LEADERSHIP, AUTHENTICITY & PERSONAL RESPONSIBILITY

Educational institutions tend to lean towards uniformity and complain about the difficulties (and sometimes the dangers) of considering the individuality of each child. 
(JESPER JUUL, "Do We Really Want Strong and Healthy Children?"). 

Individuals with strong opinions are rejected by many groups, employers and institutions, which see them being anything between an annoyance and dangerous. Many institutions and families promote "freedom of thinking", but once that gets translated into dissent, it is immediately sanctioned and the individual who openly expresses the dissent is ignored, cast-out, rejected, or transformed into a scape-goat to justify the problems of that particular social group.  Differences of opinion is often accepted just because it looks good in terms of political correctness. It is still trendy to claim "diversity", as long as that doesn't really challenges the already decided course of action. This is what I call the process of McDonaldization of a social group (school, work place, family, nation): it is ok to be African, German, Russian, Pakistani or Chinese under the roof of the same McDonald's, as long as in the end you gobble up what's on the menu.
Some decision makers, says the famous corporate consultant Jamshid Gharajedaghi, are "not interested in the optimum solution. They are only interested in confirming the choices they had already made."

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The complete false idea that strong individuals are dangerous to the group and that they endanger the notion of solidarity within families and society is still tainting the way many people think. 
(JESPER JUUL, "Do We Really Want Strong and Healthy Children?").