CREATING A DISTANCE FROM FAVOURITISM AS A LEADER.

Numerous parents do aver equal and balanced love for their children. This, we all know, is a tongue-in-cheek statement. The indisputable fact is that every parent has a favourite among their children, who has earned the most special place in their hearts, probably due to his or her unparalleled academic brilliance, prodigious wisdom, cuteness, unique sense of responsibility, circumstances surrounding their birth etc.

Actually, there is nothing negative about this, except if this is made very palpable for the other children to confirm, which would certainly signal the pulverization of tranquility in the family. Thus, for any family to enjoy absolute harmony and bliss, it is expedient for the parents not to display favouritism or offer preferential treatment to any child. All the children must be equally loved, and well loved as a matter of fact.

In the same vein, leaders that resolve to achieve their organisational goals should not display open affection for any worker among their staff. Similar to families, there is bound to be some staff workers whose tremendous diligence, commitment and integrity would capture your heart as their leader, and trigger you to constantly shower encomiums on them at every slightest opportunity, which would consequently induce the contempt and envy of the other staff members. Certainly, their relationship towards their favoured colleague would become sour, even though, most of them would pretend to nurse no ill-feeling towards him/her, but their thought towards him/her would be definitely vicious.

With a frosty relationship among the staff members, output would definitely not be superb. Hence, the organisation would begin to experience retrogression owing to the leader's preferential treatment of a particular exceptional staff. The sour truth is that no human is elated to be ignored, bypassed or sidelined while his/her mate is praised, rewarded or promoted.

Every human desires success and glory, but puzzlingly, many are unwilling to pay the price to win the prize. What happens ultimately is that those indolent characters would display envy, show a scornful attitude and directly or indirectly mount pressure on the favoured staff. In some situations, these unscrupulous characters might even orchestrate the abrupt exit of the outstanding staff from the organisation either by setting him/her up or fabricating a litany of indefensible falsities against his/her personality just to assassinate his/her character or dent his/her impressive image before his/her impressed boss. Some daredevils might even toe the path of diabolism just to force his/her resignation or dismissal.

From the foregoing, it is vivid that leaders' display of favouritism among their staff would spell doom for their organisations, and should be shunned in totality.

Having a favourite among one's workers is not out of place, but displaying it openly for all to see and know, might not be the best of decisions as it creates unnecessary animosity among the staff.

So, what is the best decision? It is simply not revealing one's most preferred worker to the public as a leader. It is more rational to keep it in your heart while you call him/her personally to praise or reward him/her accordingly with a stern instruction to ensure its confidentiality.

As a leader, it is literally murderous to announce the increment of an exceptional staff member's salary in a staff meeting or make such a development public. It is like digging a bottomless ditch for such a worker, as the detestation, jealousy or pressure from most of his/her colleagues would send him/her packing from the organisation sooner or later. The most rational decision is to make such a development covert. By so doing, somebody's son or daughter would be keeping his/her source of livelihood.