Our Solution

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The mission of our organization is to continuously improve services for local communities led by young adults, from high school to age 25. We have served families and the youth of Tampa Bay, through a variety of organizations, including the Hillsborough and Pinellas County School Districts, as well as the YMCA. During my tenure with these organizations, I managed support programs similar to LDR, including Teen Achievers, and Bridging the Achievement Gap (BTAG) (James Feazell Founder).

We will offer the following services:

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Leadership Strategies

​Strategic leadership is effective when comprehensive investments in “leadership development” are congruent with the business's strategic goals and aspirations. In order to achieve the desired outcomes, leadership strategy specifies:

• The number of leaders necessary,

• The “types” of leaders that are necessary,

• Where leaders are needed most,

• What skills leaders possess, and

• How leaders should behave, both individually and collectively.

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First, be a great listener

A leader might become so occupied with directing and managing a team, that they forgo listening to their followers, or other capable leaders. There is no such thing as an “expert in everything.” Hence, a good leader understands that even the most junior employee can learn something “new.” Since most organizations hire staff based on their specific expertise and experience, the effective leader should be able to interact with, and listen, to all employees. For instance, a manager may need advice from someone in the Accounting or Marketing department if those particular employees are experts in investments.

 

Second, leadership is to be respected

Companies implement organizational structures, in order for their employees to be made aware of whom to report to in cases where, distinct challenges arise in specific departments. It is vital that leaders follow these “chains of command” in order to avoid confusion and demoralization in the organization. If a leader does not respect the chain of command, employees may also find it difficult to report to their superiors.

Do not be afraid to dig in and help. Even though leaders are expected to provide direction, they should know their trade, and become involved in the actual work. For instance, by accompanying the marketing team on a field-visit to promote the company's products, a leader should lead by example. In order to boost the morale of the team, the leader can “pitch” clients in the same manner as the marketing department. Accordingly, the leader will build trust among the employees by developing on-site skills and knowledge. By participating in the actual work, the leader will be able to understand the experiences of the marketing staff in the field, and thereby, help them find ways to succeed. The leader will ultimately benefit from this.

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Keep your word when you give it

Rather than simply making promises, effective leaders must deliver actual results. In order for future success, leaders must focus on tangible results, and not dwell on past achievements that will not be repeated. Learning the Art of Delegation can accomplish this. The Art of Delegation teaches the practice of breaking down large tasks into smaller, manageable tasks, which can later be assigned to one or more employees. Afterwards, leaders can check if the work was done according to the standard. By delegating duties, leaders achieve results within a short period of time, incorporating a team-environment in the process.

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Solve the problem in a timely manner

Organizations often encounter conflicts between employees. There are “leaders versus leaders,” or “leaders versus employees.” An organization's leadership-competency is defined by how quickly conflicts are resolved. When conflicts arise, a wise leader should arbitrate to avoid stalling projects within the organization. Employees must see their leader’s “heart and mind” when embracing challenges, effectively maintaining morale in the organization.

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Respect and trust your team

The relationship between leaders and employees is strengthened by valuing the contributions of everyone in an organization. In order for employees to not feel “inferior” within an organization, the leader must demonstrate effective communication and listening skills. The leader should also be honest, fair, and considerate of the employee's well-being. A leader’s interaction with employees is more effective when valuing the contributions of employees in the organization.