BUSINESS AND LEADERSHIP AMONG LEADS, MANAGERS, AND EXECUTIVES.

We are true leaders if people can create their own future from the resources available to them. This approach creates a future of certainty and innovative growth, empowering everyone the chance to feel fulfilled, make an impact, contribute to change, and drive success rather than gathering a paycheck to survive. 

~ Mandela Philip Thomas, PhD Researcher and Founder of Generational Visionary LLC and ATS Meta Analytics LLC

With over 15 years in leadership as a coaching and servant leader. My major focus at every leader's seat is building people to see the future ahead of their own possibility and impossibility of the position at work. 

What do I mean by the possibility and impossibility of a position at work? Being true to our team makes them create ways to solve those challenges at their respective positions or tasks.

When I say a position has possibility, I mean empowering our team to develop innovative solutions to challenges within their specific roles.

Conversely, a position becomes impossible when leaders focus only on expectations rather than encouraging growth and fulfillment. This approach limits the position to a rigid set of tasks, preventing teams (employees) from contributing unique value and elevating performance beyond expectations.

These days, many leaders seek expectations, not growth and fulfillment change from their team contributions. They make the position seem like it is the only way to solve things at that position. The position is a role, what is being done within that position should be given a chance by those we put in that position to add their own concept of value that upgrades the position expectations and exceed expectations.

Working with people who found less value and challenge for growth. Some see themselves as not good enough to grow up the corporate ladder, because they are not given the future to see where in the organization they can contribute to and change with their own method of change.

Sometimes we think people are not eager to grow but to be at one spot and earn a paycheck. Across the United States where I lived, I have to relearn how leaderships are run. In leadership positions across the United States, there often seems to be a greater emphasis on performance rather than growth.

How can you task a person to fully learn the system given to them within a period of time? 

Every place I have worked is what managers, leads, and executives expect from their teams. If an individual cannot master a task within a reasonable timeframe, they are often deemed unfit and terminated.

Why should leaders measure a person's contribution within a timeframe rather than empowering them to produce the best at their self-found spot to change within the organization.

As leaders our responsibility is to make people find the aspiration in what they do or show. And when that aspiration is given light, they will create their own style to solve complex issues that drive innovation and product growth.

You cannot make a person find passion in what they cannot see their future. We humans are driven for growth and fulfillment. If that fulfillment can be seen by others, they will not shine their best to grow in whatever task or future we envision for our organization.

We as leaders are not intended to push our team in learning or leading the way we lead. We are intended to make them create their own self within the growth of development and transform the way they see the future. If a person is in their own self, there is a possibility for growth and prosperity.

As a sales manager, I have worked with a head manager who expects his team to know everything the same way and do things as he told them. Growth and development cannot be driven for production change or decisions growth if everyone runs the same way. We must all be given the resources needed for change and run in our own individual understanding of change. If everyone can run and fulfill change in their own ways, changes will be shown in the way we produce products or offer services.

This change gives every department, sector, and person the ability to make a different impact on the given task. We should task people with the work we envision, not tell them what method to follow in achieving that task. Let our team find their own method and formula to accomplish the task given. Sometimes it is ok to watch the method our team drives at. And help guide them through the mistakes. If one must occur. As leaders we must not be afraid to watch them introduce a new method for solving problems. This gave everyone the passion to contribute to change.

A leader is a one who makes people become and inspires them for better tomorrow by making them find fulfillment in the future in what they do.

Article written by Mandela Philip Thomas, PhD Researcher and Author of the book "Living Without a Purpose"

https://generationalvisionary.us/ebook.html

https://atsmas.com