Why Great Leaders Embrace Diverse Views (Even When They Disagree)

A few years ago, I was part of a writing team developing characters and lines for a radio soap opera and a play aimed at families in different communities. It was a thrilling experience, full of creativity, as we brought characters to life, shaping their personalities, backgrounds, and motivations.

But here’s what I didn’t expect: as we began writing, many of us defaulted to scripting lines based on how we would speak or react, rather than staying true to the characters we had so carefully created.

The Director would gently remind us, “Remember, you’re not writing yourself. You’re writing this character. Think about their personality, their history, their point of view.”  It was a helpful, and frequent reminder. Because even with all the character development we had done, it was surprisingly easy to slip back into our own instincts.

That lesson came rushing back to me recently while working on another play. Despite everything I had learned, I caught myself doing it again, imposing my perspective instead of staying within the mindset of the character. So once more, I reminded myself (and the team): we’re not writing ourselves. We’re writing through the lens of someone else.

This applies to leadership too.

Whether we’re leading in business, church, or at home, it’s easy to feel frustrated when others don’t think or act like we do. We want to help them make better decisions, show maturity, or grow in character. But sometimes, that desire shows up in ways that unintentionally shut others down, through passive-aggressive remarks, dismissiveness, or impatience.

Even with good intentions, we can forget that growth is personal. Just like us, others are shaped by their life experiences, cultural influences, and generational context. When we acknowledge that, we release the pressure to fix or force change, and instead, make space for meaningful connection and learning.

Leaders often miss out on growth, not because people don’t have good input, but because their perspective doesn’t match our own. And when dialogue becomes debate, and curiosity is replaced with defensiveness, we all lose. But there’s a simple question that can reopen the conversation:

“Can you help me understand why you feel that way?”

Even if we don’t change our minds, asking with humility invites trust. It communicates respect. It helps us lead from a place of grace rather than control. We can remain grounded in our convictions and still practice empathy.  At the heart of leadership is this truth:
We don’t have to agree to learn from one another.  We don’t have to walk the same path to walk alongside each other.

So the next time someone offers a viewpoint that challenges your own, try this: listen fully. Ask questions. Choose curiosity.

By making space for diverse perspectives, we create a culture where people feel seen, heard, and valued. And in that kind of culture, everyone grows.