They say, “trust who you train and train who you trust, I completely agree. Training the right people with preferable qualities will result in higher productivity and enhance performance. Staff are more confident, compliant and competent by increasing their knowledge and understanding. Training someone or a group of people insinuates a level of trust where your investing knowledge, expertise, time and exercising patience with a level of expectancy. You expect a return on your investment. You expect commitment, loyalty, growth and development. 

If you are going to train your team, allow room for mistakes but enable them the freedom to fail forward. To turn things into teachable moments. Micromanagement of any kind will aggravate and increase anxiety.  If they are properly trained and are well equipped and have adapted to their roles, then if they make wrong moves you can address it because at this point they should know better.

Training individuals you trust is tricky. You can pour into an individual and they either aren’t teachable or have a fixed mindset. That can feel like a tug of war on most days but its best to train anyway and enable them to be liable for the outcome. Sometimes we invest in the wrong people. We fail to recognize potential and good character in others and select sub-par participants. In life, things will happen and people will fail you. However. A good leader you must be able to pivot outcomes. 

Person may have certain skill but require character development. Quick thinking and being a solutional leader are needed here. Everyone should be cross trained to enable gaps and voids to be filled. Sometimes, we humans tend to train people we will perform well in a certain area and neglect others whom we are oblivious to their potential. It’s imperative to be aware and observant. There is potential all around us. Maybe we trained someone in systems management or logistics and although the information is good to know, it’s just not their thing. Could it be they are better off in another department?

A person may fail to produce results. Maybe this person is misplaced and doesn’t need to be thrown away (fired or moved unbeknownst to them) but reassigned. Their strengths have yet to be tapped into. Could it be this person outgrew this role or the role outgrew them?… a major factor to consider.

Anyone who is unfulfilled, underestimated, under stimulated or unchallenged will seem lazy when they are actually frustrated. Your role as a leader is gauge and redirect that. Maybe your company or organization grew and the role is now bigger than their ability. You might need them to partner up, gain new skills or enhance previous ones. They could be overwhelmed and trying not to disappoint the team. 

Most would argue that we can’t always build on strengths, while that is true. Its best to do basic trainings across the board and then have people developed within the area of expertise. We are not neglecting weaknesses. This is were professional development, coaching, “shadowing”, guidance and most of all encouragement is necessary. My mother used to say, “Encouragement sweetens labor”. Some folks will need that push just to keep them motivated and confident. Know that there are various learning styles, levels of understanding and everyone’s abilities are not infinite.

Many Leaders fail at training which is a failure to invest. Don’t allow nepotism or favoritism to take over. I call it the “”shiny new toy syndrome” Trust me, it can be subtle but will always be extremely noticeable. Sometimes, we are eager to train and engage the new that we push the old aside. This will ultimately lead to a decline in productivity, discord, disdain, anger, low morale, decrease in camaraderie and worst of all, division. A leader’s goal should be securing everyone in their place to build a strong team.

New people need to be introduced and integrated without causing a disruption within team dynamic. Leadership is responsible for establishing a culture and managing the environment. If you allow your team members to get lost into the background. When team new team members join, sometimes staff needs to recalibrate. While others may welcome with open arms, others may feel replaced, overshadowed or lose sight of their significance especially if someone new has the same expertise. Stages of a team may need to be revisited here. There are five stages of a teams’ development cycles such as:

  1. Forming – Excitement, questions, expectations and trust building.
  2. Storming – conflict, adaptation, frustration, a shift.
  3. Norming – inclusion, flexibility, resolve, acceptance, cohesion, synergy
  4. Performing – progress, team effectiveness, high competence
  5. Termination – strong conflict or needs change.

Having great knowledge about where your company is and going is critical. Strong conflict management and attention to behaviors are skills a Leader should always possess. The next step is access what type of individuals are needed in each area. Be prepared to develop, train and see where changes need to be implemented. Consider boosting morale in a shifting culture. Its imperative to have on going personal and professional development. Organizations who balance the two have higher productivity, retention and content team members.

Here are some benefits to training your team:

  1. Overall Retention
  2. Strengthens Skills
  3. Increases Understanding / Clarity
  4. Refreshes Current Staff
  5. Provides updates on protocols and methodologies
  6. Increase Engagement
  7. Develop Future Leaders
  8. Builds Relationships

Hope this blog helps you as a leader to develop a healthy work environment and healthy team, all the best!



The slightest changes in ministry are always important, never insignificant. Ministry is more than titles, holding a microphone, or even religious traditions. Many have treated ministry like a Broadway show that’s Christ themed. True ministry (like Jesus) has to do with the business of people.

The business of people is a heavy and weighty responsibility. Lives are literally in your hand. Many make life adjustments based on teachings and use the foundation of what is received to structure every aspect of life. Most importantly, your ministry provides the blueprint for personal and spiritual growth. It’s more than your spiritual walk but affects you across the board. So, when changes are being made, it affects one’s entire existence.

There are times when a ministry or organization undergoes massive change.  Change requires adjustment, realignment, and flexibility. Everyone from leadership down needs to recalibrate their steps and choices. Big changes like when your Leader goes from the Pastor to your Bishop. He/She has been elevated and requires much on the leadership team and congregation.

One may think that has nothing to do with my life. When your leader becomes a Bishop, they have a greater influence not just in your community but across the globe. It represents immense trust and most of all influence.  They have just “leveled up” and no it’s not just all on their shoulders.

Let’s start with leadership. All team members must do their part to respect, protect and support the one who is in the forefront. Things are more public, and the goal should be to protect the integrity of your Leader and their vision. A greater sense of accountability has to be present here. Leadership is responsible for assisting with changes, decisions and everything that will trickle down to the congregation and community. A leader may not always make decisions and moves you like nor will their views and perspective always directly align with yours. However, you must respect it and roll in the directions of the instructions. We honor Presidents, CEO’s and people in power even when there are diametrically opposed views. Therefore, the person who prays for you and is there for you in every aspect of your life should be respected even more. My mother always reminded me of a popular scripture, 1 Timothy 5:17 KJV “Let the elders that rule well be counted worthy of double honour, especially they who labour in the word and doctrine.”

She always reiterated that the man or woman of God was worthy of double respect. If you disagree check your Bible. Balance and power are represented. We render unto Caesar what do to him. Laws, leaders, and guidelines have been a part of society from the beginning of time. Think of your leader as a King or Queen. Your job is to serve and also to attend to the people. You not there to be manipulated, used, or abused but it’s a partnership not to be taken lightly. Know your place and know it well. You are not on the same level. Suggestions can be made for accountability and the sake of wise counsel, but your opinion is not always needed or wanted. Let leaders lead.

In chess, Bishops are a great asset to have on your team, but if you’re the one who has them on your team, then make sure you’re well-prepared to defend your board from enemies. Bishops in chess are a crucial resource for attack and defense. If used correctly, bishops can be extremely useful for helping you win the game. The Bishops Position Is between the King/Queen and Knight. Naturally, your leader is between world dignitaries and those who guard him/her. Spiritually, he/she is between God the King and those who fight alongside them as armor bearers and intercessors.

For the congregation, a certain level of grace should be applied. A Bishop may have greater decisions, appearances, and choices to make now. They may not cater to your every need. They bury your dead, dedicate your babies, and rally with your family when an issue arises but on top of catering to you, they may be asked to respond to a political or social issue addressing the world or even worse, appropriately respond to the effects of a global pandemic. Talk about responsibility. I would advise members to get off your leaders’ backs and just pray them through. Pray that God grants them the wisdom and knowledge to lead well, to hear His voice clearly, and that they follow divine instructions. In the end, it’s for our benefit. As he/she has been elevated we must elevate our level of not just respect and honor but obedience, cooperation, participation and support on all levels.

To honor someone requires a great increase in your character. Being trustworthy, loyal, and integral are key elements to the survival and success of your ministry. If you were already honoring and respecting your leader, kudos to you, and continue to do so but if you have not (and you know it) repent and get your act together. You will have to answer to God for your treatment of those whom he placed in authority over you. Their success is yours. Think of it in relation to chess

  1.  Seek out open diagonals: A bishop’s potential is maximized by placing it on an open, long diagonal—that is, a position in which the bishop’s potential path is not obstructed by friendly pawns or an opponent’s pieces. 
  2. Maximize active bishops: Bishops that are able to move freely outside of its pawn chain are known as active bishops, whereas a bishop that is trapped behind its pawn chain is considered a passive bishop. Both “good” and “bad” bishops can be active or passive. An active bishop is usually a more powerful piece due to its flexibility and range.
  3. Good bishops vs. bad bishops: Bishops are referred to as “good” and “bad” based on their position relative to their pawns. If the majority of your pawns are on the same color square as your bishop, that bishop is typically regarded as a “bad bishop” because its movement and influence is restricted by the pawns. Conversely, a bishop that occupies the opposite color as the majority of your pawns is considered a “good bishop” as it is able to move freely and exert more influence over the chessboard. Though a good bishop is generally considered to be more advantageous, a bad bishop can often be useful in defending a pawn.
  4. Utilize bishops in the endgame: Bishops can be particularly effective in the endgame, especially when the only other pieces remaining in the game are pawns. The bishop’s long range allows it to both protect your pawns and threaten your opponent’s pawns, making it easier to promote the pawns you have left and eventually deliver checkmate.

I don’t know about you but that sounds like a responsibility to me. Praying, assisting, and cooperation a part of that responsible package. Learning how to address and assist your Bishop is a job. Maximizing your Bishop is not trying to monopolize their time or seek attention. Don’t try to “trap” them. They Are supposed to be out in the open and deal with people being active in the community. Your Bishop is considered good based on their influence. Just like a parent, they must stand out and be the difference they want to see as an example. They can’t be on your level. They need to exercise their authority and often defend us. The end goal is Heaven. To live a life that’s pleasing to God. They protect us from living contrary lives by promoting what the word says and giving instructions that is unadulterated and straight from God. They stand as a direct defense and come against everything contrary to your growth, health, and development in Christ. They are a direct threat to our enemy. Bishops help promote the overall well-being of everyone in the game. Do your part to ensure his/her success because it’s the only way you as a community and a group will win. God is the one with His hand in the game guiding it all but we do have a part to play, lets’ play wisely and pray for wisdom to proceed with every strategic move we make as a collective.


Masterclass. 2001. Derived from The Bishop In Chess: What the Bishop Is and How to Move Your Bishop on the Chessboard – 2023 – MasterClass.

There Are No Wrong Answers

Oh, we’re familiar with the term “there are no wrong answers” but that’s just a cliche. 

In actuality there are wrong answers, and it shouldn’t be a crime to state that fact. However, it should be considered a teachable moment and a chance to enlighten someone.

As a former instructor, I noticed something in the classroom. My students were reviewing their vocabulary words and responded well when I used certain verbiage. If they raised their hand to participate, it meant that they were bold or courageous enough to have the spotlight on means they actively wanted to take part. I honored their boldness but if an answer was given contrary to what was correct, I would simply say “that’s incorrect but try again” or not quite but I see where you were going with that”. It’s imperative not to demean or shame anyone while they are yet trying.

“There are no wrong answers” is a cliche. It is a statement used by instructors, speakers and teachers to encourage participation by all. An indirect push to be vulnerable amongst their peers. The ultimate goal is to create a safe space and learning environment that was conducive to accommodate mistakes. I firmly believe in correcting them. 

If someone were to write a thesis on apples when clear instructions were given to discuss oranges. It’s an indication that someone received the information poorly, failed to thoroughly process or just blatantly did what they wanted. This a great opportunity to see where their head, locate their perspective sat and offer some redirection. This warrants an explanation of the instructions and taking the time out to provide clarity. Maybe there is a proficiency in learning. My goal is to understand what they understand. Does this pupil have difficulty or is it them being stubborn? Definitely something to take note of.

What am I trying to say? It’s definitely not a debate on whether the statement should be used but rather a moment to declare that words matter. How you say things has equal importance. An Instructor, Leader or Teacher or even parent literally has the power and influence to affect a student’s life and learning experience. They either inspire, cause you to dig deeper and think more critically, reassess and evaluate or your approach can hinder and destroy the joy of learning. These are far beyond little moments in class. The way the foundations of a “wrong” is handled is critical to personal development and can be carried through life.  They can make someone feel empowered, humiliated or spark a desire to challenge authority because they feel a need to be defensive. 

These foundations of education have lasting effects. Later in life, when challenged they can easily fold or have a growth mindset. A mindset that doesn’t limit progress. It’s okay to mess up but learn from the mistake and fail forward. Others will walk around defeated and inspired. Yet, there will be the ones with delusions of grandeur, the coddled one who is kept in a state of ignorance based upon the confirmation in their wrong. The do no wrong crew. 

Balance in life is necessary for development. It teaches you resilience, acceptance, grit and determination, gratitude and less stressful life full of anxiety. They say it takes a village to raise one child and I agree. One droplet doesn’t create a wave; movement occurs when we are united in the same direction!

Black Business & Professional Integrity

The face of entrepreneurship has dramatically changed. Statistically, today’s entrepreneur is fourteen percent female and almost twenty-nine percent represent a minority group. They make up a great portion of the United States GDP (Gross Domestic Product) which is the sum of businesses that add to the American economy. Talk about grit and determination. These groups were often underestimated in the past, but are making their mark as they impact and influence several markets.

Traditionally, people would attend a university and rack up thousands in fees or work a nine to five in hopes that their efforts are acknowledged and compensated. The ladder of success seemed to have been missing some steps making things incredibly difficult for people to reach the top without having assistance. If you pay attention, the million and billionaires who grace covers of magazines are getting younger and diversity, more prominent. Entrepreneurship is the preferred avenue to achieve ultimate life goals. Today, we are in an era of the “woke” generation. There is awareness about any and everything because the information is at our fingertips. Social Media, viral videos, innovative ideas, and technological creations have allowed many to attain wealth quickly. “Throw away the ladder, airlift me to the destination,” says the mindsets of Millennials and Gen Z’s. Hard work is still applauded but they abide by the concept of “Working smarter, not harder!”. If you’re going to do a job, do what you love. People today don’t want to be subjected to a system, ill-treatment (from superiors), or disappointed by unsatisfactory salaries. If you’re going to “go hard” let it be for something you are passionate about that’s ultimately beneficial.

Many are supporting black-owned businesses and other cultural groups to prove that they are not unconsciously biased and contribute to change. Many African Americans believe that supporting a black-owned organization or enterprise is the fulfillment of an Ancestors’ dream. Many would agree that supporting your own culture will …

  1. Keep finances in the community.
  2. Increase representation.
  3. Increases social pride.
  4. Create community staples.
  5. Decrease the negative stigma of poverty, lack, and ownership.

 Representation is imperative right now and everyone is rooting for their own culture to have visibility and awareness. Today, we are aware that being socially and environmentally responsible is preferred. Everything is for a cause or “for the culture” but what happens when a culture has been misrepresented, misconstrued, misbranded, misclassified, and experiences social self-sabotage?

Let’s address the neon elephant on the block. Being labeled a “black business” can potentially hinder growth. I believe that black-owned businesses are often misconstrued because there are so many ill notions concerning professionalism or the lack thereof. Black businesses are not supported by African Americans because many believe that their culture is riddled with a lack of quality, customer service, proper communication, consistency, integrity, and efficiency.

Unfortunately, many have encountered unfavorable experiences with such businesses. While some argue that they experience a lack of support. People of Color prefer to support other races to obtain quality partnerships and encounters. The complaints often expressed… are a mile long but it’s actually social self-sabotage. When someone black says “you know it’s going to be late, it’s a black-owned business”, it is a form of social self-sabotage. Many have lost all faith within their race to produce favorable outcomes. This diminishing of support destroys not just a particular business but the reputation of an entire race.

We all know integrity is doing the right thing when no one is looking. “Integrity is necessary, not an optional tool. it is an expression of love and passion for your business. This is the only way for your business to advance and succeed” says Anita from “Siomara’s Catering”. It’s not just doing the right thing but putting your best foot forward with good intentions. Many often associate branding with just colors and images that are presented on a public platform. What they fail to realize is, the true identity of your brand is YOUR character. Your core values, beliefs, ethics, and principles become evident in the brand. “What people say about you when you’re not in the room is your true brand identity,” says Brandon Monti of Connecticut. Your perspective will always creep into the culture and environment you create. What you represent as a person will transition and translate to what you present as a CEO.

The term “Black Excellence” is often a hot topic. African Americans love to use and overuse it to show support, pride, or approval. Vaughn Brandford of Brooklyn states that “I think most people are under the misconception of black excellence. Many utilize it as a shield to be subpar believing that they are exceptional by just mere existence. People believe that somehow it shields black people from discrimination and racism, which is a complete fallacy. We must understand, to be considered excellent, we must be excellent. Most of us won’t get a second chance at a first impression. If we know we’re representing more than just “us” then we should consider it in our presentation. The adjective “excellent” should be used without the “black” label. We should just strive to be amazing and successful owners who just happen to walk in excellence”.

Business Owners Tips to fight against statistics:

  1. Invest in professional development training.
  2. Hold others accountable.
  3. Acquire financial literacy and upgrade financial practices.
  4. Invest in software to remain organized and keep track of invoices and payments.
  5. Apply Ethics in everything.
  6. Vulnerability is a must! It’s not a crime to say “no”, “I’m unable to” or be honest about mistakes.
  7. Keep the bar of excellence high.
  8. Sensitivity training is highly preferred.
  9. Train staff on concepts of customer service and the power of a pleasant demeanor.
  10. Be reliable.
  11. Boost hospitality.
  12. Watch your tone.
  13. No compromise.
  14. Inferior service is not accepted!
  15. Develop a disdain for tardiness.
  17. Contracts are your friend.
  18. Make realistic promises.
  19. Be open to key partnerships.
  20. Learn and teach conflict resolution.
  21. Particiality is unkind. Many will be pleasant to another race but disrespectful or rude to their own.
  22. It’s not a competition but it is a competition. You need a comparative advantage for a competitive market. However, do not compare yourself to anyone else other than yourself. Monopoly is a game to play at home. Some competition is healthy to push you.
  23. Don’t be afraid to share information and resources. Even if people immatate you, they will never be YOU. Your unique presence in a saturated market is still needed.
  24. Do not take clients’ funds without providing a product or service and then ignore them. Clients should not have to chase you.
  25. Communication is your friend!

These tips are not to criticize but to aid in the development and formation of your next level in business. Be encouraged. Find joy and pleasure in what wakes you up every day. When you are intentional about living, you can live on purpose, expressing purpose. Elizabeth, owner of the famous “Bizzy Bakery” in Brooklyn states that “It does my heart proud knowing I can brighten a day just by being myself. I love that God allows me to do what I love every single day. Being respectful is a MUST, but being a nice person is a CHOICE. I just happen to be one of the few where being nice comes naturally to me”. “Lizz” is a prime example of how personal brand affects professional branding. She is extremely jovial and easy to interact with. She is a woman of her word and truly finds delight in seeing her customers happy. Her sweet demeanor encourages potential clients to try her sweet treats.

Dr. Courtney M. Bradley states that “you may not have one hundred dollars, but you can show support in a hundred ways!” It should not take another social uproar or protest in the country to drive people to support each other. Here are some ways to show support and as well as some tips for engagement.

  1. Let go of entitlement. Do not expect “favors” and complimentary service due to familiarity.
  2. Share promotional material on social media to increase reach and visibility.
  3.  Purchase something without an argument or debate about the price. Their time, energy, and resources were invested in their work.
  4. Encourage someone by acknowledging their good work or practices.
  5. Believe in the vision, it’s not just about the individual.
  6. Encourage others to support.
  7. Speak well of the company, word of mouth is one method of organic growth.
  8. Make a payment on time but communicate in case of an emergency.
  9. Arguing and yelling at owners isn’t the most effective way to make a complaint.
  10. Respect their payment methods and rules.
  11. Ask how you can help or volunteer.

To those who are business owners, working hard to set a standard, I salute you. Thank you for your time, energy, sacrifice, sleepless nights, early mornings, creativity, and passion. Your labor is not in vain, many appreciate all that you do to make a client or organization happy. To every person of color fighting against these common misconceptions, keep going. You being your best self helps combat what is contrary. To every female striving for excellence as a “boss babe” thank you. You are creating a pattern for the next generation to follow. The future of ownership and the reputation of modern leadership is in your hands.


Heraclitus once said, “the only thing constant is change”.  I concur, change is a shift, a minute or drastic modification is an inevitable part of life. As the world turns on its axis, new generations shift cultures and the natural progression of life exists; it’s the same for personal growth.

Personal growth requires a growth mindset. The mentality that has no limitations. This type of person has a genuine love for learning, exhibits grit, sees problems as a challenge, and believes that abilities are not fixed. You can enhance anything and learn new skills.  Oftentimes people say the desire to change something that’s unfavorable but doesn’t have the right tools to make it happen. Change must be desired before it can be encouraged. An individual must have a strong conviction to alter some things whether internal or external. A true passion for growth and a need for development.

Don’t be afraid to evolve, its natural! – Chrissy Renee

The only way to grow is to change. If you don’t believe me, research life cycles. For instance, look at the butterfly or the developmental changes of a baby. We must understand that when we finally decided to be intentional about our lifestyle and its results, we must make some amendments. Adjustments first require.

  1. Made up mind
  2. Plan of action
  3. Daily routine
  4. Accountability partners
  5. Benchmarks
  6. Rewards
  7. Continuum of what is successful.

Once you have made up your mind and have made a cognitive shift, take the time to create a solid plan. We only fail because we fail in preparation. Design your course of action and have a bounce-back plan, not a backup plan. To create a backup plan, it’s subconsciously giving yourself an excuse to renege on your goal. Create a daily schedule to help you stay on track. Once you practice something day eventually it will become a habit. Once a habit is formed you can then develop a lifestyle that is your new nature.

Some things we cannot change on our own. This is a great time to locate some key partners for accountability. People that are firm, motivating, and encouraging to push you towards your desired destination. Within that journey you may get tired, question why you’re doing something, and attempt to give up. These individuals will help you realign your mentality on your journey.

Speaking of journeys, look at roads, highways, and bridges. There are significant markings on the path as you travel. There are signs and indications and instructions. Everything is purposed to keep you on target, within the right speed, safe, and provide directions. Along our journey to self-improvement and change, we need to set benchmarks. Make it clear, by this time, I would like to do “x” and highlight what tools, funds, people, deadlines, and important details to keep you on time and track.

When you get to a benchmark or have achieved something, please do yourself and favor and celebrate. Celebrate YOU, acknowledge your accomplishment, honor small victories, and take a moment to look at how far you have come. Don’t wait until you made a giant leap, keep yourself motivated by being proud of even the smallest steps. Reward yourself with a small gift, do something you’ve always wanted to do, or whatever reward is defined in your eyes.

When you have done a great job (mishaps and all) the only thing to do is to repeat the process. Work what is working. When you find it feasible do it on a broader scale. Let nothing stop you from achieving your dreams. Dreams can feel like a nightmare when they torment your mind unattained. I implore you to pursue passionately and don’t get distracted by negativity, failure, or lack of support. Whatever you put your mind to do, you can do it. That may sound like a cliché but why consider or dream at all if you don’t plan to make it a reality? If you’re reading this, just know someone is rooting for you, enjoy the journey!

Effective Leadership Pt.3

Insecurities & Leadership

We previously spoke about effective leadership and management styles. We have also discussed in depth the do’s and don’ts to leadership. Be sure to check those out.

My question to you today is… Are your emotions killing you professionally?  Too often, leadership is burning out and it’s their own hands. It’s when perspectives and level of self-importance are no longer tools but weapons.   

Whether a leader has a poor self-esteem or an exaggerated one, it affects everyone that they encounter and lead. Insecurities and egos are especially loud. Some leaders are too hung up and getting praises or playing on the emotions of others for empathy. They fail to delegate and run a one-man circus. They tend to take on more than they can handle. If things go wrong, they are quick to blame others or claim that their lack of assistance or the competence of the team is low. When success comes their way, the claim to have gotten to the result on their own. They are eager to receive accolades and high fives for their dedication and hard work. It’s a monster that is never satisfied despite the numerous awards and public recognition. This encourages staff not to work as hard or feel disregarded.

Insecure leadership is especially dangerous because these are the individuals who would put team members against each other. They often vie to create teams centered around on their relationships with others. They prefer to utilize those individuals who fail to correct their wrong or share the same morals and values. Insecure leaders often feel threatened by others and will create drama around others who do not agree with them. They manipulate, seek to control, rule by their opinions and emotions. They often compete with others to fill a void within and will do anything to manipulate, control and defame others.

It is paramount to heal and deal with personal matters. Emotional leadership is often people who set themselves on fire and then watch their team members encounter smoke inhalation. They end up being the cause and cure. The need for external validation will cause harm. We love to say that our professional and personal are separate but that’s not entirely true. The smoke of your personal will seep through barriers and small holes to attack the “lungs” of the innocent.

Insecure leadership will break up teams, visions, missions, organizations, loyalty and drive. And insecure Leader is one who manipulates, seeks control and rule by their emotions instead I’m using wisdom. Wisdom says train, organize, delegate and flow. 

Poor leadership personalities miss out in the joys and benefits of being able to impact, inspire and improve others. A confident and healthy leader will

  1. Teach & Mentor.
  2. Instruct
  3. Organize
  4. Have loyal team members.
  5. Brainstorm
  6. Empower & Impact.
  7. Have a shared vision.
  8.  Delegate
  9. Experience less stress.
  10. Express professional transparency

These leaders are more productive because they have time to focus on what’s important. They can take a stance in their role, make executive decisions and tend to be more focused. They are concerned about the overall well-being of those they are responsible for and their professional obligations. I admonish you, if your personal is starting to interfere with your professional, seek help NOW. If you are unsure, seek the feedback from trusted members who are not afraid to be open and honest with you. Don’t be ashamed to attend therapy or professional help. A better you means a better leader and only then, you can take the globe on by storm.

Effective Leadership Pt. 2

Previously, we discussed several styles of leadership as well as some amazing attributes of an Effective Leader. Unfortunately, just like everything in life there are some contrary perspectives and unfavorable behaviors. Some leaders allow personal insecurities and egos to seep into their work, many unbeknownst to them. They tend to rule with a iron fist. They don’t realize that fear is not the same as respect. Others suffer with superiority complexes which includes manipulation, nepotism, and degradation. These leaders tend to recognize efforts or potential. They rarely know their teams’ weaknesses or abilities. Not knowing your team is detrimental and can cost you everything. You may experience a high volume of turnover in departments and find yourself interviewing new staff more and more as displeasure spreads like a virus. Here are some things that can easily occur..

  1. Abilities are hidden and never get nurtured or developed.
  2. It’s imperative to desire wholeness as a person before leading or entering an industry. Your inner darkness becomes a plague that external parties have to live under.
  3. Underestimating potential and assigning the wrong roles that yield no fruit.
  4. Overlooking your staff because nepotism is prevalent. This will breed jealously, resentment and frustration.
  5. Discrediting hard work with will infuriate Staff. That frustration will result into many unwanted behaviors and many resignation letters.
  6. Lack of professional integrity
  7. Chaotic culture and a toxic work environment.
  8. Division
  9. Staff is in fear of the Leader but have no genuine respect.

Revenue is great but its priceless to have motivated, loyal and dedicated staff that see your vision as a torch to carry. Some may argue that point but let’s talk about what effective leadership looks like. Here are some behaviors, attitudes and practices to avoid…

  1. Sarcasm
  2. Backhanded compliments
  3. Manipulation.
  4. Exercising your superiority complex with a hint of narcissism.
  5. Harsh tones and obvious body langue of displeasure
  6. Unforgiveness of mistakes
  7. Promoting others prematurely or lacking skills
  8. Failure to acknowledge effort and hard work.
  9. Assumptions.
  10. Blame game is always your reasoning for failure
  11. Believing that things are personal.
  12. Internalizing everything instead of being vocal
  13. Failure to train is a form of neglect.
  14. Refusal to trust
  15. Micromanagement
  16. Inability to recognize potential.
  17. Avoidance of conflict
  18. Refusal to fire individuals of high ranking because you fear your company would lose a key employee.
  19. Unwillingness to be flexible.
  20. Poor communication skills.
  21. Tardiness is a lifestyle.
  22. Lack of Corporate vulnerability
  23. Allowing your ego to be your leader.

The above are obvious qualities that are unfavorable. You may say “that’s not me!” but you will never truly know until you get honest feedback. In your sight, you can be the best Leader in the world. Perspective is not EVERYTHING. Your personal brand and what poeple say about you when your not present speaks VOLUMES. Take time to take inventory of whats not on the shelves but inside you. You are the orginal brand ambassador for your company. What is your behavior portraying?

Please if you are a leader or plan on becoming one, keep an open mind. You may know best, but you do not know ALL. Also, some leeway for feedback even on your performance. Leaders are humans like everyone else. They do not always function at their peak. You will never have everything right but if your eager to learn and grow, so will your organization. There should always be room for growth. Remember each member is a plant that you are accountable to grow. It may require replanting, wisdom to know when and where to water, placement of seeds, providing light and ensuring the overall health of the whole.

Effective Leadership Part 1

Whether you have a small team or grand organization, one fact remains the same. No company can thrive without effective leadership. Effective organizations are ones that produce desired results along with high levels of productivity. Everyone’s leadership style is different and is composed of their own interactions with the world, role models and perspective. However, every style does not work. Although success is a speculative and defined individually, an organization is disabled if it is not a learning organization. Learning organizations have one main thing in common, forward thinking Leaders who have excellent social and management skills.

They said the age-old debate is whether “leaders were born or made?” I honestly believe both are true, but one theory holds more weight that we develop as leaders. Look at a small child who is extremely confident or has a natural ability to draw people, motivate ad lead. They are most likely to become leaders. They have an innate ability but sometimes life happens, and they develop poor perspective and behaviors. Who suffers? Everyone they encounter every relationship and interaction gets a taste. Therefore, professional development is essential and often used in all businesses and team structures.

There is always something to learn, discover and develop especially within. Some people can be timid but nurtured by the right leader, they too feel a burning passion and desire to help others and become world leaders. I stand on the belief that there are different types of leaders. Leadership should be viewed as a skill. Some have it naturally and others need to work on things more than others. However, just because you are in charge and call all the shots doesn’t mean that you’re a real leader. A good leader is an effective one.

Let’s take a look at nine main leadership styles and explore its meaning and level of effectiveness.

  1. Democratic Leader– this type of style is effective because the leader makes decisions based on the team members input, feedback, and perspective. This type of leader is one that listens and gives equal say on projects regardless of their place in the work hierarchy.
  2. Autocratic Leader – makes decisions that impact the entire organization without any input. This type of culture created is controlling and the “my way or highway” thinking. Dogmatism in full effect. You can guess the level of effectiveness here.
  3. Laissez- faire Leader – the least intrusive and engaged. This style often allows others to handle everything and refuses to get involved. They trust their team too much and give authority that isn’t observed or managed. This style is least effective an can be dangerous depending on the amount of freedom the leader gives.
  4. Strategic Leader – This leader ensures that all levels of management and operations works seamlessly. This leader tends to be more hands on and is very much aware of what’s going on in each part of the whole. This leader is supportive and is great with ensuring that everyone is motivated. They make excellent informed decisions and likes to plan and organize each aspect of the organization. This style is somewhat effective. The leader has to make sure that they are not too engrossed with multiple aspects so they can focus on what is necessary as an executive.
  5. Transactional Leader – creates an environment that thrives off incentives. Terms and conditions apply here. If you ahvieve “x” by the third quarter, then a bonus will be applied or some other appealing offer. People generally respond to incentives according to economists, but your team should desire to accomplish goals without the competition or a personal benefit.
  6. The Coach – this leadership style is full of positivity and inspiration. Their environment is saturated with high morale. This empowerment-based culture guides and encourages both personal and professional growth.  They are on the sidelines inspiring staff to perform well. They tend to give those locker room and pre-game speeches that inspire and hype up the team. This style highly effective.
  7. Bureaucratic Leader – this leader tends to abide by the book. There is no wiggle room to innovate or make changes. They might listen but will quickly reject opposing views that go against policy. This leader believes in “if its broke, don’t fix it”. There is no need to make reform unless a procedure or policy is posing a threat to the well being of the organization. If what worked in past times is still working, then there is no need to visit it. There is a lack of freedom, expression and creativity with this leader. This leadership style is slightly affective in some atmospheres but rarely affective in others.
  8. Servant Leader – this leader is mostly on the front line leading by example. Its like a Sergeant giving orders from the front line instead of the back. It’s a bold and powerful statement that you are also putting in the word and putting yourself out there. These leaders typically have sincere and loyal teams that wouldn’t mind going the extra mile because they know their leader would do the same.
  9. Transformational Leader – This leadership style focuses on the enhancement of others. This leader pushes others to grow beyond their capabilities. This leader understands that people learn at different rates but knows how to strategically impact everyone at their level. Transformational leaders are like a mix of a parent, a coach and cheerleader. Your always happy you crossed paths and they leave everyone feeling empowered or on a path of self-discovery. This type of leader is most likely to reproduce itself and inspire success stories.
High Resolution Leadership Concept

Successful Leaders who listen, engage and lead by example tend to produce at higher rates. They forge relationships with their members with boundaries. They ensure to foster a culture of creativity and innovation which occurs when your team is encouraged to explore, discover, think, and feel supported. My mother Cheryl used to say that “Encouragement sweetens labor”. I found that to be so true. Speaking down to someone will never get you want. A person who is told that they are believed in is mostly likely to push themselves and find joy in their work. When they find joy, moral is high and becomes the driving force to get things done. Don’t get me wrong you will always encounter staff that’s difficult and challenging but for the most part. Those who are goal oriented, believe in the vision and desire to please you will do their part. Their teams get motivated, establish trust and respect, enjoy their jobs, take their roles seriously. Some characteristics of an exceptional leader are:

  1. Firm with a good balance of humor and are relatable.
  2. Motivates, people leave their presence feeling confident.
  3. Does not mind others growing and succeeding past them.
  4. Promotes
  5. Views feedback as caring.
  6. Believes that unity is birthed in diversity and inclusion.
  7. Believes in a shared vision.
  8. Wisdom based decision maker.
  9. Fairness is not compromised.
  10. Exercise emotional intelligence and mindfulness.
  11. Trust who they train.
  12. Consistency is evident.
  13. Majors in conflict resolution.
  14. Enthusiasm begins with you.
  15. Integrity is always the standard.
  16. Recognizes other leaders and aim to develop them.
  17. Leads by example.

Stay tuned for Part 2 and more information about leadership and some behaviors to avoid.

Your Brand

I do not own rights to this image.

Building your brand requires clarity and consistency within your content. – C.George