Physical Address: Jamil King Ministries
8745 Gary Burns Dr. Suite 160 #352, Frisco TX 75034
The Story: The Franchise Ceiling
Marcus started his first franchise with a dream, a tight budget, and a few dependable friends. The business was modest but growing. Within a year, he opened a second location. By year three, he had three storefronts and a whole lot of stress.
Every time he expanded, he hit the same ceiling: turnover, customer complaints, low morale, and team breakdowns. He became frustrated.
“Why can’t I find good people?” he would say.
He thought the problem was them. But the real issue wasn’t the people, it was where he was placing them.
Marcus kept assigning roles based on availability, not ability. He put introverts at the front counter, high-strung people in conflict-heavy roles, and individuals who had no interpersonal skills into management positions.
What he called “bad employees” were often just misplaced team members.
One day, a mentor asked him:
“Why are you mad at the people you placed in the wrong position?”
That was his turning point. Marcus learned that leadership isn’t just about hiring people — it’s about positioning people. He realized something that changed his business forever:
A person out of position will always look like a problem.
Leadership Isn’t Fixing People. It’s Forming Culture.
Many leaders make the same mistake Marcus did. We spend our time trying to fix people, when what we really need to do is fix placement and form culture.
When we lead from a constant posture of correction, we develop a crisis-based culture that always puts out fires but never builds anything lasting. But when we step back and intentionally create alignment, purpose, and clarity, people thrive — and so does the mission.
You were never called to fix people. You were called to form culture.
A Personal Lesson: Emotional Detachment Builds Clarity
One of the reasons I was able to build a successful online e-commerce business is because my working relationships were not based on emotional or psychological entanglement.
I worked with people in different states. Our connection was clear: strictly business.
That distance gave me clarity. It taught me how to function based on systems, alignment, and delivery — not guilt, emotional obligation, or trying to rescue people. I wasn’t trying to fix anyone. I was focused on building something that worked.
Many leaders struggle to grow because they blur emotional connection with leadership function. They feel the need to constantly manage people’s moods, failures, and drama — and call it leadership. But Kingdom leadership multiplies people — it doesn’t micromanage mistakes.
Jesus Didn’t Micromanage — He Mobilized
Jesus didn’t micromanage the disciples — He mobilized them. He didn’t cancel Peter for being impulsive. He redirected him. He didn’t manage Judas’ dysfunction — He gave him space and responsibility, knowing the assignment was greater.
Kingdom leadership means creating the culture, not controlling every outcome.
Key Principle: Redirect Before You Correct
When people are in the wrong role, they will always feel like a wrong fit. Great leaders redirect before they correct.
🔑 Never put someone who doesn’t know how to deal with people… in charge of people.
Leadership begins with discernment. Assignment matters. When people are placed according to their gifting and not just availability, they naturally rise.
Leadership Check-In: Are You Multiplying or Micromanaging?
Ask yourself:
- Do I place people based on their personality or my pressure?
- Am I building a team of empowered leaders or just filling positions?
- Is my culture reactive or intentional?
Closing Thought: Lead the Culture, and the Culture Will Lead the People
Stop trying to fix people who are in the wrong seat. Start building systems that place people where they can win.
Don’t micromanage mistakes — multiply solutions.
Don’t control everything — create something worth following.
Welcome to Kingdom Leadership.
