‘All right. All right. All right.’

We laugh at movies featuring the 35 or 40 year old who won’t leave the parents’ house and get a life.


We believe that the current Best Actor recipient once starred in a movie centering around such an animating theme.

But failing to launch (or even failing to recognize the oncoming signs of failing to launch) is not just the provenance of Hollywood scriptwriters and actors, it is a real occurrence in the real world of corporate boardrooms and small business back rooms.

Typically, this failure coalesces around an idea, an innovation or a project that doesn’t get enough organizational political support, organizational money or organizational time. This most obvious failure to launch shows up on the cover of the industry magazine, or as a hit piece on a blog or social media.

But failure to launch also happens quietly, under the radar, lurking like a submarine beneath the conflicts between people in the workplace. And it’s a moment that is so fleeting—so ephemeral—that it’s missed almost all the time.

The failure goes something like this:

Sharon and Bill have a disagreement about a project in which they are both invested. Sharon can’t see Bill’s point of view. Bill thinks Sharon is being obstructionist on purpose. But before Sharon and Bill can really get into it, they both pause—maybe at the water cooler in a conversation with another person, maybe in traffic on the way home—and they have a moment where the thought “Maybe I’m wrong here,” flits across their minds.

Like gossamer.

And just like that, it’s gone. Along with the twinge of regret and disappointment—as well as an oncoming sigh—accompanied by each parties’ resolve, hardening to “Do what is right. For the company.”

The question that makes consultants uncomfortable to ask—and employees and employers uncomfortable to ponder—is the question that on the face seems confrontational and too direct, but underneath is probing. Aiming at the dark heart of what happens in—and out—of the cubicle:

“Have you ever failed personally at resolving a business conflict?”

Or put another way, “When was the last time you failed to launch?”

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: jsorrells@hsconsultingandtraining.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: www.twitter.com/Sorrells79
LinkedIn: www.linkedin.com/in/jesansorrells/

Would You Rather Be Right or Be Reconciled?

A Christian approach to peacemaking revolves around three behavioral encouragements that are very simple to talk and to write about, by very hard to practically accomplish.

Peace is not the Absence of Conflict

  • Believers are encouraged to confront first one at a time, then in two’s, then in the sight of the church.
  • Believers are encouraged to confront in love and to seek understanding first, rather than judgment.
  • Believers are encouraged to avoid confronting in the law first (via litigation) and to instead confront in the Spirit.

Think about how often we get into conflicts—in the workplace, in our families, even in our churches—and how rarely we exercise the first step of positive confrontation.

The initial step is hard, confrontation, because we would sometimes rather be right, than be reconciled.

But when we favor “rightness” over reconciliation, we do not allow the better angels of our nature to truly work on our hearts.

Would you rather be right, or be reconciled?

[See: KJV Matthew 5:21-26; Luke 17:3-4; Romans 12:18; Matthew 18:15-17]

-Peace Be With You All-

Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)
Email HSCT: hsconsultingandtraining@gmail.com
Facebook: https://www.facebook.com/HSConsultingandTraining
Twitter: www.twitter.com/Sorrells79
LinkedIn: www.linkedin.com/in/jesansorrells/
HSCT’s website: http://www.hsconsultingandtraining.com