Every righteous man who was called by divine destiny has always encountered the resistance of darkness.

When Moses was born, Pharoah tried to kill him. When Jesus was born, Herod tried to kill him. When David was anointed as king over Israel, Saul tried to kill him. The enemy is determined to destroy the destiny locked up on the inside of you.


When the Philistines heard that David had been crowned king of Israel, they tried to capture him; but David was told that they were coming and went into the stronghold. The Philistines arrived and spread out across the valley of Rephaim. Then David asked the Lord, “Shall I go out and fight against them? Will you defeat them for me?” – 2 Sam 5:17-19


Two Things David did When He Experienced Severe Persecution:

First, he retires to his stronghold  –a place of protection. It is a quiet place.

Second, he inquires of God –it is here that he inquires of God the strategy needed to defeat his enemy. God reveals it to him and he goes on to defeat the Philistines.


The enemy’s strategy is to attack you in the place of your destiny. His desire is to take you off your ordered path.


When God spared the life of apostle Paul after he and his crew survived a shipwreck, he found himself on the island of Malta, where he was bitten on his arm by a very poisonous snake. Why? It was the same arms that God used later to lay hands on the Islanders to heal them from their sickness and disease. The enemy will always attack you in the area of your destiny.


We must follow David’s example in response to the enemies of destiny.

Are you retreated, and are you listening to God’s instruction?

This is how you overcome any attack and remain on the victorious side life.

This is how you will fulfil the purpose for which God has created you!

Are you a victim of domestic violence? Do you feel pained and shamed and wonder why he is the way he is?

Men have more testosterone than women, for this reason, men tend to be more competitive and more aggressive than women.

Domestic violence is a crime, but there is another form of abuse that’s worse than physical abuse and that is emotional abuse.

You might think it could never happen to you, but emotional abuse happens even in the best of Christian homes. Verbal abuse is part of far too many relationships, with 98% of victims being female.

There is a Scripture that speaks strongly against verbal abuse:

Proverbs 22:24 says, “Do not associate with a man given to anger, or go with a hot-tempered man.”

What are the signs that you could be marrying or are married to an abusive man? I have compiled a list of 11 complexes of an abusive man.




1. The Controlling Complex


A controlling man is the greatest sign of an abusive man. An abusive man is prone to criticise, verbally abuse, control finances and isolate a woman from family, friends, Church…

2. The Entitlement Complex


Entitlement is the belief that ‘one has special rights without responsibility.’ This is why a man can make a baby with woman and never feel the need to care for them. He believes he is entitled to use and abuse a woman.


3. The Conceit Complex


An arrogant or selfish man thinks he is the centre of the universe, and the family rotates around him and his needs.


4. The Superiority Complex


A man who has a superiority complex thinks women are stupid, unworthy, sex objects or house servants.


5. The Possessive Complex


A possessive man sees his wife and his children as his ‘property’, meaning they don’t have a mind of their own. They should ‘feel’ and ‘do’ as he says!


6. The Confusing Love & Abuse Complex


When a man justifies violence for love: “I use violence to show them that I care.”


7. The Manipulative Complex


A man who has a manipulative spirit uses confusion, lies and distortion to project himself as good, and portrays his wife as evil and crazy. This is a Manipulator!


8. The Contradictory Statements & Behaviours Complex


A man who says one thing and does another… Nothing erodes trust and damages a marriage relationship more than this.


9. The Blame Shifter Complex


Another trait of a controlling man is when he shifts the blame:
“We are where we are because of you,” “you job,” “you attitude,” “your mother,” “your Children” or “Your Church.”

10. The Minimisation Complex


An abusive man would hit and bruise his wife, and instead of taking responsibility, he would minimise it by saying, “she made me do it!” “She drove me to do it.” Nothing justifies physical violence.

11. The Serial Abuser Complex


The man who is abusive to his wife, his children and every other relationship he is in.


If you are in an abusive relationship, you need to seek professional help.

It’s important to never loose sight of the fact that God has called you and has gifted you to do business. In the book of Deuteronomy, it says ” never forget the LORD your God for it is He who has given you the power (ability) to gain wealth…” So trust Him, by decree this confession over your life, to the One who has called you and give you special abilities to do business His way.

“Do not forsake wisdom, and she will protect, love her, and she will watch over you.”  (Proverbs 4:6.)

Father, let Your Wisdom prevail over my life and over my day.

I thank You, for helping me bring forth Profitable Opinions at Appropriate Times. I thank You, for helping all the members of my Career/Job/Business team to operate and flow together as a team in the name of Jesus.

I decree all unproductive and destructive; meetings, words, opinions on my Career/Job/Business will fail to take place. My righteous path has been directed to prevent me from planning and working on any project or person which will be a waste my time and energy.

I decree I can Hear the Voice of My Good Shepard.  His Wisdom is helping me make Wise Decisions on my Career/Job/Business all the time, I, therefore, operate in Accuracy in the Decision-making processor. I am profitable in everything my hand’s touch. Every spirit causing financial wastage is departing from my Career/Job/Business in the name of Jesus.

I decree, the Holy Spirit is showing me of things to come in the Career/Job/Business world, I have the cutting edge ideas, I have the foresight and operate insight that surpasses the wisdom of the Chaldeans.

I decree that Heaven’s Divine Wisdom is enabling me to Create and Develop New Products and New Services. Which was hidden for the Sons of God, before the beginning of time, which will amaze my friends and foes and be a Blessing to people’s lives.

I Praise You LORD, and Thank You for Hearing My Prayer in the Name of Jesus, Amen!


Being a leader is no walk in the park and the reality is, every person leads at some level. However, if you want to lead effectively for the long-haul, you must be a secure leader. Over the years I have seen how insecure leaders create drama, devastation and pain in the lives of those they lead or follow.

I’ve always wondered when (organisational or personal) pressure sprung up, why do certain individuals REACT like bully juveniles at the playground? Until it struck me, the root issue why many leaders who lose their cool and react like babies throwing tantrums under pressure is because of ––insecurity!

As I developed over time my understanding of this leadership disability, I’ve come to understand my own omens of insecurities that needed confronting and an exorcism thereof, if I was going to take my teams and organisation to the next level.


Insecurity always shows up in every leader’s life. It can be disguised, but it can’t be hidden.


People who aren’t secure in who they are display some common characteristics. Insecurity is a normal emotion when we are exposed to change or deviation, but as we mature in leadership – we should be aware and guard against the extremely debilitating impact of insecurity.

As you read the typical characteristics of and insecure leader, ask yourself if the following are true for you?


The 10 Faces Of Insecurity


1. Insecure Leaders Are Controlling


They love to recruit or hire people in their teams they can control.

This is a gross injustice to the organisation because insecure leaders don’t recruit or attract people who are better than they are or most suited for a job. They attract people who are not as good as they are…people with less experience or who are younger, who can be controlled mentally or emotionally.

This is a gross injustice to the organisation because insecure leaders don’t recruit or attract people who are better than they are or most suited for a job. They attract people who are not as good as they are…people with less experience or who are younger, who can be controlled mentally or emotionally.



2. Insecure Leaders Are Never Wrong


Have you ever worked with Mr or Mrs Perfect?

They are never wrong! Mistakes happen to everybody else, except their clan. They will misconstrue other people’s motives to fit their stories. It’s easier to ask the devil to repent than to get them to admit they’re wrong.

Insecure leaders have to be right. It is too a high price to pay to be otherwise. So they misinterpret what people do and why they do it, to make themselves emerge as the hero.

When secure leaders stand up to insecure people, they are written off and labelled as arrogant, jealous and controlling. Motives get misrepresented so they can be right each time. When you have a leader who can admit their mistakes without having to do a mental autopsy of the situation, you have gold!


3. Insecure Leaders Are Slave Masters


Insecure leaders are not collaborators or team players.

The only time they will run with your idea is when they have an ulterior motive. Insecure leaders don’t look for the best ideas because they are interested only in what they want! Being a slave master is the only approach to achieve this.

They known to abandon integrous relationships.  They are bum lickers to all who are disloyal followers.

Rather than honest, loyal friends and teammates.


4. Insecure Leaders Are Defensive


Insecure leaders flare their insecurity when ideas or decisions they make are challenged or not accepted.

They are protective of their titles and performance. They paranoidly look over their shoulder, continually expecting someone to question them or their authority.

5. Insecure Leaders Interpret Disagreement as Disloyalty


Insecure people don’t see people as people; they see them only as either on ‘my side’ or ‘against me’. They think the sun and the universe rotates around them.

They think the universe rotate around them.


5. Insecure Leaders Misemploy Conflict


Insecure leaders either avoid conflict through passivity or aggressivity.

They look at every situation as a potential conflict. They are either too soft or uncaring.

Secure leaders handle conflict with truth and grace working together because relationships matter more than being right.


6. Insecure Leaders Are Controlling


Insecure leaders use information to keep the spotlight on them.

They assume all key assignments which would give attention to them. They unashamedly employ the words like ‘I’ and ‘My’ more than ‘We’ or ‘Our’.


7. Insecure leaders Never Invest In Others


Insecure leaders limit opportunities for others to advance.

They keep people under their control; to protect their position. They are cautious of stronger leaders. They have ‘yes-man’ around them and guard against anyone who displays leadership potential. They hand out titles only to those they believe will never question their intention.


8. Insecure leaders Refuse to Handle Difficult Situations


Insecure leaders love the political card.

They fear not being liked, so they often ignore the most awkward situations. They talk behind people’s backs rather than to them. They are likely to say one thing to one person and something else to another – depending on what is popular, easy and non-confronting at the time.


9. Insecure leaders Are Jokers


Insecure leaders often use jokes as a coping mechanism to divert attention from the issues they don’t want to face.

Again, they don’t want to handle the hard stuff – and want to be liked – so when they make people laugh; it gives a false sense of security.


10. Insecure leaders Love Mirrors


Insecure leaders always carry mirrors, mirrors on them, mirrors near them.

They are overly concerned about personal appearance. While this is not always the case, but it is most of the time true. They are too conscious of their clothing, hair and appearance. They are afraid of not being in style, wanting to be accepted. They are constantly looking for the latest fashion or gadgets. (The opposite could also be true. The insecure leader is careful not to stand out, so they appear to have no concern for personal appearance at all.)


Question: Which of these points are true concerning you? How will you change any of these insecure traits to become a more stable leader? 

Most executives and managers believe they don’t have enough time. Yet we live in a century where the rise of technology has created efficiencies in our productivity which has helped reduce the amount of time and effort it takes to do many of our tasks and jobs; giving us more time.

So why do you still complain that you don’t have any time?

We’ve all been granted a 24-hour day. Why do the highly efficient seem to get more out of their day than others, yet both started and ended with the same amount of hours – Why?

Do We Have Enough Time – Is Not the Issue

The real issue is how we choose to invest our time. The issue is not whether we manage our time. The real issue is how we manage our lives.

Effective leaders don’t spend time, they invest time. There is an important distinction.

Often you hear the performance experts teach on “Time Management”. However, there is no such thing as time management.  

No matter how wealthy or wise you are, time cannot be managed.

Time cannot be bought, sold, stopped, saved or carried over into the next day.

The wealthiest individual cannot buy one single second more to add to his day, nor can the wisest individual bank it in a vault and use it some day.

People often say, “I will make more time…” I often respond with, “If you have the formula to make more time, please share it with me.” You cannot make more time and neither can you manage it.

Effective leaders don’t manage time, they manage their priorities.

‘Priority Management’ is the secret to best business practice and is an effective tool that yields the highest return on productivity with less output. As an executive, it is vital to understand the art of priority management as a tool for business efficiency. In business you have financial systems, sales systems and operational systems, why don’t you have a system to monitor priorities?

Incorporate Priority Management Practices into Your Daily Agenda to Create an Effective Priority Management System.

If you want to gain more productivity out of each day, I suggest that you follow these Priority Management Practices to create a Priority Management System that works for you:

1. Embrace an Empowering Mindset

Any hesitancy regarding direction of your goals is a stress inducer and a time waster.

You may be thinking what does this point have to do with priority management. Let me briefly explain. Making your success personal is the first and most important step to productivity.  Worry is the biggest time waster. Worrying is the most unproductive and futile activity. The average person thinks about 20, 000 thoughts a day. Unfortunately, 70%–80% of those thoughts are negative. This means if you are an executive, you are spending a lot of time thinking unproductively. These deleterious thoughts stop you from accomplishing what you want to  because it creates fear, doubt, indecisiveness and immobility of action. Any hesitancy regarding direction of your goals is a stress inducer and a time waster.  (See my next article for more information…)

2. Start Your Day the Night Before

Effective leaders create their game plan before, never during the game.

Effective leaders create their game plan before, never during the game.  Your day starts the night before. Delineate your priorities the night before for the following day. Pay close attention to the ‘who’s and what’s’ that I call ‘time thieves’ – these stop you from reaching your goals. If you are derailed, get back on track and move forward with precision focus. Keep track on how you invest your time throughout the day.

3. Let Your Agenda Run Your Day

Let your agenda run your day, not the problems or emergencies of other people.

Let your agenda run your day, not other people’s problems or emergencies. Your agenda is like two identical suitcases. Why is it that one person can pack more into it than the other? The answer is simple. It is what you decide to pack in. Have you ever been on a business trip and packed an item into your suitcase and travelled across the globe to realise you did not need it. This is effort with zero or little return.

The Number One Priority in Business Today Is Eliminating Distractions and Interruptions.

Two of the greatest inventions of my time have been the laptop computer and wifi. The laptop means I no longer have to stay in one place to be productive in my business life. Wifi has allowed me to stay connected to people all around the world with the touch of a button.

My greatest frustration is when either of these do not work. Sometimes wifi cannot be used because I am out of a wifi connectivity zone. Sometimes I cannot use my laptop because I have not properly charged it, and then the charge runs out while I am on an airplane – the epitome of unproductiveness!

Let the morning bring me word of your unfailing love, for I have put my trust in You. Show me the way I should go, for to You I lift up my soul. – Psalm 143:8

Both of these situations mean I am unable to tap into the resources that allow me to fulfil my calling in my work to the fullest.

The morning time with God is much like these situations.

God pours His Word into my spirit, and I am recharged. This recharging has an important effect on my day. It allows me the greatest opportunity to hear the small voice that directs my steps. If I am not “connected,” I risk following my own ways of fulfilling the duties of my day. It sets forth the opportunity for God to speak into my spirit what He desires for me each day. It allows me to focus on God’s purposes, not mine.

The only way to know someone is to spend time with him or her.

The only way to discern the voice of another is to hear that person’s voice.

David the author of this Psalm, was a warrior, king and businessman. He understood this principle of connecting with God in the morning.

His morning allowed him to connect with God’s love, renew his trust in Him and hear His directions for his life.

Shouldn’t you and I do the same?

From the moment you accept any form of a leadership position, conflict is inevitable because of differences in personalities and expectations. Wherever there are people, you will have friction. Particularly if you are the kind of leader who takes responsibility.

“Thou shalt be opposed, resisted and misunderstood” –  our indebtedness to the role of leadership, writes Hans Finzel in his book “The Top Ten Leadership Commandments.” While it’s impossible to turn off your reactions to what others think of you or say about you, you don’t have to compare yourself with others, and you can always take people’s opinions (constructive or destructive) with either a grain of salt or a bucket of sugar. That way, no matter what toxic people are thinking, saying or doing, your self-worth comes from within and your focus cannot be derailed!

I’ve also discovered over the years through leading a variety of people, regardless of what they think about you, at any particular moment, one thing is certain—you’re never as good or bad as they say you are.

When the leader has the capacity and emotional maturity to feel good about something that they’ve done, they won’t let anyone’s opinions or snide remarks take that away from them.

At the same time, it is vital to understand and appreciate the diversity of personalities and human psychology behind why people are the way they are.

Whether you are expanding conversations beyond the individual into teams, there are eight types of difficult personalities and several tenets you have to always remember when engaging them.

8 Types of Difficult Personas and What To Do With Them

The Chronic Complainers
The Silence of Lambs
The Challenger
The Dominator
The Unfocused Loafer
The Drama Queen
The Offbeat Worker
The Follower

Let’s take a quick look at each of these difficult personas who you may find challenging and what you can do about them.

1. The Chronic Complainers


It’s hard to be positive and productive when you have someone complaining in your ear all day. Chronic complainers believe the world is out to get them, but the truth is that they may not even know that they complain so much. There is a difference between a chronic complainer and a negative person. An optimist sees: “The glass half full.” A pessimist sees: “The glass half empty.” A chronic complainer sees: “The glass that’s chipped, holding water that isn’t cold enough because it’s tap water when I asked for bottled water.” And wait there’s more, “a smudge on the rim, which means the glass wasn’t cleaned properly and now I’ll probably end up with some kind of virus. Why do these things always happen to me?!”

Most of the time chronic complainers are the way there are because they don’t have anyone to vent to. At times, one good venting session could do the job. They want to be heard. You don’t have to say a single thing that helps or goes against them. Just listen, nod, and show that you’re validating their issues.

Once you’ve shown them you’re listening, you’re ready to deploy the ultimate weapon – Validation! The number one priority, but once you’ve done that, it’s time to sympathise. Make certain that you express sympathy authentically and avoid sarcasm. Your employees can tell when your sympathy is fake and sarcasm will create more problems.

Most of the time validation and sympathy are enough to ease any chronic complainer, but there are still some things you can do for the really tough cases – Deflection!

Deflection is a way for you to respond to them without shutting them down or telling them they’re wrong. These are deflection examples:

  • If they’re complaining about a specific person: “It sounds like you and him have something to talk about.”
  • If they’re complaining about something else: “That’s terrible. I don’t know how you deal with that.”
  • When all else fails, give them a different kind of attention: “What’s going well for you?”


Leaders assist chronic complainers

  • By avoiding arguments that lead to potential disagreement.
  • By rather asking “do you want my opinion?” instead of telling them what to do.
  • By avoiding telling them that “they aren’t so bad,” the truth is, it is hard for one to remain positive with them complaining as much as they do. Only they can change themselves.
  • By avoiding the complaining about other workers with a complainer, this is damaging to your reputation as a leader.
  • By drawing the line if things have gone too far. They’ll know that their complaining has gone out of hand.

2. The Silence of Lambs (The Shy or Quiet One)


The workplace is very verbal, immersing with questions and conversation. But not all employees process the workflow in the same way. Those that are shy or reserved may benefit more from smaller groups. But do not assume that quietness means lack of engagement or weakness. Leaders such as Eleanor Roosevelt, Gandhi and Warren Buffett have all one thing in common; they are introverts.

Introverts are people who “refuel” by spending time alone. They need periods of solitude in order to thrive, be more creative and more productive.

Leaders assist the shy and quiet

  • By understanding that quietness does not mean weakness.
  • By investing meaningful time to help cultivate and maximise their hidden talents and abilities.
  • By helping them to capitalise on alone time to “refuel.”
  • By coaching them on how to use solitude to thrive, be more creative, and more productive.
  • By giving them time to think, plan and prepare.
  • By respecting their space.
  • By respecting their silence.
  • By becoming their voice when necessary.

3. The Challenger


Challengers are programmed to be oppositional and disrespectful.
When presented with a proposal, suggestion, directive or idea, they automatically point out flaws, obstacles and potential problems.

Challengers are not at all reluctant to disagree with you. In fact, they rather enjoy challenging the leader, because they feel it establishes their sovereignty.

They begrudge authority and never show respect just because the person has a title. The challenger’s focus is on winning the argument, not resolving the problem. They would rather win an argument and lose the relationship.

Challengers have a high demand for control. When they feel that others are attempting to constrain or direct their behaviour, they become rebellious. They’ve learned (from a young age) to get their way by throwing tantrums or employing intimidation tactics.

They are independent spirits, meaning that, they do as they please.
They commit meeting felon by dominating the discussion and derail the stated purpose of the meeting.
They will challenge everyone, but prefer weak leaders or managers who easily backle in the face of opposition.

They want to work or “serve” someone where they can dominate.
Their rebellious behaviour will eventually derail their career and prevent them from achieving their goals.

Leaders assist dominators

  • By not allowing yourself to be intimidated by a challenger’s forceful behaviour.
  • By never giving in or change plans just because the challenger may be unhappy or resistant.
  • By avoiding getting “hooked” into endless debates and energy consuming arguments.
  • By calling them into a face-to-face discussion and ending the discussion at the appropriate time.

4. The Dominator


A great skill to teach your team is “bottom lining” – what is the bottom line? Or how to speak less by speaking right to the heart of the issue, in a few words as possible.

However, dominators just love to dominate. They don’t care if someone else has something more important to say, they are inconsiderate towards time allocations.

Dominators tend to get into power struggles with their leaders. They act as if they are the leader or manager. They know how to take-over a meeting because they don’t like to be ‘managed’, they may resist direction or ignore your instructions.

They are title and position conscious. They like to broadcast their accomplishments. So titles and public recognition are important to them.

They love the fact that spineless managers or supervisors allow them to do whatever they want and leave a power vacuum for them to fill. But powerful leaders are the only people they respect.
Dominators respect leaders who are comfortable using power.

Leaders assist dominators

  • By being comfortable with their own authority and by using their position when necessary.
  • By knowing when to make firm decisions.
  • By not fearing confrontation and leaving a power vacuum.

5. The Unfocused Loafer


They are the ones who are usually found lingering in the cafeteria, openly wasting company time on Facebook or chatting in the parking with someone for a lengthy period (which proves that ‘unfocused-ness’ can be contagious).

Unfocused workers are hard to stop. They know how to find legitimate reasons to leave the office. They are masters at avoiding tasks they don’t like. They never develop a strong work ethic.

Unfocused workers are unmotivated, they dislike their work and have trouble bringing any energy to it.

They love leader/managers who leave them to do whatever they want. They prefer to have as little supervision as possible. They adore leaders who are afraid to address performance issues.

Unfocused workers need to be reminded that their paycheck represents an investment by their employer. Their employer has the right to expect a certain return on that investment. Therefore, the company “owns” the employee’s work time and reasonably expects that the time will be applied for the employer’s benefit.

Leaders assist the unfocused loafer more efficiently

  • By clarifying and defining specific objectives for the employee to meet.
  • By setting regular times for feedback and follow-up meetings to ensure that work is getting done.
  • By addressing unfinished projects or missed deadlines immediately.
  • By insisting that work be completed.
  • By ensuring that the employee observes scheduled work hours.
  • By being a regular presence in the work area so that you know what’s going on.
  • By praising their productivity, progress and punctuality.
  • By confronting non-performance issues as soon as they arise.
  • By avoiding the acceptance of tacky work or tolerating lame excuses.
  • By permitting unfocused employees to work from home or in a remote location.
  • By “rewarding” laziness by giving difficult tasks to someone else.


5. The Drama Queen (or King)


Drama queens thrive on attention and excitement, so spotting them is easy. For drama queens, a quiet and productive workday is just not enough or very rewarding. So they try to spice things up with dramatic pronouncements, juicy gossip, hurtful rumours or by emotional tantrums.

You don’t have to ask how a drama queen feels because they wear their problems on their sleeves. You can tell only by a look that something is on their mind. They are expressive and animated. The more subdued find drama queens exhausting and try to avoid them.

When their work environment doesn’t provide enough excitement, they will try to create some, because they flourish on emotional stimulation, regardless of whether the emotions are positive or negative.

As one drama queen said to her husband, “We haven’t had a good fight in a long time!” The truth about them is, they are rather insecure and only feel important when everyone is focused on them.

When your sense of pleasure and satisfaction are derived from the opinions of other people, you are no longer the master of your own happiness. This places a drama queen on a perpetual emotional roller-coaster.

Drama Queens prefer leaders/managers who will spend time licking their wounds or listening to their stories, sympathising with their troubles and getting involved in their crisis.

Their behaviour usually indicates an immature personality. For long-term success, these type of workers must learn to expand their view of the world (the world is bigger than their problems), focus their energy towards work-related goals (relationship must complement productivity) and contain their emotionality (emotional intelligence coaching is needed.)

Leaders assist drama queens more efficiently

  • By insisting on face-to-face interaction than emailing.
  • By keeping the focus on your work-related goals.
  • By organising regular meetings to discuss progress and challenges.
  • By being prepared to invest some time (but not too much) engaging in trivial conversation.
  • By understanding that drama queens love an audience, so give them a stage when appropriate.
  • By helping them understand how excessive emotionality may turn-off co-workers.
  • By not accepting their inappropriate behaviour, listening to endless stories or responding to constant complaints.
  • By avoiding the drama queen to waste time with gossip or gripe sessions.
  • By never giving in to unreasonable requests simply to make the drama queen shut up.


6. The Offbeat Worker


The offbeat employees live in a world of their own. They’re on an entirely separate orbit. They make “seemingly” off-the-wall comments in meetings. They begin conversations in the middle of a thought. Regardless of the topic being discussed, they seem to be thinking of something else. This is sheer intellectual torture for the strategic leader.

Most of the team are often unsure how the off-beat worker’s comments or suggestions relate to the subject at hand. They often feel uncomfortable having a person sit in a strategic meeting.

The offbeat worker may come up with ideas which, at least on the surface, seem rather difficult or impractical. Offbeat workers are usually friendly and cheerful people who have little interest in power or control.

They tend to be very abstract thinkers who focus on ideas and possibilities compared to facts and action steps.

Their thought processes are not linear so their conversations are not sequential and actions do not proceed in a step-by-step manner. However, their talent lies in seeing associations and connections that others may miss.

The off-beat worker prefers a leader/managers who will listen to their ideas and appreciate their insights. They are also happiest with leaders who do not force them to do routine tasks.

Leaders assist off-beat workers more efficiently

  • By teaching them to improve communication skills and enhance focus.
  • By defining clear expectations regarding results that must be accomplished.
  • By helping them break down large projects into smaller implementation steps.
  • By setting regular times for feedback and follow-up meetings to warrant that work is on track.
  • By explaining why more mundane or tedious tasks are important.
  • By providing feedback to encourage more concise verbal and written communications.
  • By stressing the importance of organised presentations.
  • By taking the time to understand the offbeat worker’s ideas, as they often have benefits that are not immediately apparent.
  • By paying attention when the offbeat employee brings up long-range concerns because they often have an uncanny ability to anticipate the future and, by providing opportunities to be creative.


7. The Follower


The follower’s main characteristic is dependence. They prefer clear instructions, frequent communication and continuous positive reinforcement.

Making decisions unsettles them because they are in fear of making mistakes and therefore they would rather not make a decision. This drives their leaders crazy! They will ask for information and clarification until they feel completely certain about what is expected.
Followers are reluctant to express disagreements because they fear making others angry and losing their support. They sometimes withhold their views, resulting in harboured resentments that they never express. Because followers are loyal, reliable and eager to please, leaders/managers usually view them as reliable ‘workhorses.’ But these employees will not realise their full potential unless leaders/managers encourage self-containment.

Followers thrive in safe environments. They believe safety can be attained through attachment to authority figures. Their primary emotional driver is fear: fear of making mistakes, fear of losing support, fear of disapproval, fear of being disliked, fear of breathing too loud.

Followers want to work for strong, friendly leaders/managers who offer consistent support and guidance. Regular communication with their leader/manager is imperative to them.

Leaders assist followers

  • By becoming more confident in their abilities.
  • By being more willing to express opinions and more comfortable making decisions.
  • By asking their opinions and making them feel safe to express it, and by appreciating them for their opinions.
  • By using their ideas if possible.
  • By gradually enlarging their scope.

The people of Israel wanted a king. God finally agreed.

Samuel was the prophet of Israel who was to anoint the man God had chosen. God selected a young man to be the first king of Israel–his name was Saul.

It is interesting to see how God used a business problem to lead Saul to his calling.


Now the donkeys belonging to Saul’s father Kish were lost, and Kish said to his son Saul, “Take one of the servants with you and go and look for the donkeys. – 1 Samuel 9:3


It seems that Saul’s father ran a business that used donkeys. During those days donkeys were often used for commerce. It was obviously important to the father to find these lost donkeys, so he sent Saul and his servant to track them.

They went from region to region, unable to find the donkeys. Finally, Saul told his servant that they should go back. He thought that his father would be worried.
But the servant replied, “Look, in this town there is a man of God; he is highly respected, and everything he says comes true. Let’s go there now. Perhaps he will tell us what way to take” (1 Samuel 9:6).
Saul took his advice. Near the town they met some young girls who told them that Samuel had just come to their town that day.
When they arrived, they met Samuel who told them that the donkeys were safe and he would also tell Saul the next morning all that was in his heart. He then informed Saul of his new calling to be the next king of Israel.

Notice how God can interfere with our business circumstances to get our attention?
Notice what circumstances led to Saul receiving his call?
It started with a business problem – lost donkeys. It resulted in connecting Saul to Samuel through some divine appointments and circumstances. God still does this today.

God will provide the necessary circumstances to accomplish His purposes in your life.
You must realise that a business problem may lead to a new calling for your life or innovative solutions to traditional business challenges.

Saul had no idea lost donkeys would be the instrument used to change his life. So too, we must realise God’s ways are not our ways.
Trust him, even if you may lose an account or a tender, it means something greater is about to find you!

God’s Word is clear concerning Satan’s final destruction. His defeat is inescapably certain, but until then, he has not ceased from his work as the accuser of the brethren.



Look at what Revelation 12:10 says,

“I heard a loud voice in heaven saying, ‘Now the salvation and the power and the kingdom of our God and the authority of his Christ have come, for the accuser of our brothers has been thrown down, who accuses them day and night before our God.’”

An accusation means,

“The act charging with a crime or offence.”

Heaven has a Court Room. God is our Supreme Judge. Jesus is our Righteous Advocate, the Holy Spirit our Eternal witness.

God, defends us and secures justice for us (Deut 10:18, Psalm 140:12.)

Jesus is our Intercessory advocate. He speaks in our defence; He defends us being accused or charged by the devil ( 1 John 2:1.)

The Holy Spirit, speak on our behalf. He is the evidence bearer, the comforter, encourager or exhorter, one who gives aid, who comes forward on behalf of and as the representative of another (John 14:16.)


If we are going to get our “prayers” answered, we must realise we have to “win” in the courts of Heaven first.

The initial conflict is not on a battlefield, (the place of work, business or wherever the enemy seems to conflict with you,) the conflict is in a (Heavenly) Courtroom.

This is a very important to understand. The protocol and behaviour of a battlefield are completely different from the protocol of a courtroom.

The battle is a legal battle formerly, where we silence the accuser who has built a case to hold territory.

As a lawyer who pleads his case before a judge, you can “Plead Blood of Jesus,” before God, to remove every legal right the devil has to resist us. This is a legal process in the spirit realm.

Once this is done we can then march to the battlefield and win every time. Revelation 19:11 gives us the order that Jesus Himself uses to accomplish His will.

“Now I saw heaven opened, and behold, a white horse. And He who sat on him was called Faithful and True, and in righteousness, He judges and makes war.” Revelations 19:11

Jesus “judges,” which is judicial activity, and then Jesus “makes war” which is on the battlefield.

Aren’t you excited you have Jesus who Judges and Fights every battle for you right now? Glory Hallelujah!

Once we have silenced the accuser and the adversary and gotten the verdict from our righteous Judge, then we march to the battlefield and win and advance the kingdom.


Let’s Pray;


Heavenly Father, my righteous Judge, my vindicator and compensator,

I plead the Precious Blood of Jesus sprinkled upon the Mercy Seat, over every sin of mine, known or unknown in your Presence today.

I thank you for acquitting my name from all guilt,
for imputing my name with your righteousness and showing me mercy.

Lord Jesus, my faithful intercessor and heavenly advocate,
I thank you for;

Pleading my case before the Throne of Grace.

For silencing the accuser, right now on my behalf.

For rebuking satan the devourer, the thief and murderer, from my life, and house hold right now!

My legal precedent is through God’s Word; (2 Cor 10:5,)

I decree and claim in the Name of Jesus; (John 14:13,)

Bodily Healing through the stripes of Jesus, I am healed, and I will live long and be strong! ( 1 Peter 2:24, Psalm 91:16.)

I decree and claim in the Name of Jesus;

Favour for a financial increase over my life, and over my children’s children through the Blessing of Abraham! (Galatians 3:14, Deut 8:18.)

I decree and claim in the Name of Jesus;

Vengeance of the LORD, against every tongue that has raised up against me, that it is being refuted right now! ( Isaiah 54:17.)

Father God I know You love justice and mercy, I thank you I will get my answers quickly.

I Praise You, for your Faithfulness,

In the Name of Jesus, Amen!

I recall the time I spent in the secular workplace. It didn’t take long for non-believers to realise I was different. I didn’t participate in their dirty jokes, their foul language, criticism of management or life for that matter!

About midnight Paul and Silas were praying and singing hymns to God, and the other prisoners were listening to them.-Acts 16:25-26.

Neither did I judge any of them for their behaviour, because they were merely acting the way they should act, as those who do not have Christ in their lives.

They were all precious, but they were as prisoners awaiting their salvation and I believed God placed me there that I might be His instrument to lead them to my Saviour. I’ve had the privilege to pray, to encourage and above all, lead many to accept Jesus as their Lord and Saviour. Even though much more did not receive the LORD, my life bore a powerful testimony of His Love.

I would often be known as the “priest” orpastor.” It wasn’t because I would stand on the cafeteria tables during lunch and “preach!” It just happened naturally. When foul language was the “lingua franca” an apology was always rendered to me, not because I was “special” but because of who I carried on the inside of me.

The Christ in me naturally made me stand out. Jesus called us to be the “salt and light” of any life situation.

The spirit of the secular workplace is contrary to the Kingdom of God, so children of light will always shine the brightest in any situation.

When Paul and Silas were in prison, their witness to all those who were spiritually imprisoned was remarkable. Their lifestyle of Worship and Prayer in the midst of awful conditions stood out in stiff contrast to their circumstances.

They didn’t pray and sing to sound “religious” or to “impress” the cell mates. No! They simply did what was natural to them. Yet still “the other prisoners were watching and listening.”

No matter where you are, others are watching you – to determine if your faith is real or if you’re an imposter or a fake.

The world is looking to discredit our faith. Nobody knows better how a Christian should behave than a non-Christian.

You are a witness always whether you choose to be or not.

“The jailer called for lights, rushed in and fell trembling before Paul and Silas. He then brought them out and asked, ‘Sirs, what must I do to be saved?'” (Acts 16:29-30).

When you begin to reflect the Love and Power of Christ in your life you won’t have to have an evangelism programme to win others to the Kingdom. It will be a fruit of your life. The “fish” will come to the shore where you are standing.

Beware how you conduct your life today.

Because the prisoners are watching and listening…

Do they see the Christ, the Son of the Living God in you?