ELITERSHIP

Competitive intensity pushes a company to renew. But the trivial thing is that management often continues to do the same as they have always done. That usually is the same practice as when the company is launched. The corporate culture that prevailed at the beginning continues. Whether this is good or bad depends on whether management is weak, strong, or elitist in their efforts to see opportunities and invest in the future.

Elitership is a humanistic leadership practice that radiates from the bright side of the leaders' human nature and activates an inner triumph and responsibility in others. This method purposefully starts employees' inner morals and mental core, increasing their ability to contribute intensively with everything they can do because it stimulates and gives meaning to life. From a holistic perspective, all employees are developed to take on highly idealistic targets in a mentally stimulating, healthy working environment.

This creates a code of culture based on loyalty, trust, care, and responsibility. A culture where you fill each other with life force, overcome all obstacles, and share the joy of conquering significant challenges. This improves the individual's life and makes one feel like a better human being.

The essential asset is cultivating each other's knowledge, commitment, and ingenuity, as well as how you collaborate internally and externally with all the company's stakeholders- customers, suppliers, shareholders, and the local community - globally. Thus, it is a decisive factor that all teams create and cultivate collective creativity for innovation in everything and everyone everywhere. Furthermore, teams are considered and treated as assets in all thinkable dimensions.

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THE COMPANY IS THE FUTURE

The work of knowledge is gaining ground more and more, and what remains are large industrial companies where most of all creation is manual work handed down from a bygone era. But also, in these companies, the management converts manual work into knowledge work by introducing digitization.

In the future, it is no longer a question of whether the leaders find it reasonable to invest in their employees but more a question of how much the employees are willing to invest themselves (Self-Efficacy) in the company,

Since every employee's Self-Efficacy manifests as an asset for the company, it means that team Team-Efficacy as an asset is greater than the sum of each team participant’s Self-Efficacy due to the cultivation of collective creativity. Likewise, the overall Organizational-Efficacy will be a more significant asset than the sum of the respective Team Efficacy combined. This is considered a viable corporate culture, ready for any challenges.

The company's culture is thus a characteristic of the company. If all employees invest themselves in the company, the total investment will manifest the company by itself. Thus, seen from a holistic perspective, the employees can design and create the future of the company and all its stakeholders under the same umbrella. The company thus becomes a synonym for its future beyond the horizon.

The leader’s task then becomes to lead the employees through an unknown future for the shared joy of all. This puts the development of managers and employees in a sharp perspective; 'How do you develop leaders who become better than average?' Leaders who can stimulate employees' inner 'mental core' ensure they acquire the insight, knowledge, and experiences that prepare them for handling unknown challenges. That when they are successfully conquered, creates an inner Triumphant feeling?'

Appointments are a significant 'Event Horizons' that will bring ‘leadership’ of the entire company further into the future. Thomas Edison's innovations - to get stable light in an electric bulb - consisted of several consecutive 'Event Horizons. 'It is in this perspective that new leaders must appoint: "Who are they, and how can we ensure that any appointment is in a long chain of connected 'Event Horizons that reach into the future?'

If you help to appoint one of your people, and you do not see that this person is suitable to become your boss, it is a wrong appointment. Stop it! It would be best if you only appointed managers who are better than yourself – thereby raising the quality level of humanity in leadership. Make sure you have several to choose from. If this is impossible, your career as a leader will become questionable.