Impact of Forgiveness on Different Levels of System

Now we turn our attention to looking at how to create a more forgiving culture and at what is possible with this transformational shift. Table 2 shows the impact of bringing forgiveness in at different contextual levels of the system.

Table 2. Impact of forgiveness on different levels of system


Individual	Dyad	Team	Organization
Happiness Presence Creativity / Innovation Vibrant health Autonomy Personal responsibility Peace of mind Authenticity Freedom to self-express Choice Self Assurance Focused Openness	Partnership Collaboration Trust Open / Authentic Communication Supportive Acknowledgment Appreciation Gratitude Ownership Interconnection Respectful Growth Nurturing	Mutually supportive Feeling of community Joy / Fun Playfulness Shared learning Interconnection Action orientation Clarity of roles Direction Sense of belonging	Open authentic culture Focus on contribution and service Employee retention Flexible work force Respected in the community Empowerment Pride in organization

There are not as many workplace-related examples to draw from where forgiveness has been practiced, especially at the higher levels of system. However, it is easy to see how true forgiveness at each level can shape the attitudes, reactions, and outcomes at each level. To practice forgiveness, we must realize that we always have a choice as to how we will react in any situation.

Forgiveness in the Organization

I remember working with one of the telephone companies years ago during a merger with a smaller company. The smaller company was known for its creativity, innovation, and alacrity. From the start, there were major cultural clashes. Several teams of representatives from each company were set up to find resolution on how to work together more harmoniously and effectively. They started out by sharing what they liked and didn't like about the merger and what the other team represented, bringing up many painful issues. They practiced listening without retaliation or argument. Then they went into who and what there was to forgive, ending the process by acknowledging what they valued and appreciated about the others and their company. This process continued over a series of months and slowly began to impact the entire culture as the two teams became closer in both their working and personal relationships. This allowed them to put the past in the past and envision a common future. As a result, the entire company benefited from the outstanding work that these two teams had done. A sense of community emerged; people felt respected and took pride in being a part of this company.