Consulting groups are increasingly inundated by requests from organizations facing challenges in areas such as leadership, teamwork, motivation, attitudes, timing, quality assurance, input, and production.

It has become necessary because unlike the 18^th to the early 20^th Centuries, management of organizations have come to terms with the dictum that ‘nothing is built to last’.

More so when companies deemed to be in good health in terms of accounting purposes have folded up and evaporated into the annals of ‘it was here some’ representing a history of businesses which have foundered either by non-performance or as a result of dishonest accounts kept by management or a  combination of both.

Those companies were in business for high profits margin and/or they had no plan for the future progress.

However, Fortune 500 companies’ desirable of outlasting their competitors should consider creating a feminine culture as an antibiotic for leadership malaise.

Competitiveness in the world industries has heightened for good and the least mistake an organization makes will send it crashing down the feet of others. It will be dismembered beyond recognition.

The fear of avoiding some of these unavoidable incidents has sent institutions advocating for a more resolute and immovable leadership which will stand opposed to the monsoon.

They have created a masculine leadership oriented towards assertiveness, monetary-focus, command and obey style of governance, as well as motivated by the end result.

They have ignited the antiquated ‘master-servant’ relationship which has no end benefit but the de-appropriation of the employees sending them farther into misery and unnecessary infightings with the organization. This ends up wasting production hours on baseless conflict at management meetings - meetings to prevent the chin (organization) from burning.

We were recruited to research on a school in the country that was performing well but for sometime being doing worse sinking down below its competitors.

In the middle of the work, the main causative agent of the non-performance of the school presented itself to us. Leadership.

The school’s non-performance was largely due to poor leadership. Or let me put it in this way, the poor mental attitude of the leaders is responsible for the poor performance of the school.

Leaders upon leaders have sought to the ‘divide and rule’ theory which died with the passing of the 16^th Century.

They end up causing frequent infightings in the school leaving the founders of the school worried, frightened, sordid and unnecessarily in a thinking mood.

We disclosed to the new leader that if he was to succeed in areas his predecessors failed he’d to be feminine. He needed to create a ‘FemCult’ in his organization.

The future of corporations in this world is feminine. Every organization motivated to last, outperform its competitors and unsettle the market anytime it introduces new products and services should create a feminine culture.

The partners of production the 2Es (Employers and Employees) always have to be on the same side.

Now there may be disagreements between employers and employees, but the overall aim should not be to displease each other.

Creating a feminine culture entails a concern for others, emotional intelligence, attention to details, well-organized processes, and environmental consciousness.

It is the magic of some highly productive companies.

We need to orient members of the 2Es to show concern for not only the performance health of their organizations but also the welfare of one another.

We so need one another.

Coming down to the level of employees as the owner of any organization doesn’t make you one. It only makes you a superior leader and a thoughtful one.

Covering yourself with leaves doesn’t make you one. Like soldiers in an enemy’s terrain, it only helps to conceal your presence from attack. And yes often times we need to think like employees to sympathize with them.

Occasionally, we need to dine, and dance with them but also indulge them. They need to feel, hear and see us in them.

Sometimes employees who become leaders tend to be bad leaders because they feel like venting their past spleen and frustration on their new subordinates.

When given a mandate after your past experience, learn to fall on the nobler of your characters inside of you.

You need to aim for a quality relationship in our organizations.

We need to focus our leader’s attention to developing some of the characters and attitudes that are feminine in quality.

We need persons to be assertive and focus monetary-wise on helping achieve the profit margin objective of the organization, but we also need a quality relationship and attention to details to achieve all that.

Remember: at the end of everything, it falls back on our people, however, mean our attitudes towards them.

We have to create the balance which is so important in the competitive market.

Nature is balanced and beckons us to follow her lead.

Let each man be feminine. And let each woman be masculine.