Teachers, managers, owners, bosses, coaches, parents, or other people in positions of authority, privilege, or power, are often seeking to mentor or train-in a “worthwhile” candidate. Finding a young successor helps to ensure the future existence of their world-views. It’s a legacy thing.

Many young folks seek the approval of these established persons, both for access and for opportunity.

Why is there a disconnect? Why do managers have a hard time finding good employees while there are so many employees who all desire the approval of these leaders.

To go from zero to leadership position is a tiresome process. It is not given. It is earned. It is not the snap of your fingers, it is the slow freezing of your bare hands after cleaning the gutters in 15 degree weather.

Young folks aspiring to something ‘greater’, understand the importance of these things if you want to please your superior, and eventually, become that person who masters their craft and can mentor others:

If you want approval, access, and opportunity,

There’s a level of scrutiny that you submit yourself to. Don’t be sensitive.

There’s a  level of attention to detail.

There’s a  level of necessary worry and concern.

There’s a  level of engagement.

There’s a  level of composure.

There’s a  level of initiative.

There’s a  level of IQ.

There’s a  level of responsibility.

There’s a  level of consistency.

There’s a  level of persistence.

There’s a level of growth.

There’s a  level of focus.

There is a lot required of you before you can get approval, access, and opportunity from those in the position to dish it out. So, first, decide if that’s what you really want. Then, act accordingly.