. That's a note to self as well as anyone else. What have you learned today? -- doug smith  

Lead By Example

People do want to be challenged, but only by people who walk the talk. Leaders who demonstrate the character and discipline that they demand from others. What would your team look like if everyone on your team performed exactly like you? -- doug smith

Nothing Left to Give?

Saying that we did the best we ould and actually DOING the best we could are NOT the same and does not fool anyone. You'll know for sure when you did the best you could when there is nothing left to give. -- doug smith  

One Generation Behind

It's not fair. It's not exactly logical. But how true do you think it is? Every generation creates its own problems -- and must solve the problems of the previous generation. Maybe it's the advance of technology. Maybe it's the quality of thinking. Maybe it's the incubator of time. What do you think? -- Douglas Brent Smith

Perception Frames Your Problem

How do you know for sure if something is a problem? If you see it as a problem, then it is a problem. Your perception will tell you -- not reality, but what you consider important about your reality. If you see it as a problem, shouldn't you do something about it? Centered problem solving sorts through our perceptions and checks in with the perceptions of other people who are effected by the situation. Emotions can trigger misconceptions, so centering ourselves and testing our assumptions is key. Then, if it's still a problem, it's time to do something about it. -- Douglas Brent Smith Bring our  Centered Problem Solving  workshop to your location and dramatically increase the problem solving skills of the people who attend.

High Performance Leaders and Emotions

Are you an emotional leader? I had a boss once who put his fist thru a wall. He got lucky. If he hits a stud, it's a broken hand, at least. But he hit pure dry wall and his fist went right thru. He was making a point. I don't remember what his point was, but it was obvious that he was angry. He was also out of control. Leaders can't afford to look out of control. Scare your team and they'll lose productivity faster than you can say "update the resume." I've lost my temper, too -- but never put my fist thru a wall (at work. I did once in college in the apartment where I lived, but that's another story. Oh, yes I did fix the hole.) Sure, leaders can have emotions. But if our emotions get out of control they get in our way. Our teams panic. Our customers walk. Our families cringe. I'm not advocating any kind of flat line robotics here. Enjoy your emotions. Cry. Laugh. Cuss if you need to. Enjoy the joy that's there in lif...