Leadership Part 2

Position, but you have leadership potential, right? When you put somebody in leadership, you got to evaluate that the people you put in leadership and give that position to that they have leadership potential. I've trained leaders for years, and my own company, own organization. I've raised up leaders and have people serving with me, serving next to me, serving under me, and it is my responsibility to make sure that I am bringing out of them the potential that they have. But in order for me to bring it out, I have to first identify that potential. And what happens oftentimes is that corporations hire people and give people leadership positions, and the people don't have leadership potential. And when you give somebody a leadership position and they don't have leadership potential, then they are not going to positively affect that particular role. They are not going to bring multiplication or progress to that particular role. They are not going to take that company to its next level. They are not going to bring the best out of the people. They are not going to make people feel like giving their all. You got to have leadership potential in order to hold a leadership position. and make a positive change. If you agree with that, raise your right hand. We're not talking about just having a good heart. We're talking about having good qualities. We're talking about having the stuff necessary to be able to make a difference in the agency you work for. The word potential means existing in possibility and capable of development. To build and leave a leadership legacy, you must have leadership potential. Say this with me: I must have leadership potential. I must have leadership potential. To hold a leadership position. To hold a leadership position. Then you need leadership passion.