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The Learning Spotlight
Zero Tolerance Means Zero Leadership
By John Grubbs
We have all heard the horror stories regarding zero tolerance policies in the past. Stories about a teenager being expelled for having a Tylenol in her purse or a five year old removed from the classroom for bringing a toy gun to school are recent examples that have generated buzz in the press. Most of us laugh at the ridiculousness of such examples and consider them to
be the exception rather than the rule for today’s society. Why do such policies exist and what purpose do these extreme measures provide the organization? Do such extreme positions provide any benefit? How does such a policy reflect on the leadership within these organizations? And finally, what might be the cost for an organization that must act upon the violation of such a policy? Zero tolerance can be commonly defined as the policy of applying laws or penalties to even minor infringements of a code in order to reinforce its overall importance and enhance deterrence. This can seem to be an optimal approach to controlling behavior at first glance. However, when we look at the implications of such a policy, the actual end-result often leaves much to be desired from a
leadership point of view. The attempt to prevent negative behavior in some team members by the threat of sever punishment is similar to “making an example of one person” in order to scare others into compliance.
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