In our American, representative form of government (such as it is), it is ”We the people” who theoretically have the right to choose who will speak for us and who will not.
As we enter this Presidential campaign season, it is especially important that we critically and thoroughly examine the platforms of all the candidates to see if they honestly and truly represent us.
In our personal lives, it is no less important that we examine the position statements of people in lesser leadership positions, who claim to represent us and claim to lead us.
I’ve often wondered about men (and women) at all levels of leadership, who are so devoid of support for their own biased viewpoints that they can’t tolerate the opinions (and criticisms) of others.  Such people, in my opinion, are quick to attack and label others as deficient, using a host of logical fallacies, but are deficient in defending the weaknesses in their own positional statements.   Such people, in my opinion, are so obsessed with exclusively imposing their biased positions (power and control) that they have been known to resort to totalitarian tactics to defend their deficient viewpoints.  On websites such as this one (and others), in my opinion,  some have even resorted to tactics  like the deletion of valid posts and the turning off of comments to impose their biased viewpoints and restrict free speech.  It appears to me that the “freedom” of the Internet already has a number of  restrictions on free speech, thanks to totalitarian rhetoric coming from some tyrannical propagandists.
I would caution all people to be very, very, very wary of people who restrict their freedom of speech, escpecially those claiming to be leaders.  It is a sad, but revealing truth that those who trade freedom for the illusion of peace, in reality, have neither.
The suspect theories and opinions of people who claim to be leaders, but shield their viewpoints from open discussion are not, in my opinion, the leaders they claim to be. The history of tyranny in the world is marked by a long trail of people claiming to be leaders, but in reality have been so deficient in leadership qualities, that they strip away the freedoms of a free society, one by one.  Sadly, as we have seen with gender feminists, one of the first freedoms to be attacked , regulated and eventually denied totally is the freedom of speech. ÂÂ
 Are Men’s Rights Activist not human too, and being human are Men’s Rights Activists not capable of human failings and deficiencies?  Yes, we ALL are certainly less than perfect humans, and the beauty of free speech, gifted to us by our Founding Fathers, is that it affords us the beauty of a system of checks and balances, wherein even the lowliest among us has a voice to say, “I question that position, because…” or “I disagree, because…” or “I agree, because…” etc.
By all means, I invite everyone at Men’s News Daily and the entire Internet to discuss and criticize this article to their hearts content.  By all means, have at it. If I can’t defend my viewpoints, or I seek to close comments, I suggest that my viewpoints are likely indefensible and should be viewed with great suspicion in part, or in whole.
As to my own leadership qualifications, the last time I submitted a resume’ for a job, the job application said, “Please submit all documentation that in any way could support your qualifications for this job.”  Without going into detail, let me just say, that I weighed the envelope before I mailed it. It weighed exactly 16 ounces (one pound), and it was all education and training subsequent to High School.  Do I feel I have leadership qualifications? Humbly, yes, and primarily in the participative style as described in business management texts. http://www.maxvalue.com/tip024.htm
Participative Management
excerpt from “Best Practices in Project Evaluation and Influence on Company Performance,” by John Schuyler, Journal of Petroleum Technology (JPT), Society of Petroleum Engineers, August, 1997, pp 818-823. Technical professionals are increasingly expected to be businesspersons also. The modern corporation is challenged in too many ways for a traditional hierarchy to perform well; timely decisions are necessary to be competitive. Organizations are being reengineered to be flatter so that decisions can be made by people close to the action. A more loosely defined organization structure can self-adapt to changing business conditions and current projects. Participative management has been around a long time. The themes were formalized and popularized by behavioral scientists as Blake and Mouton (Managerial Grid), MacGregor (Theory X and Theory Y), and Lickert (Four-Model Systems). The central idea is that empowered employees will feel better about their jobs and be more productive.
 Participative management goes by many names. A recent buzzword is open book management (OBM). This is an emerging, repackaged approach for managing businesses and other organizations. Thousands of businesses that have adopted this style are already running their unique versions. OBM has three central ideas: ÂÂ
A culture of trust where there is ready access to information needed to do one’s job (hence the name, “open book management”; not necessarily all company information, but sufficient for employees to gauge company performance) ÂÂ
Incentive compensation system, of some form, where employees have a stake in the business outcome, good or bad. ÂÂ
Business literacy training so that employees can understand the business. ÂÂ
Everyone is to understand his or her role in the enterprise and how to the company is doing. The OBM strategy is to build a community of business-people where employees increasingly think and care like owners. ÂÂ
â€â€John Schuyler, August 1997Copyright © 1997 by John R. Schuyler. All rights reserved. Permission to copy with reproduction of this notice.
additionally:ÂÂ
 Matthew 20: 27 “And whosoever will be chief among you, let him be your servant:”
Too me, it has been one of the highest honors in my life to have served at the side of qualified, hard working men and women, working proactively together to achieve positive outcomes to positive goals. Their input has been invaluable to my own successes. Believe me, I’d much rather follow someone better than I, someone more qualified to lead, if they are available. It’s certainly easier. However, nothing is more difficult, and counter productive, than following leaders unfit to lead, whose ideas are not even open to valid ways to improve them, IMO.

