The prophet's handbook

yielding to their authority figures, followers invent all sorts of excuses, complaints, and criticisms that run the gamut of unjustified reasons for disliking or distrusting a superior. In the end, the problem often turns out to be just plain old rebellion. On the other hand, new leaders frequently tend to isolate themselves and their work in a vacuum, choosing to ignore or disdain what the other members of their staff do or did. Showing unmistakable apathy in what they do affects their followers. Rudeness, broken promises, late submissions, and neglected details often frustrate a new leader’s good intentions and dull what started out as a wonderful achievement. These behaviors on the part of a new leader are rooted in an attitude that sees leadership as wholly prestigious, not as necessarily accountable or responsible. Leadership positions for them are for celebrity status and are not offices of trust or duty. The other side of the coin is the leader who cannot get along with his or her peers. Many times, new leaders feel that pleasing the boss or the head of the organization is enough. Meanwhile, when it comes to those who work alongside them on their level as peers, they tend to mete out respect or disrespect based on their like or dislike for one peer over another. Or, they may demonstrate their appreciation of a particular peer’s position in relation to their own on the grounds of merit. Neither of these makes a harmonious or productive work environment, not to mention the seething resentment and retaliation they can breed in offended workers. When left unchecked, such an atmosphere can foster vengeful sabotage as wounded peers strike back at one another through their jobs. Productivity and profitability are the first to take the hits as a tit-for-tat environment renders the workplace and its workers ineffective. Pettiness and pranks can abound as the spirit of healthy competition takes an ominous turn. Internal feuds can severely damage an organization’s standing with its constituency and risk the loss of valuable workers and leaders. Every one of these behaviors is detrimental to any organization’s success. If prophets are oblivious to these behaviors, the results are tragic. Prophets are leaders and should be schooled and experienced in organizational dynamics and workplace harmony. Arrogant attitudes and isolationist or divisive tactics adversely affect all workers’ performance and cause strife and contention, which slow progress and cost business. Prophetic leaders should be aware of the signs of these potential detriments in those they oversee and discover quickly how to remedy them.