There are eight dominant TALO Leadership profiles that could help make for-profit and nonprofit organizations better places, and that everyone should champion in the 21st Century. (But why?)
Below are the 8 dominant black leadership profiles found worldwide:
From the UK to Uganda; from California to Cameroon; from Jamaica to Japan.
This page has now become one of the Internet's most frequently visited and bookmarked leadership sites. If you are a leader (of any ethnicity, age or occupation), this is the right place to begin. Please feel free to share this link multiple times.
Currently theorists are now constructing similar leadership models regarding Unacknowledged Africans that will also continue building leadership bridges. (Unacknowledged Africans would include white people and other non-black people, other ethnicities and nationalities, some people who don’t want to be black, and some who don’t know they are.) KOH, PhD
(Pictured left is retired South African Archbishop Desmond Tutu reading one of our sister publications,
the CV (Coast & Valley) Drum News of Northern California founded by INVR Standards / HHEW in 2005.)
*It should be noted that the theorist (KOH) suggests that leaders actually move between a range of 2-3 of these profiles regularly. In other words, a person is not limited to just one profile (i.e. a person can be a #7 and 8 or 4 and 5, etc.).
From the moment Black people (a.k.a. Acknowledged Africans) left Africa; a) before Columbus, b) in mass during the official Maafa periods, also known as the African Holocaust or Holocaust of Enslavement periods (Transatlantic slave trade -- 1520s - 1860s, and c) the earlier Arab slave trade -- 8th - 14th century), Black leaders knew and consistently fit the same leadership profiles and patterns that most today still understand from the moment they leave their homes for leisure or the workplace or worship place or study place:
There is a seventh leadership profile that also has a pronounced history that needs to be featured. This profile is usually not generated by Acknowledged Africans, but has consequences that impact Acknowledged and Unacknowledged Africans (worth 2 points):
Acknowledged African leaders assertively persuade Acknowledged Africans and Unacknowledged Africans to accept significant African knowledges within and among the groups as an alternative to status quo ethnic/race relationships.
*Again, it should be noted that effective leaders, such as the four below, move between a range of 2-3 of these profiles regularly. In other words, a person is not limited to just one profile (i.e. a person can be a #3 and 4 or 1 and 2, etc.).
From the UK to Uganda; from California to Cameroon; from Jamaica to Japan.
This page has now become one of the Internet's most frequently visited and bookmarked leadership sites. If you are a leader (of any ethnicity, age or occupation), this is the right place to begin. Please feel free to share this link multiple times.
Currently theorists are now constructing similar leadership models regarding Unacknowledged Africans that will also continue building leadership bridges. (Unacknowledged Africans would include white people and other non-black people, other ethnicities and nationalities, some people who don’t want to be black, and some who don’t know they are.) KOH, PhD
(Pictured left is retired South African Archbishop Desmond Tutu reading one of our sister publications,
the CV (Coast & Valley) Drum News of Northern California founded by INVR Standards / HHEW in 2005.)
*It should be noted that the theorist (KOH) suggests that leaders actually move between a range of 2-3 of these profiles regularly. In other words, a person is not limited to just one profile (i.e. a person can be a #7 and 8 or 4 and 5, etc.).
From the moment Black people (a.k.a. Acknowledged Africans) left Africa; a) before Columbus, b) in mass during the official Maafa periods, also known as the African Holocaust or Holocaust of Enslavement periods (Transatlantic slave trade -- 1520s - 1860s, and c) the earlier Arab slave trade -- 8th - 14th century), Black leaders knew and consistently fit the same leadership profiles and patterns that most today still understand from the moment they leave their homes for leisure or the workplace or worship place or study place:
- The longest running leadership profile, while maintaining African values and Africanisms, is a logical separation from those groups that have historically and continue to discriminate against Acknowledged Africans, and with a “return to Africa” mentally, physically or spiritually as the ultimate goal. (worth 8 points)
- A second long running leadership profile in the African Diaspora encourages openly maintaining African values culturally, scientifically, economically and linguistically, with a possible return to Africa, physically or spiritually. These values are now linguistically expressed in Yoruba, Kiswahili, Ebonics, Spanish, French, English, Mandarin, Arabic, and so forth. (worth 7 points)
- A third long running leadership profile is to encourage the development of interim survival skills while with those who are discriminating against them, but with an understanding of maintaining African values and Africanisms. (worth 6 points)
- A fourth long running leadership profile is to actively encourage Acknowledged and Unacknowledged Africans to accept “universal” bonds between the groups, but with little explicit emphasis on Africa or Africanisms. (worth 5 points)
- A fifth long running leadership profile is “encouraged assimilation” with those who are discriminating against them, but with little or no emphasis on Africa or Africanisms. (worth 4 points)
- A sixth long running leadership profile or pattern in the African Diaspora is to have Acknowledged African leaders actively encourage Acknowledged Africans to follow Unacknowledged African leadership or objectives. In layperson’s terms, this means black people are encouraged to vote for, obey, follow, endorse, etc., non-black people and/or their goals. (worth 3 points)
There is a seventh leadership profile that also has a pronounced history that needs to be featured. This profile is usually not generated by Acknowledged Africans, but has consequences that impact Acknowledged and Unacknowledged Africans (worth 2 points):
- Some Acknowledged African leaders are granted approval by Unacknowledged Africans to supervise Unacknowledged and Acknowledged Africans to maintain “western and eastern foundations.” However this profile has often been problematic because some Acknowledged Africans and Unacknowledged Africans are often suspicious of these leaders for different historical reasons. This is now a common profile that many Acknowledged African leaders, supervisors, politicians, and professors, etc., find themselves in today.
Acknowledged African leaders assertively persuade Acknowledged Africans and Unacknowledged Africans to accept significant African knowledges within and among the groups as an alternative to status quo ethnic/race relationships.
*Again, it should be noted that effective leaders, such as the four below, move between a range of 2-3 of these profiles regularly. In other words, a person is not limited to just one profile (i.e. a person can be a #3 and 4 or 1 and 2, etc.).
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Would you like to take a short quiz to see where you possibly fit on the TALO Leadership Profile scale or where someone else possibly fits? You can read the TALO Leadership Theory in its entirety or click here for the quiz: taloconsulting@invrhhew.org or TALO Training & Consulting.
