Wednesday, September 18, 2013

Why?


In the Christmas story “The Grinch Who Stole Christmas” there is a scene where the Grinch has packed up everything in the house, except where the Whos were sleeping I guess, and stuffed it all up the chimney. He takes the Christmas tree and starts to shove it up the chimney when in walks Cindy Lou Who, who had gotten out of bed for a cup of cold water. “She stared at the Grinch (who was dressed like Santa Claus) and said Santy Claus, ‘Why? Why are you taking our Christmas tree? Why?’ The Grinch gave her a completely illogical reason, “There’s a light on this tree that won’t light on one side.” Of course the real reason was “the Grinch hated Christmas, the whole Christmas season. But please don’t ask why, no one quite knows the reason.”

She didn’t scream and yell that there was a burglar in the house. She didn’t run to wake mom and dad Who. She didn’t just stand there and watch, wondering what in the world Santa Claus was up to.  She stood there watching this act which she really didn’t understand and asked the simple question, “Why?”

It is the failure to ask that one question, “Why?”, and listen to the answer that keeps many areas of disagreement from ever being truly brought out in the open and solved. Maybe we don’t want to know, “Why?”, because it is contrary to what we think. Maybe the person doesn’t really know, “Why?”, but that come out unless we ask. Sure the answer may be completely illogical. It may make no sense to us at all. But at least by asking it gives a starting point to work out issues that cause tension.

We all have reasons why we like or dislike someone or something. It may or may not have a basis. The reason may not exist for everyone else or may even be totally illogical, but until we ask the question and try and see the other side of how people think then it is impossible for any group to come together. We don’t have to agree or like the same thing to work together, but it is essential that we understand what those standing beside us are feeling in order to best utilize talent and minimize controversy.

I’m a big Dallas Cowboy fan. I have been since I was able to get 50 cent tickets as a Junior High football player to go watch them in the Cotton Bowl. I like Romo. Why? Because he is a good quarterback and is blamed for things for which he has no control many times. I don’t care much for Jerry Jones’ way of managing the team. I don’t know him so I can’t say if I like him or not. I don’t like the Philadelphia Eagles! Why? Should you even have to ask?

A few years ago there was a lady in my Bible class that hated the Cowboys and loved the Eagles. We would kid each other the weeks that they played each other. We strongly disagreed. The main reason we got along though and were able to be open about it was because we knew why each other felt the way we did. Why? She grew up in the Philadelphia area as an Eagle fan. She had a good reason, as much as I disagreed with her, but just knowing why made all the difference in the relationship.

It’s important for unity and a good working environment to be less confrontational and more relational. The way to accomplish that is to move away from arguing about differences and moving toward trying to understand the “Why?” Maybe the reason is valid to them, but not to you. Maybe the reason is skewed by false information. Maybe the reason brings something to light that has been ignored, but the only way to know the reason a person feels the way they do is to ask them, “Why?”, then sit back and listen attentively.

_______________

“I have the right to do anything,” you say—but not everything is beneficial. “I have the right to do anything”—but not everything is constructive. No one should seek their own good, but the good of others.

1 Corinthians 10:23-24
Image is copyrighted and my no be used for commercial purposes. Image from Wikia.com.

 

No comments:

Post a Comment