There are many ways to relate with others, it is a choice people constantly make. However, when differences appear, leaders need to find a way to respond to the presence of a different point of view or a different way of doing things.

When leaders opt for tolerance, they also assume that what they believe or know is right. Which naturally also might be true. In a conversation with their team member, it’ll usually show by them explaining to the team member what the organization expects and needs. They’ll make sure that these are known and understood while leaving the other details in the hands of the team member.

Leaders who prefer humbleness in such a situation will choose an attitude of interest and curiosity toward the ideas or reasoning of the team member. They’ll let themselves doubt enough to avoid assuming that they are right. In a conversation with a team member, the leader will then inquire into how that person connects his actions and behavior with the organization’s strategy and objectives. They’ll seek to learn if there is something they have not yet been aware of that is supportive of the organization.

Independently of their preference towards being humble or tolerant, they’ll keep the organization’s strategy and objectives in mind to ensure the team can relate what they do to them. There might be situations in which either of both is preferable, but there is no right or wrong. Tolerance and humbleness are both attitudes enabling leaders to deal with differences while caring for the relationship as well as the business objectives.