When surveying members and leaders of the ABA Health Law Section, what individuals say they value most is the Section’s culture. Our culture has been cultivated by our leaders over many years, which has distinguished it from other organizations. It is a product of how our leaders treat each other, and members within the Section, both during times of consensus and times of division. Our culture is one of collegiality, respect, and inclusiveness. I treasure our culture and have always felt a duty to preserve and protect it.
Every day we are surrounded by people with different thoughts, opinions, and values. We face them at work, at home, with friends, and throughout society. How we engage those with differing views impacts and shapes our relationships with them, and the groups in which we participate. The good news is that it’s within each of our ability to consciously decide how we communicate and engage with others.
Most of the time we recognize that different thoughts, opinions, and values come from peoples’ diverse life experiences, and that these differences create more meaningful interactions and better results. Most of us believe we’re open-minded to people who see the world differently and know it’s important to respectfully communicate when someone doesn’t see the world in the same way. Of course, no one is perfect, and there are times when strong feelings on a particular issue get the best of us, and we forget those important principles.
In our capacity as lawyers representing our clients, we spend a significant part of our time trying to convince others of our position. Law firms, employers, and codes of conduct hold us to proper professional behavior. When we serve in voluntary leadership roles for professional organizations, there are typically rules or guidelines that apply to our conduct while engaging in events or activities sponsored by such organizations.
As careers evolve over time, colleagues become friends, and involvement in professional organizations grows into leadership positions. Professional and personal lines blur, and what we say personally can impact our personal and professional relationships and the organizations we support. This does not diminish our right to express our beliefs and opinions. It merely requires us to be measured and thoughtful when doing so. While holding ourselves to this higher standard requires discipline and extra effort, it avoids distraction, negativity, and damage to relationships.
As the Chair of the Section, I challenge our leaders and members to be intentional in maintaining our culture by adopting the standard of civility, and by holding others to such a standard, in both professional and personal interactions. This requires that we all practice the following principles:
- Recognizing the dignity and humanity in others, which entails empathizing with their experiences, appreciating their contributions, and valuing their perspectives.
- Communicating with mutual respect.
- Intentionally deciding to respond civilly.
- Restraining from negative, emotional reactions and combative arguing.
- Taking responsibility for self-correcting and apologizing for one’s own inappropriate or disrespectful behavior.
This does not mean we all have to agree, and that there can never be conflict. Instead, following these principles allows for meaningful and substantive debate, while avoiding unnecessary conflict and tension, both of which get in the way of engagement and connection. They allow us to maintain and express our individual thoughts, opinions, and values, and preserve our culture at the same time.
It’s easy for everyone to agree that culture, and civility, are important. But what specific things can we all do to make sure we maintain that standard? Here’s what I recommend:
- Be aware of your own behavior. Notice your emotions when responding to others. Observe how your words and actions are impacting the experience for others in the group.
- Realize that your words and actions are what create a welcoming and safe environment for engagement and connection.
- Don’t embarrass yourself or disrespect others by making demeaning or inappropriate comments.
- Act the way you want to be treated. Ask yourself, if everyone responded the way I’m about to respond, or how I responded, what kind of culture would our organization have?
- Remember that, in this day and age, your words and actions follow you, even in the most private of settings.
- Hold yourself and others accountable for maintaining our culture. Rarely is it easy or comfortable. But failing to do so conveys the message to others that disrespect is an acceptable standard.
The Section’s success has been based on our intentionally created culture of collegiality, respect, and inclusiveness. It’s up to each of us to preserve and protect it by adopting the standard of civility in all our professional and personal interactions. I hope you will join me in following the practices described above to maintain the standard.
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We’re sharing pictures from the archives as a part of our Celebration of 25 years as a Section!
