A Hierarchy of people is a list of people rated by importance by the important people at the top of the hierarchy.
The higher up the hierarchy that you are able to climb, the more important you become in the hierarchy.
People are rated in importance by their rank or status.
Rank or status is perceived power & authority over the people below you in rank or status.
This is a hierarchy of greed where people below please the wishes of people above.
The need to be important is the need to import emotional energy from people who report to you.
The higher the rank or status the greater the need for other people to meet your emotional needs.
The higher up in a hierarchy one climbs, the more dependent one becomes on other people to meet your need for emotional power.
The more power & authority one has over other people, the more power & authority one needs over other people.
The fall from grace is emotionally devastating.
A Hierarchy is a construct that is designed to show how important someone is within an organisation.
It shows how better & more important an elite leadership is than its followers.
It shows the levels of authority that are designed to feed power to the top of an organisation.
The energy flow in a hierarchy always flows from the bottom to the top.
When a leadership is powerfully connected & inspired, it does not need a hierarchy to feed its continued growth.
When the whole organisation is empowered, there is no need for a hierarchy to feed the needs of the leadership.
The leaders of a hierarchy believe that the energy must flow to them because they are required to be better than their followers.
They need their followers to give them the power to lead.
They believe that without their leadership the organisation could not survive.
Hierarchies are driven by the arrogance, hubris, greed & bigotry that their elite leadership believes to be their assertive authority & direction.
True leaders are inspired & empowered by their own unique qualities.
They alone have the ability to dismantle a hierarchy from the top down.
Life Qualities enable my quality of life.
The quality of my life is determined by my Life Qualities.
They are my Attainments in a life of quality.
Attainments are my personal attributes that I am able to consciously choose at will.
Attributes are the emotional states of being that I attribute to myself in any present moment.
My emotional state of being determines the quality of my life.
The more emotional balance that I attain, the greater the quality of life that I am able to experience.
The attainment of my life qualities and the pursuant quality of life is my mission in life that I am actively pursuing.
My lack of quality of life is the consequence of my lack of quality attainments that I am able to attribute to my Self.
My negative quality of life is attributed to my unbalanced emotional states of being that are the consequence of my negative outlook, on a life that appears to lack quality.
My positive life qualities allow me to lead an ideal life of my own choice.
It is only with the ability of my own leadership qualities, that I can determine the quality of my own ideal life.
Life Qualities & Leadership Qualities amount to the same thing, for someone who leads their own life in a quality way.
Followers follow a leader because it is more beneficial for them to follow than to lead.
They seek only a leader to lead them, as it is the leader’s path that they follow.
Seekers seek their own path to follow.
They seek to lead others along their path to endorse their path as the one that they are seeking.
Seekers, by definition, do not have a vision.
Without a vision, I have no clear path to follow; just the search for my vision that illuminates my path.
A path is the vision that every seeker seeks.
Most followers follow seekers rather than leaders.
They are following a seeker in their search for the Truth.
They follow the seeker because the seeker needs followers as much as the followers need a leader.
A seeker is one who has no need to follow a leader.
Leaders have a clear vision and follow their path knowing that they have found their path.
A True Leader does not seek followers as they know that is the role of a Seeker not a Leader.
Directive Management is a style of Management that tells workers what to do, when to do it, how to do it, where to do it, why to do it and how to do it.
To operate well, it requires Standard Operating Procedures to be in force.
Consultative Leadership is a style of Management that consults with employees to gain co-operation in the attainment of agreed objectives to agreed Standards of Performance.
It operates well when the team is in agreement with the Standards of Performance that are required to achieve the agreed objectives of their employment.
Directive Management requires the attainment of good management skills.
Consultative Leadership requires the attainment of effective coaching skills.
Inner directed employees that are already inspired and empowered to achieve, do not respond well to directive management.
Outer directed workers who require motivation & supervision may react negatively to consultative leadership.
Directive Managers need workers to do as they are directed.
Consultative Leaders authorise their employees to become responsibly empowered.
A Directive Manager needs to be managed directly by a Director.
A Consultative Leader needs to consult with their Leader.
I am Managed by a Directive Manager.
A Directive Manager uses me to carry out the tasks that are required to meet the manager’s objectives.
When I manage to carry out the tasks to the satisfaction & agreement of the one who is directing me, I am deemed to be useful and a good worker.
I am Employed by a Consultative Leader.
A Consultative Leader uses my skills & abilities to the benefit of a team of employees.
Each team member employs their skills to the benefit of the team’s objectives.
When my skills are useful to the team, I am usefully employed within the team.
The team objectives are agreed by the team in consultation with the Team Leader.
A Directive Manager will need to motivate their workers individually, whereas a Consultative Leader employs individually empowered team members.
Workers are well-managed when outer directed and motivated.
Employees are well-employed when inner directed and empowered.
A Directive Manager usefully directs & manages the work of workers at work.
A Team Leader usefully employs employees in their employment.
The Team Coach neither leads the team nor manages the team.
The Team Manager manages the team’s objectives by effectively using the team to effect those objectives.
The Team Leader leads the team to achieve the objectives that are agreed with the Team Manager.
The Team Coach guides and supports the individual team members to complete the tasks required to meet the team’s objectives.
The Team Trainer trains the individual team members to achieve the level of skill required to complete the tasks of the team to the agreed standard that is required.
The Team Coach coaches the team to use their skills, qualities & experience in the most effective way and facilitates the changes required for the team to overcome all the resistance, obstacles & problems that is hindering their progress towards their intended goals.
Team Coaching is much more than assisting individual team members to overcome their problems.
The Team Coach is concerned with the individual personal development of each individual team member and their integration within the team, so that the output of the team becomes exponentially greater than the sum of the potential of each individual member of the team.