The executive summary of the TALO Leadership Theory
The TALO Leadership Theory is altruistic, not political. For Unacknowledged Africans (non-black people) and Acknowledged Africans (black people), the TALO Leadership Theory provides ten incentives that apply to each respective group:
- Opportunities to re-affirm one’s heritage.
- Opportunities for increased financial rewards.
- Opportunities to change real lives in real time.
- Opportunities to correct leadership inaccuracies.
- Opportunities to improve personal and group relations.
- Opportunities to be current and future transdisciplinary leaders.
- Opportunities for expanded cultural proficiency and diversity measurements.
- Opportunities to continue serving as positive cultural and ethnic role models.
- Opportunities to prevent self, community and cultural lynchings and genocide.
- Opportunities to more fully know their own histories because no one else should ever know more about another’s history than the members of that group.
For organizations, the theory offers three additional incentives:
- Opportunities to prevent the spiral of silence effect.
- Opportunities for improved cultural proficiency skills and outcomes.
- Opportunities to now begin to honestly harness the issues of performance, power, politics, fear, fit, racism, race and positioning in organizations.
One further perspective for pracademics (please click here)