To be quickly angered is foolish. Conversely, critical thinking avoids angry outburst because critical thinkers are self-controlled.
Traits of Critical Thinkers
Critical thinking is an important personal attribute for a leader. As such, it’s mentioned in Proverbs several times.
I’m interpreting the Hebrew word arum as critical thinking. Depending on the version of scripture, the word is translated in Proverbs as prudent, sensible, clever, shrewd, cunning, discrete, and careful.
Most basically, critical thinkers have these attributes:
1). They’re growth oriented, Proverbs 14.18.
2). They don’t believe everything they hear, Proverbs 14.15.
3). They don’t blab everything they know, Proverbs 12.23.
4). They’re discerning and thus self-aware, Proverbs 14.8.
5). They’re self-controlled, Proverbs 12.16.
6). They have foresight, Proverbs 22.3 and 27.12.
Thus, critical thinkers have emotional intelligence. Also, they use second-order thinking to anticipate problems. In contrast, they’re not shallow-minded, naive, or foolishly overconfident.
Avoiding Shame
Proverbs 12.16 teaches that critical thinking is a way to avoid shame. Now, there’s an antiquated term! In fact, given our current political and moral climate, there isn’t much to be ashamed of any more!
That said, what types of behavior should cause me shame? In other words, what should I be ashamed of?
From Proverbs, some character traits that should be shame-producing include:
First, foolish overconfidence, Proverbs 3.35
Second, horribly poor interpersonal choices, Proverbs 6.33
Third, being drawn into an argument by someone who is contemptible, Proverbs 9.7; see also Proverbs 22.10
Fourth, pride which blocks learning, Proverbs 11.2
Fifth, being unteachable by refusing correction, Proverbs 13.18
Pride, disdain, and stubbornness are deadly traits for a leader. Why? Because an overconfident know-it-all influences no one but the most gullible!
Leadership Insights
Self control is easy to talk about but hard to pull off because the times that I need self control as a leader are often when I’m most pressured!
Proverbs 12.16 connects self control with critical thinking. However, the assumption is that I’m able to think clearly in the times when I’m most pressured as a leader.
Additionally, Proverbs 9.7 says don’t get drawn into an argument with someone who shows contempt for others. In other words, don’t get baited into a fight with someone who’s an expert as expressing scorn!
Moreover, a dictionary definition for scorn includes the word taunt. So, you get the picture. A scorner is really good at inciting negative emotions in others.
Thus, what the dictionary defines, Solomon observes in the Proverbs.
In short, this warning to a leader is to watch yourself and your emotions. Thus, be self-aware to recognize what’s happening inside you so you can be self-controlled.
Some Warning Signs
Beyond experience with an individual, what are some tip-offs that the person you’re dealing with is a scorner?
Some warning signs I’ve noticed with this type of person include the following:
They’re an expert at being passive-aggressive. Then they combine that trait with a rapid change of subject to something that’s off topic but equally controversial.
Their facial expressions include curling up the lips. They’re not very good as hiding their disdain for you.
Their words are sarcastic. They say things like “I’m sorry, but …” Guess what? They’re not sorry! In fact, they believe they’re your mental superior.
Sometimes they’re just plain loud and aggressive. Here, think – stand over you, yell at you, and pound their fist on your desk!
One of the more obvious traits of a scoffer is their willingness to argue – forever! No rationale, no logic is adequate because there’s always one more argument.
A Way Forward
Assume the leader can keep his or her head while noticing these warning signs. Now what?
According to Proverbs 9.7, pointing out logical fallacies or condemning the scoffer’s position isn’t going to work. And, according to Proverbs 12.16 the leader must recognize a fool when he or she sees one. Their anger is a tip off.
If this is a group meeting the leader may say “you have expressed your opinion; who else would like to speak?”
With or without additional comments from the floor the leader can then comment about where there seems to be a consensus. Or, the leader can note how the decision will be made. Perhaps by members of the leadership team.
I’m not suggesting leaders ignore justified concerns. However, I am asking leaders to avoid being pulled into no-win arguments with trolls who resist needed change out of self-interest.
It’s the leader’s responsibility to draw the conversation back to long-term strategy and to the best interest of the organization. What will make this institution sustainable?
Asking for the opinions of others may help offset an attempt by the disdainful to dominate a conversation through anger or force of personality. Ultimately, the leader must act in the best interest of the organization. Conversely, don’t act in the best interest of the minority opinion.
Thanks for visiting. If you have any questions or comments, please contact me: larrydaleyoung@gmail.com
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