Title: Share the Mic!

Recently, while visiting with one of my co-workers I was asked if there were any mistakes that I made as a Pastor during my early years of ministry. After talking to them for a while about that question they then asked, “Were there any regrets that I had because of these mistakes?” It took a while for me to answer because the list for me is rather long, but I finally landed on this reply: As I look back on my early days in the ministry I regret that I did not share the mic and the spotlight more. I went on to explain that I do not know if it was a sense of insecurity, immaturity, or just a lack of know-how. I had a false idea that my voice would be diminished if I let other people take the mic or step into the spotlight.

I look back now and realize that my view of Leadership was both narrow and shallow, and as a result, needed to be expanded. To use a football illustration, I knew that the quarterback could not call the play, block the defense, throw the pass and catch the ball, but all the while I was acting like I didn’t need a team around me. Later, as I began to learn and create space for others, I noticed how easier and lighter the workload became. What had taken me so long?

Looking back, I began to think of our “Family of Leaders” here at KMP. I wonder about their mistakes and possibly their regrets. Would any of them have a similar answer to the question that was asked of me? Do any of our Leaders have fears about sharing the “spotlight”? Do any of our people in positions of Leadership have anxiety about letting other workers step forward and be celebrated for a job well done?

Is there anyone in our company that always needs to hold the mic? Do they experience fear or haunted by the notion that their voice is not being herd?

Sharing the mic or exposing our workforce to the next level of personal development and workforce opportunities is a great way to not only expand our employees, but it ultimately expands and grows our company.

Any of our workers have access to excellent training platforms and development settings within our company for example, the Apprentice Training Program to the OSHA 30 Safety Classes. The many benefits and the different roads of opportunities for education and improvement give me great reason for hope in the future of our workforce, our employee family, and our company.

To sum up, my final thoughts in this way: when we provide a framework for work-site training, offer classes that promote ongoing leadership development and actively encourage our employees to reach new heights while engaged in real-time work experiences, we have not lost our way, we are not just marking-time or just trying to keep busy. Instead, with this type of action and direction, we are laying a foundation within our company that will be sound, solid, and stable for many years to come. That is the kind of company I want to work for and want to invest in and be a part of; it is within this type of company that employees will always be willing to share the mic!