Validation versus Your Validator(s)

You are as good as your validators and their sources as long as their validations serve their purposes.

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Definition:

Validation is simply people's opinions about you. People's thoughts about you, however, vary from time to time, and it is dependent on the circumstances and situations that brought you together with them and the degree of illumination you and the people that associate with you have per season and time.

The Nature of Validation:

Validation is subjective, rooted in the opinions and judgements of others. It varies from time to time. This variation in opinions is not alien to humanity, it is a result of who we are. Going by the results of biometrics there are no two persons who exist in the entire world at the same time that are the same. Our personal traits differ from person to person even as biometrics differ from person to person. Also, it has been discovered that people evaluate others from their own personal standpoints, views, and objectives per season and time. This is because we are beings of perspectives, perceptions, and naturally photographers. It is because of divergent views that would affect our assessments, evaluations, and ratings that lead to the setting of standards of assessments whenever we are confronted with issues like interviews for jobs, recruitments, and promotions, just to limit human errors.

Building Your Brand Through Perception:

Also, it is because of the various pictures we create in the minds of people as we associate and relate with them that lead to brand and branding concepts to help create and build awareness and consciousness of our unique images that determine and define our actions, inactions, and reactions while we are showcasing our purposes, values, and virtues. This often helps to standardize and stabilize people's perspectives and perceptions about our persons, products, places, and services.

Therefore, leaders in managing the leadership stresses in an organized organization start with setting minimum standards across boards from recruitments, operations, administrations, and management of their organizational strata. Also, leaders in a bid to reduce and manage leadership stresses make training, retraining, practice, implementation of whatever was learned, assessments, evaluations, reevaluation, ratings, and promotions an integral part of their organizations. These are important because it is by training, practice, and implementation that one gains skills, proficiency, and confidence in his/her area of operations. Moreover, it is through training and indoctrination that leaders would be able to identify workers whose lives, values, objectives, and brand propositions are in line with the organizational values, objectives, and brand, and align and integrate them.

A sustainable brand is not built by managing impressions alone—it is built by repeated alignment between: values, actions, reactions, and outcomes. People may misunderstand you temporarily, but consistency over time becomes its own validator.

The Challenges of Family Leadership:

In an informal setting like the family, leaders of homes are tasked in multiple ways. Here, leaders of homes and childcare givers are tasked to be the teachers, trainers, mentors, and models for their children and wards to emulate. Here, parents who are primarily the role models and first known champions of their children and wards are charged with the responsibility of molding children and wards who will seamlessly be integrated into society as their principal validators. Seeing that tasks of raising children and wards who are societal fit are enormous, parents and childcare givers are encouraged in the Lord to look unto Jesus whose childhood and upbringing are recorded in the scripture, thus:

Luke 2:40,

• "And the child grew, and waxed strong in spirit, filled with wisdom: the grace of God was upon him."

Luke 2:52,

• "And Jesus increased in wisdom and stature, and in favor with God and man."

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These passages mean that godly parents and childcare givers are required to have experiential knowledge of their principal, God, intimately while discharging their duties of stewardship as God's co-creators and His representatives on Earth.

This means that parenthood or being a childcare giver is a call that demands deep reflections🪞 and responses. Hence, we must pause and ponder 🤔 now and always on the characters and values which you are to pass on.

Reflective Questions:

As you consider your role as a leader- whether in a professional capacity or as a parent- ponder the following questions:

What are the ages, stages, and seasons of life of my children and wards?

Do I model my life values and virtues enough for my children and wards to emulate? Or how much of me, in terms of characters and values, are seen by my children and wards while they are not raised as clones?

Important Considerations:

• Always seek to obtain the values and virtues of your validators; else, you would be distressed, distracted, and displaced by their vices and vicissitudes in place of valuable virtues.
• Don't always overlook your validators, but critically discern their opinions objectively to see where you require urgent adjustment and adaptations to improve and progress from where you are to where you want to be.
• Seek validators whose values challenge your growth, not merely those who reward your comfort.
• Seeing that your brand is what people say about your values and virtues, live always in awareness and consciousness of who you are online and offline, imprinting and validating yourself and your brand irresistibly in the minds of people. ---

What are your takeaways from our discussions on validation versus your validators? To what extent do you think that people's validation would affect your brand?

Share your views, suggestions, and repost this message to reach like-minded people in your networks and groups to generate further spiritual and enriching discussions.

Have an effective #MidweekReflections and enjoy yourself.

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I am Ginuschuks Okonkwo- Hyginus Okwuchukwu Okonkwo