Transformational Leadership and the Development of Future Leaders

Abstract

Transformational leadership is widely recognized as one of the most influential leadership styles for developing future leaders. Rather than focusing solely on supervision and performance outcomes, transformational leaders inspire followers to grow, innovate, and reach their full leadership potential. This article explores how transformational leaders influence the development of future leaders through vision, mentorship, intellectual stimulation, and empowerment. Drawing on foundational theories from James MacGregor Burns and Bernard M. Bass, the article highlights how transformational leadership practices foster leadership capacity and promote long-term organizational success.

Introduction

Organizations today operate in environments characterized by rapid change, technological advancement, and increasing complexity. As a result, leadership development has become a critical priority for ensuring sustainability and long-term success. Within the field of Leadership Studies, transformational leadership has emerged as a prominent framework for understanding how leaders inspire and develop others.

Transformational leadership focuses on motivating followers to exceed expectations while simultaneously cultivating their leadership potential. Unlike traditional transactional leadership, which emphasizes rewards and performance monitoring, transformational leadership encourages followers to think creatively, develop confidence, and take initiative. Through these processes, transformational leaders play a significant role in shaping the leaders of the future.

Foundations of Transformational Leadership

The concept of transformational leadership was first introduced by James MacGregor Burns in his 1978 work Leadership. Burns described transformational leadership as a process in which leaders and followers raise one another to higher levels of motivation and morality. This perspective emphasizes the relational and developmental nature of leadership.

Later, Bernard M. Bass expanded Burns’ ideas by developing a more comprehensive framework. Bass suggested that transformational leaders inspire followers to achieve outcomes beyond expectations while also developing their leadership abilities (Bass, 1985). According to Bass, transformational leadership consists of four primary components:

Idealized Influence – Leaders serve as ethical role models whom followers respect and trust.

Inspirational Motivation – Leaders communicate a compelling vision that motivates followers.

Intellectual Stimulation – Leaders encourage creativity and critical thinking.

Individualized Consideration – Leaders provide personalized mentorship and support.

Together, these elements create an environment that nurtures leadership development.

Building Confidence in Emerging Leaders

One of the most important ways transformational leaders influence future leaders is by building confidence and self-efficacy. Transformational leaders encourage followers to take ownership of their responsibilities and participate actively in decision-making processes. When individuals are trusted with meaningful responsibilities, they develop a stronger sense of competence and leadership identity.

Research indicates that leadership confidence is often developed through experience and mentorship. By providing opportunities for followers to lead projects or contribute ideas, transformational leaders allow individuals to practice leadership skills in supportive environments. These experiences serve as stepping stones toward future leadership roles.

Encouraging Innovation and Critical Thinking

Transformational leaders also play a critical role in fostering intellectual growth among followers. By encouraging individuals to challenge assumptions and explore new ideas, leaders help develop innovative thinking and problem-solving abilities.

In today’s rapidly evolving organizational landscape, future leaders must possess the ability to adapt and respond to complex challenges. Transformational leaders create psychologically safe environments where followers feel comfortable expressing new ideas and learning from mistakes. This culture of experimentation strengthens the analytical and creative capacities required for effective leadership.

Mentorship and Individualized Development

Mentorship is another essential component of transformational leadership. Through individualized consideration, leaders recognize the unique strengths, goals, and aspirations of each follower. Rather than applying a uniform leadership approach, transformational leaders tailor their support to meet individual developmental needs.

Mentorship may involve coaching, constructive feedback, or providing professional growth opportunities. Observing the behaviors and values of transformational leaders also allows emerging leaders to develop ethical awareness and interpersonal skills. Over time, these interactions shape followers into capable leaders who can guide others with integrity and empathy.

Creating a Culture of Leadership

Transformational leadership contributes to the creation of a leadership culture within organizations. In such environments, leadership is not confined to a single position but is distributed across multiple levels of the organization. Employees are encouraged to take initiative, mentor peers, and contribute ideas for improvement.

This leadership culture promotes continuous learning and collaboration. As individuals develop leadership capabilities, they are more likely to mentor others, thereby sustaining a cycle of leadership development that benefits the entire organization.

Conclusion

Transformational leadership plays a crucial role in shaping the leaders of tomorrow. By inspiring vision, encouraging innovation, and supporting individual development, transformational leaders empower followers to realize their leadership potential. Through mentorship and example, they cultivate individuals who are capable of guiding organizations through future challenges. As organizations continue to navigate complex and dynamic environments, the importance of developing effective leaders cannot be overstated. Transformational leadership provides a powerful framework for nurturing the next generation of leaders who will inspire progress, foster collaboration, and sustain organizational success.

References

Bass, B. M. (1985). Leadership and performance beyond expectations. New York, NY: Free Press.

Burns, J. M. (1978). Leadership. New York, NY: Harper & Row.

Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Thousand Oaks, CA: Sage Publications.

The Role of Transformational Leaders in Driving Organizational Change

Organizational change is inevitable. This is what Allan Cay called “The Winds of Change”, developed more in his book ” Change Leader? Who Me?” https://amzn.to/4sv53tV .Whether driven by technology, globalization, workforce diversity, or shifting societal expectations, organizations must continuously adapt to survive and thrive. Yet, change often meets resistance, uncertainty, and fear. What makes the difference between failed change initiatives and successful transformation is leadership—specifically, transformational leadership.

Transformational leaders do more than manage change; they inspire people to believe in it, participate in it, and sustain it.

Understanding Organizational Change
Organizational change involves altering structures, processes, cultures, or strategies to improve effectiveness. While policies and systems matter, people ultimately determine whether change succeeds. Employees may resist change due to fear of the unknown, loss of control, or lack of trust in leadership.

Creating and Communicating a Compelling Vision
Transformational leaders begin change by clearly articulating a compelling vision of the future. Rather than focusing solely on procedures or outcomes, they explain why change is necessary and how it benefits individuals and the organization.

Inspiring Trust and Commitment
Change requires trust. Transformational leaders build trust through transparency, consistency, and ethical behavior. They communicate openly, acknowledge challenges, and model the behaviors they expect from others.

Empowering Employees as Change Agents
Transformational leaders empower employees to participate in the change process rather than relying solely on top-down directives. Encouraging creativity, inviting feedback, and recognizing contributions increases ownership and engagement.

Addressing Resistance with Empathy
Resistance is a natural response to change. Transformational leaders seek to understand concerns through active listening and empathy.

Sustaining Change Through Culture
True transformation extends beyond short-term initiatives. Transformational leaders embed change into organizational culture by reinforcing shared values and continuously developing people.

Final Reflection
Organizational change is not just a strategic challenge—it is a leadership challenge. Transformational leaders drive change by inspiring trust, empowering others, and aligning vision with action.

Disclosure: This article contains affiliate links. If you purchase through these links, I may earn a small commission at no additional cost to you.

The Power of Self-Awareness in Leadership Development

Leadership does not begin with managing others; it begins with understanding oneself. Self-awareness is one of the most powerful yet underestimated tools in leadership development. Leaders who understand their values, emotions, strengths, and limitations are better equipped to lead with authenticity and confidence.

Self-aware leaders recognize how their behavior impacts others. They listen actively, accept feedback without defensiveness, and continuously reflect on their actions. This level of awareness allows leaders to adjust their approach, build stronger relationships, and foster trust within their teams.

One practical way to develop self-awareness is through daily reflection. Taking a few minutes each day to ask questions such as “What went well today?”, “What challenged me?”, and “How did I respond?” can significantly improve emotional intelligence over time. Journaling or quiet reflection helps leaders identify patterns in behavior and areas for growth.

Another essential aspect of self-awareness is understanding personal values. When leaders are clear about what they stand for, decision-making becomes more intentional and aligned with purpose. Values-driven leadership creates consistency and credibility, both of which are essential for long-term influence.

Many leadership experts emphasize that self-awareness is the foundation of transformational leadership. Leaders who invest in personal growth naturally inspire others to do the same. A helpful resource that expands on these principles is 7 Habits of Leadership, which explores how personal habits shape effective leadership https://amzn.to/4jruubx

In conclusion, leadership growth is an inside-out process. By developing self-awareness, leaders strengthen their ability to lead authentically, communicate effectively, and create positive change. True leadership transformation starts within.

Marthe Annan Kingsley

Disclosure: This article contains affiliate links. If you purchase through these links, I may earn a small commission at no additional cost to you.

Becoming a Transformational Leader: Daily Habits That Transform You

  1. Begin Each Day with Purpose
    Transformational leaders start their day by reconnecting with their “why.” Instead of immediately jumping into emails or tasks, they spend a few minutes clarifying their intentions for the day.

Transformational leadership isn’t something people are born with; it’s something leaders build every single day. What sets transformational leaders apart is not just their vision, but the daily habits that shape their mindset, strengthen their character, and inspire the people around them. Whether you lead a team, a classroom, a community, or a family, these habits can help you develop the influence and presence needed to inspire growth and positive change.

Ask yourself: What impact do I want to make today? Who needs my encouragement or support? This practice fuels focus, motivation, and authenticity

  • Practice Active Listening
    One of the most powerful habits of transformational leaders is listening deeply. They don’t listen to respond—they listen to understand. This builds trust, reduces conflict, and strengthens relationships.

Try this today: Pause before answering. Make eye contact. Reflect what the other person is saying.

You’ll notice people feel heard and are more willing to follow your leadership

  • Model the Behavior You Want to See
    Transformational leaders don’t just talk about values—they live them. Whether it’s integrity, respect, or excellence, they set the tone through their actions.
  • Many leadership scholars emphasize the importance of daily habits. One book that aligns strongly with transformational leadership principles is 7 Habits of Leadership. This book provides practical guidance for leaders seeking to grow intentionally and lead with purpose.https://amzn.to/3KVv4S9 ( recommended)

    You become transformational when people can say, “If they can do it, so can I.”
  • Encourage and Develop Others
    Transformational leadership is not about having followers; it’s about developing other leaders. Every day, look for small opportunities to mentor, uplift, or empower someone.

    Ask: What strengths do I see in this person? How can I help them grow?
    A simple word of encouragement can change someone’s trajectory.
  • Reflect Before You Rest
    At the end of the day, transformational leaders take a moment to reflect.

    Ask yourself:
    – What went well?
    – What challenged me?
    – Who did I help today?
    – How did I grow?
  • If you are serious about developing transformational leadership habits.
  •  I recommend this book:
  • 👉 7 Habits of Leadership – A practical guide for building daily habits that strengthen influence, purpose, and impact.
  • 🔗 https://amzn.to/3KVv4S9

    Reflection transforms experiences into wisdom.

Final Thoughts
Becoming a transformational leader is not a destination; it is a daily journey. These small, consistent habits shape your mindset, strengthen your relationships, and increase your positive influence.

You don’t have to overhaul your life to become transformational. Start with one habit. Practice it every day. Transformation begins with intention and grows with repetition.

Marthe Annan Kingsley

Disclosure: This article contains affiliate links. If you purchase through these links, I may earn a small commission at no additional cost to you.

Storytelling as a Tool of Transformational Leadership

Introduction

Leadership is not just about strategy, policies, or authority; it is about inspiring people to believe in a vision and act toward it. One of the most powerful tools leaders have to achieve this is storytelling. Transformational leaders, who are defined by their ability to inspire, motivate, and bring meaningful change, use stories to connect hearts to missions and values. A well-told story can spark action, build trust, and leave a legacy that outlives the leader.

Why Storytelling Matters in Leadership

Facts inform the mind, but stories move the heart. Research in organizational psychology shows that while data convinces, stories inspire action. People may forget the numbers in a presentation, but they remember the story of a colleague who overcame challenges or the leader who transformed hardship into opportunity.

Transformational leaders understand this principle. They use stories to:

– Communicate vision in a way that resonates with people’s experiences.
– Inspire hope even in moments of crisis.
– Build a sense of identity and belonging within an organization or community.
– Model values by turning abstract principles into lived examples.

Historical Examples of Storytelling in Leadership

History’s greatest transformational leaders were also great storytellers.

– Dr. Martin Luther King Jr. did not just outline civil rights policies; he told a story of a dream where children of all races could play together, where justice would ‘roll down like waters.’ His storytelling transformed the civil rights movement into a moral awakening.
– Nelson Mandela used stories of unity and resilience to inspire South Africans to believe in reconciliation rather than revenge after decades of apartheid.
– Malala Yousafzai, by sharing her personal story of surviving an attack for attending school, transformed her voice into a global movement for girls’ education.

Their stories were not abstract speeches; they were vivid narratives that people could see themselves in.

The Transformational Leader’s Storytelling Framework

A transformational leader can purposefully use storytelling by focusing on four elements:

1. Authenticity – People respond to real experiences, not fabricated ones. Leaders must share stories of their own challenges, mistakes, and victories.
2. Vision – Every story should connect back to the bigger vision. It is not just about ‘what happened’ but about ‘what it means for our future.’
3. Empathy – Stories should center on the people being led. Leaders who reflect the struggles, dreams, and values of their community build stronger trust.
4. Action – A powerful story ends with a call to action. It invites listeners to join the journey and become part of the vision.

Storytelling in Organizations

In workplaces, storytelling is more than motivational speech. It is a leadership practice that drives culture and performance. For example:

– During Change Management – Leaders who share stories of successful transformation in other teams reduce resistance and inspire employees to embrace change.
– In Diversity, Equity, and Inclusion (DEI) Work – Sharing authentic stories of inclusion and exclusion helps employees connect emotionally to the importance of equity.
– For Innovation – Stories about past breakthroughs encourage teams to take risks and pursue creative solutions.

By weaving storytelling into daily leadership, transformational leaders turn strategy into something people believe in.

The Power of Personal Story

Every leader has a story. Transformational leadership begins when leaders are willing to be vulnerable and share not only their victories but also their struggles. When a leader tells the story of failing, learning, and rising again, it creates a culture where resilience and growth are valued.

For example, a leader who says, ‘When I first started this project, I was afraid of failing. But I found courage because others believed in me, invites the team to also take courageous steps.

Personal stories make leadership relatable. They show that the leader is not a distant authority figure, but a human who has walked through challenges.

Global and Cross-Cultural Dimensions

In African contexts, storytelling has always been a central way of transmitting wisdom. Proverbs, folktales, and oral histories carry leadership lessons across generations. Similarly, in American leadership traditions, stories of pioneers, civil rights heroes, and community resilience continue to inspire movements.

For transformational leaders working across cultures, respecting and using local storytelling traditions builds deeper trust and impact. A story that resonates in one culture may not have the same power in another. Leaders must listen, learn, and adapt their narratives.

Conclusion:

Transformational leadership is not about commands; it is about connection. And connection happens through story. Whether leading a nation, an organization, or a classroom, leaders who tell stories awaken imagination, stir hope, and inspire people to see themselves as part of something greater.

As leaders, we must ask ourselves: What story am I telling? Is it a story of fear or of hope? A story of division or of unity? A story that limits, or a story that liberates?

Because in the end, transformational leaders are remembered not just for what they achieved, but for the stories they told that moved people to rise, to act, and to believe in a better future.

Marthe Annan Kingsley

Rising Consciousness

Building Equity and Ending Africa’s Exploitation

For centuries, Africa’s vast resources and human potential have been drained for the benefit of others, leaving the continent burdened by cycles of dependency and injustice. Today, a new wave of consciousness is rising, one that demands equity among nations and rejects the exploitation that has long defined global relations. This awakening is not just Africa’s responsibility; it is a call to humanity. True progress for the world depends on dismantling systems of exploitation and creating partnerships built on respect, fairness, and dignity.

The Long Shadow of Exploitation

The history of Africa’s exploitation is as deep as it is painful. From the transatlantic slave trade to colonial occupation and the ongoing extraction of natural resources, European powers have reaped wealth from African soil while leaving many nations impoverished. Even in today’s global economy, the legacy of exploitation continues. Countries rich in oil, diamonds, cobalt, and gold remain some of the poorest, as profits are siphoned abroad and communities are left without access to basic rights and opportunities.

This unequal system is not only unjust, it is unsustainable. When one region of the world thrives at the expense of another, true global peace and prosperity can never be achieved.

Consciousness as a Tool for Transformation

Change begins with awareness. Rising consciousness means recognizing the structures of exploitation that persist, even in modern forms such as unfair trade agreements, resource dependency, and debt traps. It means asking hard questions:

– Why do African farmers earn pennies while foreign corporations dominate global markets?
– Why do African nations remain dependent on loans from institutions that benefit from their debt?
– Why is Africa’s youth potential not being invested in, while its minerals fuel industries abroad?

By bringing these realities to light, consciousness awakens both Africans and the global community to demand a new path one rooted in equity and fairness.

Equity Among Nations: A Shared Vision

Equity is more than equality. Equality assumes all nations are on the same level; equity acknowledges historical injustices and provides the tools for true balance. For Africa, this means:

1. Fair Trade Partnerships – Trade agreements must prioritize mutual benefit rather than exploitation.
2. Investment in Human Capital – Africa’s greatest wealth is its people. Education, healthcare, and innovation must be prioritized.
3. Resource Sovereignty – Nations must have the right to control and benefit from their own natural resources.
4. Debt Justice – The burden of debt, often inherited from colonial structures, must be re-examined and restructured.

Equity is not charity—it is justice. When all nations have the opportunity to rise, the entire world benefits.

The Role of Europe and the Global North

European countries cannot escape responsibility. For centuries, they benefited from systems designed to strip Africa of wealth and power. A new consciousness calls on them not just to acknowledge this history, but to act differently:

– Stop exploitative practices that keep Africa dependent.
– Support African-led development rather than imposing foreign agendas.
– Repair historical harm through restitution, fair investment, and honest dialogue.

Ending exploitation is not about weakening Europe—it is about creating a just balance where all nations thrive without dominance or dependency.

The Power of Africa’s Awakening

At the same time, Africa is not powerless. The rising consciousness among African leaders, youth, and civil society is reshaping the continent’s future. Across nations, movements for democracy, accountability, and innovation are growing stronger. Young Africans are demanding jobs, technology, and opportunities, refusing to let the continent remain a playground for foreign exploitation.

Africa’s awakening is a declaration: We are not victims of history. We are authors of the future.

A Call to Humanity

The struggle against exploitation is not Africa’s alone. It is a human struggle. The world cannot talk about justice, sustainability, or peace while tolerating systems that drain one continent for the benefit of another. Rising consciousness is about all of us leaders, communities, and individuals choosing to build equity among nations.

This call requires courage. It requires rejecting silence when exploitation is hidden behind corporate contracts or international diplomacy. As the African proverb reminds us: “Until the lion tells its story, the tale of the hunt will always glorify the hunter.”

Conclusion: A Future Without Chains

The chains of exploitation are heavy, but they are not unbreakable. With rising consciousness, Africa and the world can move beyond cycles of extraction and dependency to create true equity. This is not only possible, it is necessary.

If humanity is to rise together, nations must relate not as masters and subjects, but as equal partners in building a just and sustainable future. Africa is rising, and with it, the world must awaken.

Marthe Annan Kingsley

Building Self-Confidence

A Guide to Embracing Your Inner Strength

Self-confidence is the foundation of personal growth, empowering you to face challenges, pursue goals, and live authentically. It’s not about being perfect or fearless but about trusting in your abilities and embracing your unique qualities. Whether you’re looking to boost your confidence in social settings, at work, or in personal endeavors, this article explores practical strategies to cultivate and sustain self-confidence.

Understanding Self-Confidence

Self-confidence is the belief in your own worth and capabilities. It’s the inner voice that says, “I can do this,” even when doubts creep in. Unlike arrogance, which stems from an inflated sense of self, true confidence is grounded in self-awareness and resilience. It allows you to take risks, learn from failures, and grow without being paralyzed by fear of judgment.

Why Self-Confidence Matters

Confidence shapes how you interact with the world. It influences your decisions, relationships, and overall well-being. People with high self-confidence tend to:

  • Take Initiative: They pursue opportunities without excessive hesitation.
  • Handle Setbacks: They view failures as learning experiences rather than personal defeats.
  • Build Strong Relationships: Confidence fosters authenticity, which attracts meaningful connections.
  • Achieve Goals: Believing in yourself fuels motivation and perseverance.

Practical Steps to Build Self-Confidence

Here are actionable strategies to nurture your self-confidence and unlock your potential:

1. Practice Self-Awareness

Understanding your strengths and weaknesses is the first step toward confidence. Take time to reflect on your achievements, skills, and values. Journaling can help you identify patterns and recognize what makes you unique. Ask yourself:

  • What am I proud of?
  • What skills do I bring to the table?
  • What challenges have I overcome?

By acknowledging your accomplishments, you’ll build a stronger sense of self-worth.

2. Reframe Negative Self-Talk

Your inner dialogue shapes your confidence. Replace self-criticism with constructive thoughts. For example, instead of thinking, “I’m terrible at public speaking,” try, “I’m learning to speak with more clarity and confidence.” Challenge negative beliefs by asking:

  • Is this thought based on facts or assumptions?
  • Would I say this to a friend?

Over time, reframing negative self-talk creates a more supportive mindset.

3. Set Small, Achievable Goals

Success breeds confidence. Start with manageable goals that align with your interests, such as learning a new skill or completing a project. Each accomplishment, no matter how small, reinforces your belief in your abilities. Break larger goals into steps and celebrate progress along the way.

4. Step Out of Your Comfort Zone

Growth happens when you push your boundaries. Try something new, whether it’s speaking up in a meeting, joining a club, or tackling a fear. The discomfort of stepping out of your comfort zone builds resilience and proves you’re capable of more than you think.

5. Surround Yourself with Positivity

The people you spend time with influence your confidence. Seek out supportive friends, mentors, or communities who uplift and encourage you. Limit exposure to those who undermine your self-worth. Positive environments reinforce your belief in yourself.

6. Practice Self-Care

Physical and mental well-being are closely tied to confidence. Prioritize habits like regular exercise, a balanced diet, and adequate sleep. These practices boost your energy and mood, making it easier to feel good about yourself. Additionally, mindfulness techniques like meditation or deep breathing can help you stay grounded and focused.

7. Learn from Failure

Failure is not the opposite of success—it’s part of it. Instead of dwelling on mistakes, view them as opportunities to grow. Ask yourself:

  • What did I learn from this experience?
  • How can I improve next time?

Embracing failure as a teacher builds resilience and reduces fear of trying again.

8. Develop Competence

Confidence often stems from competence. Invest time in honing your skills, whether through formal education, practice, or seeking feedback. The more knowledgeable and skilled you become, the more confident you’ll feel in your abilities.

9. Practice Positive Body Language

Your body language sends signals to yourself and others. Stand tall, make eye contact, and smile. These small actions can make you feel more assertive and project confidence to those around you. Studies show that adopting “power poses” can even temporarily boost your self-esteem.

10. Celebrate Your Uniqueness

No one else has your exact combination of experiences, talents, and perspectives. Embrace what makes you different instead of comparing yourself to others. Authenticity is magnetic and builds genuine confidence that others will respect.

Overcoming Common Confidence Roadblocks

  • Fear of Judgment: Remind yourself that most people are too focused on themselves to judge you harshly. Focus on your goals, not others’ opinions.
  • Perfectionism: Accept that mistakes are part of growth. Striving for progress, not perfection, frees you to act.
  • Imposter Syndrome: Feeling like a fraud is common, even among successful people. Acknowledge your achievements and trust that you deserve your success.

Maintaining Confidence Over Time

Building self-confidence is an ongoing journey. Regularly revisit your goals, reflect on your progress, and adapt to new challenges. Surround yourself with growth-oriented people and continue learning. Confidence isn’t static—it grows with effort and intention.

Final Thoughts

Self-confidence is a skill that is developed with practice and patience. By embracing your strengths, challenging negative thoughts, and stepping into new experiences, you’ll cultivate a sense of inner strength that carries you through life’s ups and downs. Start small, stay consistent, and watch your confidence transform the way you live.

What’s one step you can take today to boost your self-confidence? Share your thoughts in the comments below, and let’s inspire each other to grow!

Marthe Annan KIngsley

Stop calling other people of color

Have you ever had an experience where your name was misspelled or called by another name? What was your reaction? Usually, our response is prompt, an immediate reaction of correction, that is the right thing to do. We all need to be identified clearly by what we are. Either by our name, race or by our origin.

I was looking for organizations that assist small businesses, and I was introduced to Ms. X (I would not mention her name here), a white lady. When I met her, we discussed my project, she was impressed, but she said this: “There are a lot of organizations of people of color that can help you.” It was the first time I heard this expression. I asked her: Who are people of color? She could not answer.  I noticed that she was surprised and embarrassed, so she contented herself by telling me that she would try to get in touch with some of the organizations and let me know. I did my research and found out later who the people of color were.

My concern is, how can people categorize a group of people from different races and cultures and give them a name that does not identify them? This talk is an opportunity to explain why people should stop calling others people of color to avoid another crisis of identity and allow people under this appellation to feel entirely part of the community and the society. Most importantly, the talk will also draw attention to the responsibility of those under this designation. They need to voice out their refusal to be called people of color.

About the origin of “people of color,” Moses, Y (2016) reveals to us that “People of color” is a term primarily used in the United States and Canada to describe any person who is not white. This does not make sense because Asians have white skin. My point is, why do people decide to name others, knowing that they already have an identity and belong to a specific group? Moses is a teacher, and she shared one of the experiences she had after class.”  A student approached me after class and asked, ‘What should I call students who are of Asian descent? She replied and said this: “The answer is in the question. Just call them Asian. Why would you like to call them otherwise?” In addition to what Moses said, I will say that Identity does not change or expire. I am an African or a black woman, and I will remain as such.

In support of this example, I was recently watching the news on CPTV, and the journalist referred to two new ladies appointed in President Biden’s future administration as people of color, but if she stops there, we will not be able to identify whom she was talking about, so she went further and refers to them as originally from Asia. So, what was the purpose of the expression of people of color?

People may not realize it, but the expression of people of color has a negative connotation. It reminds people of the painful past (colonial violence against native Americans and slavery). This impacts society and creates defensiveness, frustration, and can lead to another struggle for their identity.

However, I cannot ignore the responsibilities of the said people of color because nobody can address a person by a name other than what he or she recognizes and accepts. For that reason, the said people of color should express their refusal to be called so through actions such as conferences, writings, or even making it known to the congress. Some steps have been made by writers in the name of Chevaz Clark, Adams Joshua, and Yolanda Moses.

Most importantly, the said people of color should stop using the expression themselves. I participated in conferences where the said people of color used expressions such as “We people of color” in their speeches. The expression they do not like, but they use it. If we use it, we cannot prevent others from doing otherwise.

In the end, nobody would like to be identified by an unknown name or categorization that does not specify who we are. From this perspective, the expression of people of color, being unable to recognize the identity of its components, is lapsed. Therefore, it is reasonable for people to realize the limitations of these words in terms of worthiness and dignity and stop calling other people of color. It is, however, mostly the responsibility of those under this designation to not only refuse to be called people of color, but to be ready, watchful, and prompt to any other action that undermines their identity.

 I do not want to be addressed as people of color.  I am a black and African woman. This is how you should call and recognize me.

Marthe Annan Kingsley

GIVE LOVE TO YOUR CHILDREN

THEY WILL AVOID THE STREET AND RISKY BEHAVIOR

Loving a child does not just mean fulfilling one’s duty as a father or mother by providing him with a roof over his head, giving him his daily meals, and sending him to school. Less wealthy parents believe that their social condition is often the cause of their children’s drift.

Rich parents, on the other hand, provide for all the needs of their children, but we also find these children in another environment that destroys them. So, what’s the problem?

Only one word: LOVE

 The love of both parents is necessary. It is important to mention this because some children suffer from the absence of paternal or maternal love. In some cases, although both parents are present, the child is often like an orphan who doesn’t have a reference point.

love creates balance in a child and allows him to understand his environment clearly, and distinctly, and grow with conviction and self-confidence.

How many of us have conversations with our children? Do we often ask their opinion on family plans? Their young age does not have an impact on their reasoning which is worth taking into account. It is an opportunity given to them to forge their personality and their independence based on education about their rights and duties.

Some parents have never said “I love you” to their children, for that reason, they go where this feeling manifests itself to them (in the street, among neighbors, and in vices).

Loving your child does not mean pampering him all the time. It is to be his “friend” by first educating him on values, principles, and a sense of responsibility. The child must feel comfortable expressing his sorrows, worries, and joys with his parents to obtain the necessary support for his development.

A child who is loved and encouraged feels valued and ready to do better. We should praise our children every time they have done well, and encourage them to do better when they have barely succeeded or not at all in an experience. Some parents are so good at blaming their children that they end up defining themselves as such.

The love we give to our children will return to us. If you didn’t love your child, don’t expect him to love you in your old age.

  Marthe Annan Kingsley

French version

DONNEZ DE L’AMOUR À VOS ENFANTS,

ILS ÉVITERONT LA RUE ET LES COMPORTEMENTS À RISQUE.

Aimer un enfant ne signifie pas seulement remplir son devoir de père ou de mère en lui offrant un toit, en lui donnant ses repas quotidiens et en l’envoyant à l’école. Les parents les plus défavorisés estiment que leur condition sociale est souvent à l’origine de la dérive de leurs enfants.

Les parents riches, quant à eux, subviennent à tous les besoins de leurs enfants, mais nous retrouvons également ces enfants dans un autre environnement qui les détruit. Donc quel est le problème?

Un seul mot : AMOUR

 l’amour des deux parents est nécessaire. Il est très important de le mentionner car certains enfants souffrent du manque d’amour paternel ou maternel. Dans certains cas, même si les deux parents sont présents, l’enfant s’apparente souvent à un orphelin qui n’a souvent aucun point de référence.

l’amour crée un équilibre chez l’enfant et lui permet d’appréhender clairement et distinctement son environnement et d’évoluer avec une certaine conviction et confiance en lui.

Combien d’entre nous ont des conversations avec nos enfants ? Est-ce qu’on leur demande souvent leur avis sur les projets familiaux ? Leur jeune âge n’a pas souvent un impact sur leur raisonnement qui mérite d’être pris en compte. C’est une opportunité que nous leur donnons de forger leur personnalité et leur indépendance mais sur la base d’une éducation à leurs droits et devoirs.

Il y a des parents qui n’ont jamais dit “je t’aime” à leurs enfants, c’est pourquoi ils vont là où ce sentiment se manifeste à eux (dans la rue, chez les voisins et dans les vices).

Aimer son enfant ne signifie pas le chouchouter tout le temps. C’est être son « ami » en l’éduquant d’abord sur les valeurs, les principes et le sens des responsabilités. L’enfant doit se sentir à l’aise de pouvoir exprimer ses peines, ses inquiétudes et ses joies avec ses parents afin d’obtenir le soutien nécessaire à son développement.

Un enfant aimé et encouragé se sent valorisé et prêt à faire mieux. Nous devons féliciter nos enfants chaque fois qu’ils font une bonne action et les encourager à faire mieux lorsqu’ils ont à peine réussi ou pas du tout une expérience. Certains parents sont si doués pour blâmer leurs enfants qu’ils finissent par se définir comme tels.

L’amour que nous donnons à nos enfants nous reviendra. Si vous n’avez pas demontrer votre amour votre enfant, ne vous attendez pas à ce qu’il vous aime quand vous serez vieux.

Marthe Annan Kingsley