empowering leadership

Empowering Leadership: Strategies to Inspire and Motivate Teams

Empowering leadership is about enabling individuals to perform their best while fostering an environment where everyone feels valued and capable. 

You can have the most skilled direct reports, but without empowerment, trust-building, growth, and innovation wouldn't happen in your organization.

Leaders who empower their teams focus on clear communication, shared goals, and continuous development. 

What is Empowering Leadership?

Empowering leadership involves giving team members the tools, resources, and authority they need to succeed. 

It means trusting employees to make decisions and supporting them as they take ownership of their tasks. It is about creating an atmosphere of confidence and motivation. It is more ideal than it is written, but when there is empowerment in leadership, it assists people in doing the best they can (their fullest potential), which drives their individual and team performance. 

At its core, empowering leadership shifts the focus from command and control to collaboration and shared accountability. Leaders encourage their teams to take initiative, learn from mistakes, and build on their strengths.

Benefits of Empowering Leadership

Empowering leadership has several positive outcomes for individuals and organizations:

Increased Employee Engagement

Empowered employees feel a sense of ownership in their work. They are more likely to stay motivated and invested in achieving goals. 

You may have seen someone engaged at work, and when asked if they enjoy what they do, you’ll notice in their body language how true their answers are. That’s how empowerment can affect employee engagement.

Better Decision-Making

By delegating authority, leaders enable their teams to make timely decisions through team training. This reduces delays and improves problem-solving.

One of the biggest mistakes I’ve seen among leaders in many organizations as we conduct leadership training programs is the lack of autonomy for most of their subordinates. 

As they lead people, leaders tend to micromanage every task (down to every detail), which negatively affects how subordinates perceive their work and their boss’ leadership.

Empowering leadership helps the leaders make decisions for the team and enables their subordinates to solve problems and make decisions on their own.

Stronger Team Relationships

Empowerment fosters collaboration. Teams that work together and support each other are more productive and cohesive.

It helps build trust that high-performing teams have in common (based on several studies). Relationships that almost become sour tend to reconnect for the purpose of teamwork and the organization's goals. It may not be as magic as many speakers would say, but I believe that empowerment can strengthen any professional relationship if used as leverage. 

Higher Innovation Levels

When employees feel valued, they are more likely to contribute creative ideas. Creativity comes from having a safe space for innovation.

We’ve tested this in SharpRocket, Rainmakers, and Hills and Valleys Cafe companies. What I’ve found to be a contributing factor to innovation is allowing your team members to make decisions for themselves.

Without constraints at a certain point, people can think of new ideas and insights to improve processes and make their work more efficient and effective. Ideas usually get kicked out when a boss only wants to give up his opinions.

With empowering leadership, you won’t see that happening, as leaders value their subordinates’ opinions and bring their next-level ideas to the table. 

Improved Organizational Performance

When all points covered above were affected by empowering leadership, organizations would eventually get better overall results. 

Of course, that won’t happen in an instant, but as the team continues to innovate, strengthen relationships, and produce results that contribute to achieving the organization's goals, you can expect improvements in organizational performance as well.

Empowered teams deliver quality work and adapt quickly to challenges.

empowering leadershipKey Traits of an Empowering Leader

Leaders who empower their teams share several key traits. These traits help them build trust, inspire confidence, and drive success:

Clear Communication

Empowering leaders communicate goals and expectations clearly - learn about 5 functions of communication. They ensure that team members understand their roles and responsibilities.

Being clear about what you want and how to achieve it gives a solid message to your team. Subordinates follow their managers and supervisors not only because of their actions but also because of every word they speak (which corresponds to their daily actions). Effective communication is a crucial area we teach in our management training programs. Without this core skill, leaders won’t be able to empower their teams. 

Trust in Team Members

Leaders who empower their teams trust employees to handle tasks independently. This trust builds confidence and loyalty.

Leaders have different views on trust-building. Some see it as a weakness that others can manipulate to their own interests. Others see trust as a glue that binds teams.

My strong belief is that leaders can only empower their teams if they first trust their team members. Then, they would be able to delegate tasks and decisions that matter to personal and organizational goals. 

Encouragement of Growth

Empowering leaders invest in their team development. They provide training, mentorship, and opportunities for skill-building. 

For instance, I’ve seen some of our clients (HR and Learning and Development personnel) ask or receive requests from senior leaders to look for and hire corporate training providers to conduct leadership training and other soft skills programs, such as problem-solving and decision-making, sales and marketing, presentation skills, critical thinking, strategic thinking, and many more. 

This shows how necessary training is for these leaders. They don’t just speak about it, they take action to level up their team members. 

Adaptability

Empowering leaders adjust their approach to meet the needs of their teams. They are flexible and open to feedback.

In today’s knowledge world, cognitive flexibility is a critical skill for any leader who faces different work challenges. The ability to look around, find patterns, and implement solutions becomes a crucial part of their leadership. 

Recognition of Contributions

These leaders celebrate achievements and acknowledge hard work. Recognition boosts morale and motivates employees to excel.

Leaders must decide when and what to celebrate with their teams. A rewards system (not always monetary) helps the team achieve quick wins and create the momentum they need to excel further in their work. 

Strategies to Implement Empowering Leadership

Adopting an empowering leadership style requires intentional actions. Below are practical strategies to help leaders empower their teams:

1. Delegate Effectively

Assign tasks and decisions based on each team member’s strengths and skills. Provide the necessary resources and clear instructions. 

Trust employees to complete their tasks without constant oversight.

Step back and see what your team can do. As mentioned earlier, delegation requires trust, which would define whether or not you truly delegate. 

2. Encourage Open Communication

Create an environment where employees feel comfortable sharing ideas and concerns. 

Actively listen to feedback and address issues promptly. Do not be too emotional when receiving feedback, as it can get in the way of making decisions. Be objective as much as possible and learn from your subordinates’ successes and mistakes.

Given that they’re involved in their technical work daily, they face common challenges for which they may formulate solutions based on their actual experience. 

3. Provide Development Opportunities

Offer training programs, workshops, and mentorship opportunities. 

Help employees acquire new skills that align with their goals and the organization’s needs. Leaders learn, unlearn, and relearn (as I always say in my seminars). Leaders who don’t pursue active and passive learning will be irrelevant and obsolete in the coming years.

However, leaders who strive for excellence and, over time, become more curious to learn new things will always sustain their success. 

4. Set Clear Goals

Define specific, measurable, and achievable goals. 

Ensure team members understand how their work contributes to the organization’s success.

Break down goals into meaningful tasks so your team members can achieve quick wins and create momentum for themselves. 

5. Recognize Achievements

Acknowledge individual and team successes. 

Celebrate milestones and express gratitude for their efforts.

6. Foster a Positive Work Environment

Promote a culture of respect and collaboration. Address conflicts constructively and maintain a supportive atmosphere.

7. Encourage Risk-Taking

Allow employees to experiment and take calculated risks. Let them learn from mistakes without fear of criticism.

Steps to Transition to Empowering Leadership

Transitioning to empowering leadership involves a shift in mindset and behavior. Leaders can follow these steps to make the change:

1. Assess Current Leadership Style

Identify areas where the current approach lacks empowerment. Pinpoint opportunities for improvement. Ask yourself, are there any areas where I need to trust more of my subordinates? And learn to step back so they can step up and make decisions.

2. Develop Trust

Build trust by being transparent and reliable. Demonstrate confidence in your team’s abilities.

3. Encourage Participation

Involve employees in decision-making processes. Seek their input and value their contributions.

4. Set the Example

Model the behavior you want to see in your team. Show respect, accountability, and a willingness to learn.

5. Provide Consistent Feedback

Offer constructive feedback to guide employees while encouraging their growth.

6. Monitor Progress

Track the effectiveness of empowerment strategies. Use employee surveys and performance metrics to identify areas for improvement.

The Future of Empowering Leadership

As workplaces evolve, empowering leadership will play an increasingly important role. Organizations prioritizing empowerment will be better equipped to adapt to challenges and seize opportunities. Empowered teams are resilient, creative, and committed to success.

In summary, empowering leadership fosters trust, encourages growth, and creates a supportive environment. Leaders who adopt this approach can inspire their teams to achieve remarkable outcomes. By focusing on empowerment, leaders enhance individual performance and drive organizational success.


problem solving and decision making

Problem Solving and Decision Making (PSDM): A Guide Using the SAPADAPPA Framework

Problem-solving and decision-making are crucial skills in both personal and organizational contexts. For individuals, they enable objective choices, while in organizations, especially as one advances through the ranks, they become essential to navigate increasingly complex situations. 

Someone who knows how to solve problems efficiently has higher chances of getting promoted in the corporate world, as it demands more than just technical skills. PSDM is actually a thinking skill. 

Effective problem-solving and decision-making (PSDM) also requires the right attitude toward challenges. If your initial reaction to problems is avoidance, the PSDM approach will likely feel ineffective. A proactive approach to challenges is essential to maximize your PSDM capabilities.

This guide will take you through the SAPADAPPA framework, a structured approach designed to help tackle problems methodically. SAPADAPPA, coined by problem-solving and management experts, stands for Situation Analysis, Problem Analysis, Decision Analysis, and Potential Problem Analysis

Each phase offers a step-by-step breakdown of activities designed to simplify complex decision-making and problem-solving situations. Let’s explore each stage in detail.

What is SAPADAPPA Problem Solving Framework? 

The SAPADAPPA framework is based on the Kepner-Tregoe Method, a systematic approach developed by Charles Kepner and Benjamin Tregoe in the 1960s. These researchers identified a need for structured problem-solving and decision-making processes to improve critical thinking in business contexts. 

Their methodology introduced a sequential, analytical process to assess situations, identify problems, make decisions, and analyze potential risks—a foundation that SAPADAPPA builds upon.

While the SAPADAPPA acronym is unique, the principles it encompasses reflect the foundational ideas of Kepner-Tregoe, adapted to emphasize clarity, objectivity, and structured decision-making. 

This adaptation has made it widely applicable across various industries, helping individuals and organizations manage complex problems with a strategic, disciplined approach.

problem solving and decision makingStep 1: Situation Analysis (SA)

Objective: Gain a comprehensive understanding of the current situation and clarify the primary concerns.

When beginning any problem-solving process, it’s crucial to assess the situation from all angles. 

Begin by listing down all concerns or issues, both large and small, that are currently causing unease. This step doesn’t involve analyzing or solving these issues; rather, it focuses on recognizing everything that’s potentially problematic. Here are some ways to make the most of this step:

Conduct a Brain Dump: Write down everything that’s causing friction, worry, or potential risk. At this point, refrain from categorizing or prioritizing—simply get all the concerns onto paper.

Don’t Limit Yourself. Input as many items that has been bugging and bothering you. The upside of this activity is it allow your brain to dump all its items and put them in the proper place -- paper. 

Define the Scope: Determine what’s within your control to address and what may need higher-level intervention. This scope-setting helps allocate your focus where it will be most effective.

Key Tips

  • Encourage open discussion among team members if working in a group. Diverse perspectives often highlight areas that may otherwise be overlooked.
  • Use visual aids, like mind maps or lists, to organize concerns and facilitate clearer thinking.
  • You can invite external experts and consultants to help you guide and put all items you need for a specific situation. The more complex the working environment is, the more inputs you need to better identify issues and concerns. 

Step 2: Problem Analysis (PA)

Objective: Understand the root causes of identified problems.

Problem analysis is where you dig deeper into the specific issues identified in your situation analysis. This phase involves methods that help uncover why problems exist and how they impact the broader situation. Effective tools include:

  1. 5 Whys: Continuously asking “Why?” to each answer obtained helps drill down into the root cause of a problem. This method is especially useful for isolating singular issues. The best of 5 Whys is determining causes that are controllable, which means something that are within your scope and reach. For instance, don’t include traffic jam as one of the reasons of personal unproductivity. 
  2. 7 Ms Framework: This approach categorizes causes under Man, Machine, Method, Material, Measurement, Mother Nature, and Management, allowing a structured examination of contributing factors. It is especially useful in organizational settings where multiple variables are at play. Some simply use 5 Ms of Management, whichever works for you. 
  3. Fishbone Diagram (Ishikawa): This visual tool helps identify potential root causes by branching out possible factors under specific categories. It’s beneficial for complex issues where many factors might be contributing to the problem.

Key Tips

  • Ensure objective problem analysis. Avoid jumping to conclusions or prematurely focusing on solutions.
  • Include relevant stakeholders in the process to capture a holistic view of the problem.
  • Gather as many data for a specific root cause. Don’t assume. Be more objective in your problem analysis approach. 
  • Create a problem statement. For instance, a clear problem statement would be: “As of today, 3 of Rainmakers’ loyal repeat clients have 60-day past due payables amounting to a total of Php 225,000.” 

Step 3: Decision Analysis (DA)

Objective: Establish criteria and make well-informed choices.

After thoroughly analyzing the problem, it’s time to make decisions that align with both the organizational goals and the immediate needs of the situation. Decision analysis is guided by a structured approach to weighing options based on established criteria. Here’s how to proceed:

Establish Decision Criteria: Define what’s non-negotiable (must-haves) and what’s flexible or negotiables (nice-to-haves) in the decision-making process. This clarity will help you prioritize your options effectively.

Generate Possible Solutions: Brainstorm all potential solutions without dismissing any immediately. Each option may contain viable elements, even if not selected in its entirety.

Assess Each Option Against Criteria: Use your must-haves as a baseline to filter out solutions that don’t meet core needs. Once filtered, weigh each solution according to the nice-to-haves, allowing a comparative ranking based on value.

Use ECTEA criteria to evaluate solutions to problems. ECTEA stands for Effectiveness, Cost, Time, Effort, and Acceptability. Here’s a quick explanation of these five criteria:

  • Effectiveness - Does the solution truly eliminate or reduce the problem?
  • Cost - Will the solution require too much money? Is it within the or over budget?
  • Time - Will the solution take only a short amount of time to complete?
  • Effort - Will the solution be easy to implement? Do we need to learn a new skill to get this done?
  • Acceptability - Will the solution earn the respect and cooperation of clients/stakeholders that you want to please? 

Select the Best-Fit Solution: The option that meets all the must-haves and maximizes the nice-to-haves becomes the ideal choice. While considering the option that meets the highest rating for all ECTEA criteria. 

Key Tips

  • Include only relevant people to the decision making body. 
  • Involve key stakeholders in decision-making to gain buy-in and ensure comprehensive perspective.
  • Utilize decision matrices or scoring systems to quantify how well each option meets your criteria.

Step 4: Potential Problem Analysis (PPA)

Objective: Anticipate and mitigate any problems that may arise from your chosen decision.

Once you’ve made a decision, it’s crucial to think ahead and prepare for any challenges or risks it might bring. The Potential Problem Analysis phase focuses on proactive troubleshooting to minimize negative outcomes before they occur.

  1. Identify Potential Problems: Consider the possible consequences or issues that might arise from your decision. Aim to identify even low-probability but high-impact risks.
  2. Assess the Likelihood and Impact: Rank each potential problem by how likely it is to happen and the severity of its impact on your goals. This helps prioritize which risks need the most attention.
  3. Develop Contingency Plans: For high-priority risks, prepare a plan that outlines steps to take if the problem does occur. Having a contingency strategy can reduce disruption and facilitate quick responses.
  4. Implement Preventive Actions: Where possible, take proactive measures to minimize risk exposure. This could mean adjusting aspects of the chosen solution or preparing resources in advance to address potential issues.

Key Tips

  • Involve team members in risk assessment for collective brainstorming on mitigation strategies.
  • Consider using tools like Failure Mode and Effects Analysis (FMEA) to systematically evaluate risks and controls.

Applying the SAPADAPPA Framework Effectively

SAPADAPPA provides a structured yet flexible approach to problem-solving and decision-making. Here are some general guidelines to keep in mind when applying this framework:

  • Stay Objective: Throughout each phase, focus on maintaining an objective and analytical perspective. Personal biases or assumptions can obscure the root cause of problems and lead to suboptimal decisions.
  • Collaborate: Problem-solving in an organizational context often benefits from collaboration. Different perspectives can provide invaluable insights that help uncover hidden aspects of problems and improve decision-making quality.
  • Document: Keep a record of each stage of the process, including criteria for decisions, analysis of each option, and identified risks. Documentation is useful for transparency and for revisiting decisions if issues arise later.
  • Review and Reflect: After implementing your decision, reflect on the outcomes and the effectiveness of the PSDM process. Continuous improvement is integral to refining your problem-solving and decision-making skills over time.

By following this SAPADAPPA guide, you’ll find that even complex problems and decisions become manageable through clear, systematic steps. Mastery of PSDM equips you to make more informed, objective, and impactful decisions both in personal and professional settings.


steps in problem solving

Steps in Problem Solving: Effective Framework for Decision-Making

Anyone can use many frameworks and tools to solve problems, but only one method works for every situation. When conducting corporate training programs on problem solving, decision-making, and critical thinking, we emphasize the need to have different tools and frameworks so that one can have multiple means of solving problems.

Given that every problem has its context, and there are different ways to solve it, it’s essential to have an arsenal of problem-solving tools. 

Today’s guide will focus on one practical and structured problem-solving method: SAPADDAPA. This step-by-step process emphasizes thorough analysis, clear communication, and actionable solutions.

Steps in Problem Solving: Effective Framework for Decision-Making

1. Situation Analysis (S)

The first step in the SAPADDAPA framework is Situation Analysis, where the current circumstances are closely examined. 

Pro Tip: You have to look at different situations for your problems. You need to be accountable and take ownership of things to face your current problems. 

Understanding the problem's background is essential in this phase to prevent misidentifying the issue or jumping to solutions prematurely.

To conduct a situation analysis:

  • Gather facts and data surrounding the issue.
  • Identify who is affected and the severity of the problem.
  • Determine how long the problem has been ongoing and what triggered it.

Suppose a company experiences a sudden drop in employee engagement, resulting in decreased productivity. During the situation analysis, management collects employee surveys and performance data and conducts interviews to understand the scope and root causes of the problem. Recent changes to work schedules and a lack of feedback from managers have led to disengagement.

The primary reason why data gathering is important is that there are no biases in data - these are facts and numbers that can’t lie. This is compared to opinions and gossip, where there is subjectivity from people based on their relationships with the situation and with people involved in problem-solving situations. 

2. Acknowledge the Problem (A)

After analyzing the situation, the next step is to Acknowledge the Problem. This formalizes the understanding of the issue and ensures that everyone involved sees the problem from the same perspective.

Acknowledging the problem requires full accountability and ownership. By facing the problem head-on and understanding that the person involved has a level of accountability toward the issue, there is a higher likelihood of solving the problem in the later steps. 

Many managers face this dilemma: if a problem isn’t solved within their jurisdiction or scope of function, it could negatively affect their job. While that’s a reality they should be facing, more than focusing on the loss, it is a better strategy to look forward to solving the problem rather than denying accountability. 

This stage involves:

  • Clear communication about the problem’s existence and impact.
  • Align stakeholders with the urgency of resolving the problem.
  • Make it a priority so all parties can focus on it.

In the case of employee disengagement, the company’s leadership must acknowledge that the issue goes beyond numbers. They should address how low engagement negatively affects company culture, innovation, and retention rates.

3. Problem Definition (P)

Next is Problem Definition—a step that transforms insights from the situation analysis into a specific, actionable statement. A well-defined problem ensures the team focuses on the proper challenge and avoids ambiguity.

Effective problem definitions are:

  • Specific: Pinpoint the exact issue to address.
  • Measurable: Define how success will be measured.
  • Neutral: Focus on the issue, not blame.

A vague problem definition would be, “Employees are not happy.” A more precise statement is, “Employee engagement has decreased by 25% over the past six months, affecting productivity and collaboration.”

It may sound simple for many people to define a problem, but this is one of the overlooked parts of PSDM (problem solving and decision-making), so defining issues correctly is critical. 

4. Alternative Solutions (A)

With the problem clearly defined, it's time to brainstorm Alternative Solutions. This stage encourages creativity and collaboration to generate as many potential solutions as possible. It’s essential not to dismiss any ideas prematurely.

Key actions include:

  • Encouraging open-minded brainstorming.
  • Listing a variety of solutions, from immediate fixes to long-term changes.
  • Involving different departments or external experts for fresh perspectives.

For the employee engagement problem, the company might consider:

  • Offering flexible working hours.
  • Increasing manager feedback and support.
  • Investing in professional development programs.
  • Introducing team-building activities.

One of the best strategies for brainstorming alternative solutions is to consult with in-house and external experts and consultants to gain insights into the problems. 

Given their experience and expertise, they can provide specific advice and possible solutions you can add to your list of options. 

steps in problem solving

5. Decide on a Solution (D)

Once you have a list of potential solutions, the next step is to Decide on the Best Solution. This involves evaluating each option's feasibility, risks, and potential benefits.

Factors to consider when selecting a solution:

  • Resources: Do you have the budget, time, and personnel to implement the solution?
  • Impact: Which solution will have the most significant positive effect?
  • Long-term vs. short-term: Some solutions might address symptoms, while others tackle the root cause.

After evaluating the options, the company might decide that increasing feedback through regular one-on-one meetings between employees and managers will have the greatest positive impact in the shortest time.

Beware of analysis paralysis when deciding and implementing the solution, as this might cause a severe problem if the respective solution hasn’t been applied. 

6. Develop an Action Plan (D)

Once a solution has been selected, the next step is to Develop an Action Plan. This plan outlines the steps to implement the solution, assigns responsibilities, and sets deadlines.

A practical action plan should:

  • Break the solution into actionable steps.
  • Assign roles to specific individuals or teams.
  • Set clear deadlines and deliverables.

The company might develop an action plan that includes:

  1. Training managers on how to conduct productive feedback sessions.
  2. Setting a weekly schedule for one-on-one meetings.
  3. Monitoring feedback quality through employee surveys.

7. Act on the Plan (A)

Once the action plan is developed, it’s time to Act on the Plan. Execution is crucial, and this step requires close coordination and communication to ensure the plan stays on track.

Key points in this step include:

  • Providing the necessary resources to those executing the plan.
  • Ensuring everyone involved understands their role.
  • Keeping open lines of communication to address challenges quickly.

The HR team begins implementing the action plan by organizing manager training sessions and ensuring one-on-one meetings start within the next week.

In my opinion, the most critical step is acting on planning, where you determine if the specific decision will solve the problem. The shorter the interval between planning and action, the better, as it helps the team move forward to other issues or problems. 

8. Perform Monitoring (P)

With the solution in place, Perform Monitoring to ensure the solution works as intended. This involves tracking key metrics, observing behaviors, and gathering feedback to assess whether the problem is being resolved.

In this stage, consider:

  • What metrics will you use to evaluate success?
  • Are there any early indicators of success or failure?
  • How will you gather feedback from those affected by the solution?

The company tracks employee engagement metrics monthly, collects feedback after each one-on-one meeting, and monitors productivity data to measure the effectiveness of the new feedback system.

9. Adjust as Needed (A)

The final step is to Adjust as Needed. Even the best-laid plans may require fine-tuning. If monitoring reveals that the solution isn’t fully addressing the problem, adjustments may be necessary.

Considerations include:

  • Whether the problem definition needs revisiting.
  • Whether additional resources or changes to the action plan are needed.
  • How small tweaks could enhance the solution’s effectiveness?

If the one-on-one meetings show some improvement but not enough to meet the company’s targets, HR might adjust the plan by incorporating anonymous employee feedback to identify further areas of improvement or expanding training for managers on effective communication techniques.

Not all solutions will come to fruition. Some need adjustments or alternatives to see which one will work. That’s the beauty of problem-solving: there is no one-size-fits-all strategy. So, it is best to learn to be flexible and test different approaches to solving actual problems and implementing solutions as quickly as possible.

Conclusion

The SAPADDAPA framework is a practical, step-by-step approach to problem-solving that ensures thorough analysis, collaborative decision-making, and continuous improvement. 

By following each step—situation Analysis, Acknowledging the Problem, Problem Definition, Alternative Solutions, Deciding on a Solution, Developing an Action Plan, Acting on the Plan, Performing Monitoring, and Adjusting as Needed—teams can approach even the most complex problems with confidence and precision.

For businesses and organizations, adopting structured problem-solving methods like SAPADDAPA ensures that issues are tackled systematically. This reduces the risk of overlooking key factors and increases the chances of implementing sustainable solutions. 

Whether addressing declining employee engagement or troubleshooting operational inefficiencies, SAPADDAPA provides a comprehensive framework to guide you through each problem-solving phase, resulting in measurable improvements and lasting success.


5 functions of communication

5 Functions Of Communication: Strengthening Connection in the Philippines

Communication serves various important roles in everyday life, shaping human behavior, relationships, and professional careers. In the context of the Philippines, we can categorize communication into five functions: Control/Regulation, Social Interaction, Motivation, Emotional Expression, and Information Dissemination

Here’s a concise breakdown of each function and examples I’ve seen as a corporate trainer and resource speaker. 

1. Control/Regulation: Managing Behavior and Social Norms

Communication as a tool for control or regulation ensures that people’s behaviors are aligned with rules, specific laws, and norms, whether in formal settings like the workplace or informal ones like family and social gatherings.

Controlling communication shouldn’t be viewed as negative but rather as a pathway to managing certain behaviors that aren’t aligned with either individual or organizational goals.

One good example of using communication for control or regulation in the Philippines is frequently seen in public advisories and government regulations. For instance, during natural disasters like typhoons, the government issues warnings and evacuation orders through mass communication channels, ensuring public safety. 

At home, elders use verbal and nonverbal communication to guide younger family members and instill values such as respect and obedience. Using “opo” in conversing with elders is one way to show respect and submission to them. 

Business communication also helps establish rules, guidelines, and policies to maintain discipline and productivity. Training managers on communication during regular meetings, memos, and employee handbooks help ensure that everyone in the organization understands expectations and complies with standards.

Another way to use communication for control is through performance management. Managers, supervisors, and directors can check and monitor the performance of their direct reports and control it by recommending solutions or through coaching—asking questions to assist their team members with options and solutions. 

At Rainmakers, we conduct various managerial and leadership training programs that focus on communication, team management, problem-solving, and decision-making.

2. Social Interaction: Building and Maintaining Relationships

The social interaction function fosters connections and relationships vital in personal and professional contexts. Effective communication enables individuals to establish rapport, share experiences, and maintain social ties.

In the Philippines, where family and community bonds are central, social interaction is deeply embedded in day-to-day communication. Fiestas, weddings, and other gatherings are typical venues for social interaction, where communication strengthens relationships. The value of “pakikisama” (getting along well with others) is practiced in workplaces and among friends, where open communication helps foster cooperation and teamwork.

The context of social interaction for Filipinos is also visible in the workplace. You’ve seen more traffic on the streets on Fridays, as Filipino workers used to spend more time with their colleagues (i.e., “Friday nights”). 

Moreover, with the vast diaspora of Filipinos working abroad, social media platforms like Facebook are crucial for maintaining connections between OFWs and their families. This digital form of social interaction keeps relationships alive despite geographic distances.

Today, we have different digital platforms to communicate with our loved ones anywhere and anytime. 

5 functions of communication

3. Motivation: Inspiring Action and Change

Motivational communication drives people to take action, achieve goals, or change behavior. This function is prominent in leadership, education, and marketing.

Politicians, religious leaders, and motivational speakers use communication to inspire action in the Philippines. Political campaigns, for example, rely heavily on persuasive speeches and advertisements to motivate voters to participate in elections. Similarly, teachers encourage students to work hard and pursue their dreams, often with words of encouragement that inspire effort and determination.

Businesses also use motivational communication to drive performance. Sales targets, performance incentives, and corporate goals are communicated effectively to inspire teams to meet objectives and exceed expectations. 

Filipino leaders frequently appeal to the heart—“puso”—as part of their motivational strategy. In fact, we adhere to and respect leaders who are more humane than others (pagiging ‘Makawao’), as we want someone who can understand and empathize with our needs and challenges. 

In our leadership training for managers and supervisors, we go deep into the root meaning of motivation - “movere”, which comes from both “move” and “motives.” 

4. Emotional Expression: Sharing and Managing Emotions

Communication allows individuals to express their emotions and form deeper emotional connections with others. This function is essential in building empathy and understanding.

In Filipino culture, emotional expression is highly valued in personal relationships. The expression of “kilig” (romantic excitement), “hiya” (modesty), or “lambing” (affection) is common in both verbal and non-verbal communication. Whether through heartfelt conversations or simple gestures, communication serves as a medium for emotional expression.

Emotional communication is also essential in mental health advocacy, which has gained more attention in the Philippines. Encouraging open dialogue about emotions has become a key part of destigmatizing mental health concerns, providing individuals with a safe space to express their feelings.

Developing someone’s emotional intelligence is also crucial in the workplace, as leaders must know how to be sensitive to other people’s feelings. They can also enhance their inspirational skills further to push their direct reports to perform better and integrate their professional lives, which further translates to a healthy culture. 

5. Information Dissemination: Sharing Knowledge and Facts

Information dissemination is critical for education, public awareness, and decision-making. Communication ensures that knowledge is effectively spread to large groups of people.

In the Philippines, the media—television, radio, and online platforms—plays a vital role in information dissemination. News programs, public service announcements, and government briefings provide essential information on health advisories, education programs, and national events. 

For example, media outlets inform the public about candidates, platforms, and voting procedures during election periods.

Educational institutions are also key players in information dissemination. Teachers and trainers pass on knowledge and skills through structured communication, ensuring that students and employees acquire the information they need for personal and professional development.

I’ve seen government agencies actively searching for corporate training providers who can conduct proper digital public relations and communication training for their staff, particularly the ones handling their social media campaigns and offline public relations. These people must be equipped with the right tools to disseminate information with credibility and authenticity. 

Conclusion

The five functions of communication—control/Regulation, Social Interaction, Motivation, Emotional Expression, and Information Dissemination—are essential in shaping behavior, building relationships, inspiring action, expressing emotions, and spreading knowledge. 

In the Philippines, these functions are deeply ingrained in cultural practices and everyday life, reflecting the importance of effective communication in maintaining social harmony and progress. Understanding and applying these functions can enhance personal, professional, and societal communication, leading to better outcomes across various contexts.


what-is-leadership-to-you

What is Leadership To You?

Leadership, to me, is about change and movement. 

That’s just me. Others have their definitions and points of view about leadership. 

Leadership is often one of the most discussed topics, yet different schools of thought exist on what it is about. 

Truthfully, the concept and definition of leadership are based on the author’s or person’s point of view, based on his experience, expertise, and observation of others' ways of leadership. In our leadership training, we teach different views and principles of leadership, which we will explore today.

What is Leadership To You?

Leadership is Influence

Dr. John Maxwell, one of the foremost authorities on leadership, once said, "Leadership is influence." 

Maxwell’s assertion that “leadership is influence” is a foundation for understanding how leaders create change and movement. Influence is the ability to impact the thoughts, beliefs, and actions of others. 

Influence isn’t about wielding the power of authority. Instead, it’s about earning trust, consulting others for insights, demonstrating integrity, and inspiring others to believe in your vision. They don’t display any manipulative actions such as power tripping.

Before you ask for a hand, you first touch the heart—another famous saying from the leadership guru Maxwell. 

In his book Five Levels of Leadership, he created a framework for moving from a position-level of leadership to achieving a pinnacle-level of leadership, where a leader is followed by people because of who he is and what he represents.

More than a person’s level of competence and results he achieved for the organization, a great leader, based on Maxwell’s school of thought, is someone who has done great development for the people they lead

One of the classic examples of leaders who gained respect in his organization is Steve Jobs. Jobs didn’t just tell his team what to do; he inspired them to think differently and believe in the impossible. His influence was rooted in his passion, vision, and relentless pursuit of excellence. 

Pro Tip: Build and strengthen relationships with direct reports so you can connect from the heart and inspire them to do their best work. 

Leadership as Change

As I mentioned earlier, I believe leadership is about driving change. Great leaders recognize that the status quo is never enough; there’s always room for growth, improvement, and innovation. 

They have a vision of what could be and work to transform it into reality. This vision-driven change isn’t about making arbitrary shifts; it’s about creating meaningful and sustainable progress. 

Leaders like Nelson Mandela, Mahatma Gandhi, and Martin Luther King Jr. epitomize change-driven leadership. They didn't just talk about what needed to change—they lived, breathed, and inspired others to do the same. 

For instance, Mandela’s leadership was about dismantling apartheid, Gandhi’s leadership focused on independence through non-violence, and King’s leadership championed civil rights and equality. 

They showed that authentic leadership isn’t about maintaining the status quo; it’s about challenging norms and inspiring others to envision a different, often better future.

Pro Tip: Inspire change in your teams by turning the vision into reality.  

what is leadership to you

Leadership as Movement

Aside from reinforcing change, leadership is also about making a movement. It may sound like it’s only applicable to government and non-profit organizations, but creating and pursuing a movement also applies to leaders in the corporate world. The movement represents leaders' dynamic action to steer their teams, organizations, or communities toward a shared objective. It involves setting direction, making decisions, and taking steps that propel everyone forward. 

Leaders create momentum by turning ideas into actionable steps. They set the vision and build the pathway to achieving it, ensuring everyone is moving in the same direction.

Leadership is a Journey

For many, leadership is a journey. It involves change, movement, influence, and the ability to serve others. It requires vision, emotional intelligence, integrity, and authenticity. 

Consider Elon Musk's example. His leadership isn’t just about dreaming of electric cars or exploring Mars; it’s about mobilizing vast teams of people, resources, and technology to make these seemingly impossible goals a reality. 

Musk creates movement, which turns his vision into a tangible, step-by-step journey. This illustrates that leadership is more than having ideas—it’s about generating the energy, enthusiasm, and coordinated action needed to turn those ideas into a reality.

Pro Tip: Love the process as much as you love creating results for your team and organization. By loving the process, you will grow and improve your competence and character as you lead your teams. 

Leadership as Service

This may be the last on this list, but it is the most widely known concept of leadership.

Leadership is service. Servant leadership is meeting people's needs and helping them grow. Servant leaders prioritize their team members' well-being, development, and empowerment. They lead by example, demonstrating humility, empathy, and a genuine desire to help others succeed.

Leaders like Mother Teresa and Mahatma Gandhi embodied servant leadership. Their leadership wasn’t about authority or personal gain but about uplifting others and positively impacting them. By putting the needs of others first, they built trust and inspired countless individuals to follow their lead.


personal leadership

Personal Leadership: Cultivating Integrity, Vision, and Self-Awareness

Personal leadership is not about holding a title or position over others—it's about leading by example, living out your values, and inspiring others through your actions.

It is leading people based on calling, character, and competence. Without these, leading oneself effectively, let alone influencing others, is impossible. 

In our leadership training, we refer to personal leadership as the Modeling of Leadership. Teams can only perform at the highest level when leaders display the right behaviors, values, and work ethic they expect from others. 

This guide will explore essential qualities of personal leadership and how you can embody them in your daily personal and professional lives. 

Personal Leadership Qualities

1. Integrity

Integrity is the cornerstone of personal leadership. There are several schools of thought on integrity. Some teach that integrity simply means honesty. Others describe it as accountability. But integrity, based on its original context, refers to wholeness (from the term “integer”). 

A person of integrity can gain the trust and respect of those around him or her as he or she aligns all actions with the wholeness of his or her character. Integrity refers to aligning words with actions. You must talk the talk and walk the walk. 

Commit to your promises and be consistent with your actions. Increase the power of accountability in your leadership by owning the mistakes you’re accountable for and learning from them. 

Strengthen integrity by always doing the right, even when difficult or inconvenient. 

2. Emotional Intelligence

Emotional intelligence (EI) is the ability to understand, manage, and navigate one's own emotions and those of others. It is one of the essential qualities for personal leadership, given that it fosters empathy, effective communication, and the ability to handle stress and challenges gracefully under pressure. 

Start developing emotional intelligence by recognizing your emotions and how they affect your behavior. Being self-aware of your current triggers for emotional stress can help you reduce the chances of negatively affecting your team members when you speak. 

Control impulsive feelings and behaviors by regulating yourself. Assess your emotional health every week to see specific areas for improvement.

Empathize with your direct reports as they face and overcome life challenges. Be an active listener as they share their struggles, even in their personal life, as you’d better understand where they’re coming from. 

Create a healthy support group where others can help you grow and give you the opportunity to serve others. This will help you see blindspots you can change or improve and gain feedback and insights from others who know you well. 

Develop a stress management coping mechanism by balancing demands and abilities. If possible, decrease demand. If not, increase your abilities to handle the needs of your life—this includes task management, problem-solving and decision-making, planning, and communication.

3. Critical Thinking

Critical thinking and strategic thinking are two essential skills of modern-day leadership. The first type of thinking involves analyzing situations, learning to filter insights and information based on your current context, and making informed decisions.

Involve yourself in strategic planning sessions to get a bigger picture of your organization (not only your teams). During this session, you can ask questions related to your leadership and brainstorm ideas to propel your team training to high performance.

Reflect on different perspectives by leveraging diversity and inclusion in your teams. Before making decisions, ask your direct reports for their insights, especially if you are leading direct reports. 

Analyze the consequences of your actions, but be firm when making decisions. No one wants to follow an indecisive leader. 

personal leadership

4. Resourcefulness 

Resourcefulness is the ability to maximize current resources (time, attention, energy, talent) to the fullest so that one can achieve one's individual or organizational goals. 

Personal leadership is being solution-oriented and knowing how to find innovative ways to navigate them. 

Cultivate a mindset of possibility within your team. Let their suggestions become a reality (consultative leadership) by trying things out—particularly the ones with valid reasons and supported by data. 

Be willing to adapt and change your approach when faced with setbacks. Flexibility aligned with resourcefulness could help your teams achieve greater performance and new heights not previously possible. 

5. Values and Ethics 

Values and ethics serve as your internal compass, guiding your decisions and actions. A strong sense of personal values helps you remain true to yourself and focus on what matters most. 

Ethical leaders are not swayed by external pressures or short-term gains but are guided by principles that align with their beliefs. 

Identify your core values. You can invest in a values and mission workshop from a reputable corporate training provider to help you identify your core values. 

When you lead with a strong ethical foundation, you create a positive impact on those around you and foster an environment of trust and mutual respect. 

6. Vision

A clear vision gives you a sense of direction and purpose. Personal leadership requires a solid vision to lead your team in the right direction of performance and character-building. 

Vision casting is about setting goals, developing a plan, and staying committed to your journey, even when the path becomes difficult. Commitment to the goals despite the daily challenges is what makes vision enable good leaders to perform. 

Vision also inspires others to work towards a common goal. Without a vision, people don’t feel the passion for the team, cast off restraint, leading to confusion, poor performance, and lack of growth. 

7. Self-Awareness 

Self-awareness also strengthens personal leadership. Self-aware leaders are more in tune with their thoughts and behaviors, allowing them to make conscious decisions that align with their values.

Here are some pro tips to increase self-awareness:

  • Let others speak to your career and life. Surround yourself with growing and trusted people. Allow others to suggest, advise, and give you feedback you need to improve your work. 
  • Reflect on your professional journey (intrapersonal communication) by setting time to meditate once a day. Write down things you’re grateful for as a leader and things you want to accomplish for the day. By setting things right at the start of the day, you’ll have a strong start, giving you inspiration and energy to accomplish great things for your team. 

The Role of Personal Leadership in Daily Life

Personal leadership extends beyond the workplace. It’s about leading yourself in all aspects of life, whether interacting with family, friends, or colleagues. Here’s how you can incorporate personal leadership into your daily routine:

  • Lead by example: Be a role model in your actions, whether maintaining a positive attitude, demonstrating empathy, or showing perseverance in difficult times. Develop your character at home to live out the correct values when working. 
  • Set personal goals: Take time to identify areas for growth and create actionable plans to achieve them. Define specific goals, and let your habits and actions take you where you want to go. 
  • Cultivate healthy habits: Practice self-discipline in time management, self-care, and continuous learning. Habits with consistent discipline bring you to the success you dream of as a leader. In every spotlight of success, there is a process, and that includes cultivating leadership habits. 

Personal leadership involves taking responsibility for your life, actions, and choices. How you see challenges and own them will affect your performance as a leader. 

Leadership is a journey that requires dedication, self-reflection, and a commitment to personal growth. By embodying qualities such as integrity, emotional intelligence, critical thinking, resourcefulness, values and ethics, vision, and self-awareness, you become a leader who influences others and inspires them to reach their full potential.

As I always say in my leadership training, “Leadership starts with you, but never about you.”  It’s the way you show up, the example you set, and the values you live by daily. By mastering these qualities, you can lead yourself more effectively and positively impact the lives of those around you.


strategic thinking and intuitive thinking

Strategic Thinking and Intuitive Thinking

Strategic thinking and intuitive thinking are two essential cognitive skills any leader must possess and master in problem-solving, decision-making, and leadership

While they operate on opposite ends of the spectrum, understanding them to leverage their strengths can lead to better outcomes in your professional line of work.

In this guide, we’ll explore the differences between strategic thinking and intuitive thinking, the factors that shape them, and actionable tips to improve both. Let’s begin. 

The Difference Between Strategic Thinking and Intuitive Thinking

Strategic thinking is a structured and systematic approach to analyzing complex situations, considering long-term goals, and planning the most effective path to achieve them. 

Conversely, intuitive thinking is an instinctive, gut-felling approach to decision-making. It is spontaneous and relies on experience, emotions, and immediate recognition of patterns without extensive analysis. 

Two famous experts describe strategic thinking and intuitive thinking. Dr. Jeanne Liedtka, a University of Virginia’s Darden School of Business professor, describes strategic thinking as discovering key insights that shape your future choices and actions.

In his book Thinking Fast and Slow, Daniel Kahneman, a Nobel Prize-winning psychologist, describes intuitive thinking as "fast thinking” that is automatic and effortless. 

Key Characteristics of Strategic Thinking:

  • Analytical and methodical
  • Involves careful planning and forecasting
  • Focuses on long-term goals
  • Considers risks, opportunities, and external factors

Key Characteristics of Intuitive Thinking:

  • Spontaneous and quick
  • Relies on experience and past patterns
  • Emotion-driven
  • Lacks formal analysis

strategic thinking and intuitive thinking

Factors That Shape Strategic and Intuitive Thinking

Many factors shape one’s strategic and intuitive thinking. Over time, these skills are developed as people mature and their environment nurtures them. A few vital factors that influence both of these thinking models include: 

A. Experience and Expertise

Experience is one of the most significant factors shaping intuitive thinking. On the other hand, exposure shapes strategic thinking when exposed to complex problem-solving situations and deliberate practice. 

As a trainer and speaker, I’ve seen this happen in my career. The more I step into the next level of challenges, training new groups of professionals, the more it develops my strategic thinking. Seeing through the lens of their needs and challenges, aligning it with the programs I was tasked to deliver.

Exposure to different levels of environment, audiences, and challenges is necessary to practice our strategic thinking skills more.

For leaders and managers like me, strategic thinking gets its honing phase when we make decisions for the team. As teams become more complex as they go through the different levels of team development—which I shared in my team training guide—you’ll find yourself applying strategic thinking skills in handling teams at their different stages—managing conflicts to allocating resources to increase work performance. 

B. Cognitive Style

Cognitive style refers to an individual’s preferred way of processing information. People with an analytical cognitive style tend to favor strategic thinking, while those with a holistic cognitive style are more inclined to use intuitive thinking. 

C. Emotional Intelligence (EQ)

Emotional intelligence plays a critical role in both strategic and intuitive thinking. People with high EQ are better at sensing emotions, which helps improve their intuitive thinking. Conversely, emotional intelligence aids strategic thinking by allowing individuals to assess situations objectively and control impulsive reactions.

I’ve seen leaders with high EQ who realistically assess situations not based on how they feel but on what they think is right. Emotional intelligence translates to better decision-making and problem-solving skills based on facts and data, not just gut feelings. 

D. Environment and Context

Based on context, the environment can dictate which thinking style is more effective. High-pressure situations with limited time for analysis often favor intuitive thinking, while complex scenarios requiring a detailed plan benefit from strategic thinking. 

I observed this during our corporate training sessions: the moment we change the vibe or environment style of the training, it enables them to change their thinking style, which translates to better behavior and skill enhancement. 

 

How to Improve Strategic Thinking and Intuitive Thinking

Given that strategic thinking and intuition are critical cognitive skills that require deliberate practice, self-awareness, and proper utilization of the right tools. Here’s how to improve both skills:

1. Engage in Long-Term Planning Exercises

Be involved in as many strategic thinking or planning exercises as possible. Whether you’re an employee participating in a strategic planning exercise for managers and directors or running your own business strategies and scenario analysis, all these exercises can help strengthen your ability to think systematically.

2. Practice Critical Thinking

Critical thinking is the foundation of strategic thinking. Consider different root cause analysis tools, such as “5 Whys” techniques, “RCA,” “Fishbone Diagram,” and 5Ms of Management frameworks—all these have their own advantages that can help you get to the root cause of the problem.

3. Use Strategic Frameworks

If you’re engaging heavily in strategic planning, strategic management, and critical thinking exercises to find opportunities, both internal and external, in your organization, familiarize yourself with strategic frameworks. These include SWOT Analysis (Strengths, Weaknesses, Opportunities, Threats), PESTLE Analysis (Political, Economic, Social, Technological, Legal, and Environmental), or the Balanced Scorecard to guide your strategic thinking.

Utilizing strategic frameworks is best because it helps you improve your strategic thinking skills, along with other colleagues, during thinking exercises.

4. Seek Diverse Perspectives

Strategic thinkers broaden their viewpoints by engaging with people from different industries, contexts, cultures, or backgrounds. This kind of exposure to diverse perspectives provides fresh insights and helps anticipate challenges from various angles.

There are many trainings that help teams instill collaboration and diversity. Here in the Philippines, we have diversity and inclusion training and team collaboration training, both of which include exercises on gaining diverse perspectives from others. 

5. Reflect on Past Experiences 

Reflect regularly on your past decisions and experiences to identify patterns, construct new lessons, and develop yourself both personally and professionally. This habit strengthens your ability to draw on intuition when faced with similar situations in the future.

6. Trust Your Gut Feelings

Intuition is often underrated by many. While it’s true that you cannot base all your decisions on gut feelings alone. If the situation has low-risk and isn’t major enough that it will dictate the trajectory in one area of your life, it is best to refine your intuitive thinking based on intuition. You’ll then find yourself improving your confidence in your instincts.

7. Develop Mindfulness Practices

Another way to get the most out of your thinking exercises is through mindfulness meditation. It can enhance intuitive thinking by improving awareness of thoughts and emotions.

A study published in Psychological Science found that mindfulness practices increase the ability to recognize intuitive insights.

8. Embrace New Experiences

Expose yourself to new situations and challenges to increase the range, depth, and width of your experiences stored in your memory. This diversity provides more reference points that can help you make better decisions in the future. 

Balancing Strategic and Intuitive Thinking

While strategic and intuitive thinking have distinct differences, they are not mutually exclusive. 

The most influential decision-makers leverage both skills, depending on the situation. A Harvard Business Review study suggests that blending strategic and intuitive thinking leads to better outcomes, especially in dynamic environments. 

Cultivate the right balance between strategic and intuitive thinking to ensure a well-rounded approach, which will allow you to navigate challenges confidently and clearly. 


benefits-of-strategic-management

Benefits of Strategic Management

In today’s VUCA and BANI (Brittle, Anxious, Non-Linear, and Incomprehensible) environments, strategic management has emerged as a critical skill and function for organizations striving for long-term success.

Founded on the five management functions (and the five Ms of management), strategic management hinges on a systematic approach to planning, decision-making, resource allocation, and the ability of every team and business to navigate challenges and capitalize on opportunities focused on their core vision. 

All of these are critical to sustaining the growth of any organization. 

In this guide, we will explore the key benefits of strategic management and my own takeaway as CEO of three companies: an SEO agency, a coffee shop franchising company, and a corporate training company.

The benefits of strategic management are broadly categorized into financial and non-financial, both of which are indispensable for sustaining a company’s success. 

1. Financial Benefits of Strategic Management

A. Improved Profitability and Revenue Growth

One of the primary financial benefits of strategic management is its positive impact on profitability. Companies with well-defined strategic plans are better equipped to identify and capitalize on revenue-generating opportunities.

Directors and managers ensure that they pinpoint necessary opportunities (becoming purposeful and opportunistic) as part of their directing in management. This proactive approach to market trends and consumer demands leads to consistent revenue growth, mainly when proper execution occurs. 

One study published in the Strategic Management Journal found that companies engaged in strategic planning experienced a 12% higher profitability than those that didn’t. 

Strategic management helps businesses set financial goals, monitor performance, and execute against those goals while implementing corrective measures, if necessary, when deviations occur—all these ensure sustained profitability. 

Apple Inc. has consistently used strategic management to innovate and enter new markets, now driving higher profitability year over year. They maintained high net income growth from $48 billion in 2018 to over $55 billion in 2020.

B. Efficient Resource Allocation

Strategic management allows organizations to optimize resources by identifying the most profitable ventures and prioritizing investments accordingly. In leadership training, we teach that we must utilize and maximize five resources daily. Failure to do so will result in disorder and inefficiency.

These five resources include:

  • Treasure (Money)
  • Attention
  • Energy
  • Time 
  • Talent

Efficient resource allocation helps minimize waste and ensures that capital, human talent, and all allocated resources toward initiatives can achieve the highest potential for returns. 

According to a report by McKinsey & Company, firms that implemented strategic management practices achieved a 25% increase in resource productivity, leading to significant cost savings and improved financial performance.

It is through leaders starting to see things from a top-down perspective —we call this “big-picture thinking” or “strategic thinking”—that the team must focus on, whether it is a high-return project or daily task. Companies must avoid unnecessary expenditures to free up resources for other critical business areas. 

Procter & Gamble (P&G) strategically focuses on high-growth categories like beauty and personal care, allowing it to allocate resources more effectively. It has focused on a market where it knows it can, which has resulted in improving its operating margins and steady financial growth, as reported in its annual financial statements.

C. Enhanced Risk Management

Strategic management involves identifying potential risks and developing plans to mitigate them. This proactive approach helps businesses avoid costly financial setbacks and ensures that they can withstand market fluctuations. According to a PwC survey, 73% of CEOs actively engaged in strategic risk management reported fewer financial losses than those who did not.

Risk management constitutes solid training for mid-line managers and directors. It is a critical skill in today’s rapidly changing market, as each organization and individual faces different types of risks in leading their teams. 

For instance, we managed to take calculated risks when we opened our coffee shop in Bulacan and our franchise in Lower Bicutan. Given the product-market fit, we saw every pattern and readability in operations to ensure it would catch a good market share once we launched our products. 

Another example is companies like Zoom, which, with strategic risk management plans in place, were able to quickly adapt to the surge in demand for virtual communication tools. As a result, Zoom’s revenue increased by over 300% in 2020, demonstrating how strategic planning can lead to significant financial gains even during uncertain times.

D. Improved Financial Planning and Budgeting

Strategic management enables businesses to create more accurate financial projections and budgets by aligning them with long-term goals. This alignment ensures that economic resources are allocated to support strategic objectives, leading to better financial outcomes.

A recent study by Deloitte revealed that organizations with strategic management frameworks experienced a 15% increase in financial planning accuracy, leading to more efficient budgeting and cost control. 

Financial planning is directly related to strategic goals. Businesses can avoid overspending by focusing on critical projects that require significant available funds. 

benefits of strategic management

2. Non-Financial Benefits

Beyond monetary gains, strategic management offers a plethora of non-financial advantages that any leader can overlook without thinking. These benefits contribute to the organization’s overall success, sustainability, and competitiveness. 

A. Clear Organizational Direction and Vision

Having a clear sense of direction and vision is part of the directing stage of the PLOC framework in management, which determines the destination of any organization. Strengthening strategic management initiatives ensures that all stakeholders understand the organization’s goals and the action steps needed to achieve them.

According to research conducted by Bain & Company, 90% of high-performing organizations attribute their success to having a clear strategic vision that guides their specific actions and decisions. This sense of purpose assists them in aligning efforts and ensures that every department and employee works toward the same goals. 

For instance, Tesla, Inc. has a clear vision to “accelerate the world’s transition to sustainable energy.” This strategic focus enables them to develop more products and marketing strategies while inspiring employees and stakeholders to contribute to the same vision within the electric vehicle market. 

We covered how to create vision statements in our Visioneering module in our team training and management training programs. 

B. Improved Decision-Making

Strategic management provides a structured framework for decision-making by analyzing internal and external factors that impact the business. This systematic approach ensures that decisions are made based on data, market trends, organizational changes, and capabilities, reducing the risks of costly mistakes. 

A study conducted by Harvard Business Review found that organizations with strategic management processes are 60% more likely to make decisions that lead to positive outcomes. Different strategic management initiatives, such as data analytics, scenario planning, and forecasting, can further result in informed and effective choices.

Johnson & Johnson, a global leader in healthcare, employs strategic management to make informed decisions regarding product development and market expansion. They use data-driven insights to launch new products that align with market demands. 

C. Adaptability and Resilience

Without adaptability, you can’t contribute to your organization's success. Strategic management equips organizations with the tools to anticipate changes and respond to any market disruption so they can adjust their strategies accordingly. 

A report by the Boston Consulting Group found that organizations with robust strategic management practices are 50% more likely to adapt to market changes, ensuring long-term sustainability. 

Netflix is a prime example of adaptability through strategic management. Initially a DVD rental service, Netflix anticipated the shift toward digital streaming and strategically pivoted its business model. This adaptability approach has positioned Netflix as a market leader in the streaming industry, with over 200 million subscribers worldwide. 

D. Enhanced Employee Engagement and Motivation

Involving employees in the strategic planning process fosters a sense of ownership and commitment, leading to increased engagement and productivity. Employees who understand their role in achieving the organization's goals are more likely to be motivated and perform at their best.

A Gallup study found that organizations with high employee engagement experience 21% higher productivity and 22% greater profitability than those with low engagement. Strategic management helps create a culture where employees feel valued and connected to the company's mission, which in turn drives better performance.

Example: Google employs strategic management practices that encourage employee involvement in decision-making, leading to high levels of engagement and innovation. This approach has contributed to Google’s reputation as one of the best places to work while driving its success as a global tech giant.

E. Strengthened Organizational Culture and Values

Strategic management helps to establish a strong organizational culture by aligning the company’s values, beliefs, and behaviors with its strategic objectives. A strong culture fosters unity, collaboration, and a shared sense of purpose, vital for achieving long-term success.

Research from the Journal of Organizational Behavior indicates that companies with a well-defined culture aligned with their strategy outperform their competitors by up to 30%. 

One of the best examples is Southwest Airlines' strategic management approach, which emphasizes employee empowerment and customer service. This culture has led to high employee satisfaction, low turnover rates, and a loyal customer base, making it one of the most profitable airlines in the industry.

Incorporating strategic management is not just an option but necessary for organizations aiming to thrive in today's dynamic and competitive business landscape.


directing in management

Directing in Management: Key Elements and Importance for Success

Directing falls under the leading component of the PLOC framework of management. In this management function, a manager or supervisor is focused on guiding, inspiring, and leading employees towards achieving both their individual goals and organizational goals. 

Directing bridges the planning and execution phases. It ensures that all strategies are transformed into concrete actions through continuous guidance, feedback, and combined efforts in motivation and inspiration. 

The lack of it as a component in managing processes will lead to plans remaining flat on paper and needing fulfillment in results.  

Importance of Directing

Directing is essential for several reasons, including: 

Implements The Vision

Directing provides more concrete steps to the vision. When the founders and/or management team have set the organization's vision and mission, directing helps break down plans into manageable actions. Vision, therefore, becomes a reality for the organization. 

Enhances Motivation and Morale

When team morale is high, it inspires employees to achieve peak performance in their work, increasing productivity and organizational growth. Conversely, when team morale is low, the drive to perform at its best is not visible. 

Through their directing functions, managers establish clear communication channels by increasing the frequency of communication and ensuring that information flows freely between different levels of the organization. 

Ensures Coordination

Directing brings together the efforts of all employees, aligning their individual objections with the company’s overall goals. This type of alignment ensures a smooth transition and operations for projects to be completed by teams. 

directing in management

Key Elements in Directing

Directing may seem like a sole component, but it has various parts underneath. Let’s review some of the key elements of directing. 

Supervision

Supervisors are called such because they are responsible for maintaining accountability. This involves closely monitoring employee performance and guiding them through their tasks.

Adequate supervision enables employees to remain on track and align their current actions with the organizational goals. 

Supervisors must provide clarity and support to ensure tasks are understood, well-planned, and executed correctly. Feedback giving becomes an essential element for team training, as it helps employees improve their individual 

Supervision also covers accountability, as it maintains oversight by giving leaders a bigger picture of what’s happening on their teams. Leaders must know how to foster a disciplined yet healthy work environment that addresses pressing issues and challenges their subordinates face. 

Identifying areas where employees need to grow is part of the core of supervision. Leaders here become mentors as they help their direct reports meet their daily job demands. Continuous use of appropriate learning and intervention, such as corporate training programs and leadership development, unleashes the mentorship potential of managers and supervisors.

All these we teach in our basic supervisory training

Motivation

Motivation is pivotal in driving employee performance and aligning with management's direction. Motivating one of the five pillars of management (5 M’s of Management)—manpower—lays the foundation for sound business operations.

People aren’t just the best assets - they are the inputs for every other Ms of management - money, machines, materials, and methods, putting all these together in 

Motivation involves looking at both intrinsic and extrinsic “motivators” of people in giving their best efforts for the company. Here are the top science-based motivational techniques:

  • Recognitions and rewards - whether through monetary incentives or verbal acknowledgment of efforts, can significantly boost morale and productivity.
  • Determining One’s Personality Styles - in our DISC personality training, we let our participants assess themselves based on the four unique personalities: Dominant, Influential, Steady, and Corrective. All these have significant strengths and weaknesses that every professional manifests at work. Knowing the personality styles of your direct reports can help you motivate them based on what makes them tick. 
  • Creating a Positive Work Environment—This may involve promoting psychological safety among your teams, where you empower others to share their pressing concerns, ideas, and challenges so you can address them as a leader. A consultative leader who asks questions is more likely to become proactive in solving problems within their scope of influence.
  • Aligning Personal Goals with Organizational Goals—Employees become effective when they clearly see a connection between work and their personal aspirations. As more organizations are leading towards holistic growth for their employees, tapping this motivator or alignment of work with their personal life elevates their performance and how they bring value to the organization.
  • Leadership 

The leadership component within directing is about influencing, guiding, and inspiring employees to achieve organizational objectives. It may be similar to motivation, but it deals with influencing others through various methods. 

In our leadership training, we teach the three Hs of Leadership: Heart, Hand, and Head. Every manager or supervisor must develop and grow in these three areas of leadership. They must grow in their head—intellect, knowledge, and know-how of their people. They should acquire skills (“Hands”) and master them as they lead their people. Lastly, they must lead from the Heart—integrity. 

All these encompass a strong, characterized, competent leader any direct report would want to follow their ways. 

Here are more useful resources I’ve written in the past to help you grow in leadership:

To dig deeper, let me share with you actionable tips to grow in your leadership based on my over a decade of experience leading people and organizations:

  • Know your vision. Vision brings you into places you never thought possible as you take action to make it a reality. Communicate this vision to your teams so you can achieve objectives.
  • Adjust your leadership style based on your people’s motivation and behaviors. 
  • Recognize your emotions and develop your emotional intelligence. Increase awareness of your feelings and emotions, as well as be sensitive to others’ emotions—all these will guide you in interactions. 

Communication  

Effective communication is central to directing. Every workday, you communicate messages and tasks to your colleagues and direct reports, so developing strong communication skills ensures you’re bringing your team to the vision. 

Here are some useful tips to improve communication: 

  • Be true to yourself to enhance intrapersonal communication. Authenticity unleashes the power and truth in yourself, helping build more trust with your team members.
  • Communicate clearly and transparently. Clear communication helps prevent misunderstandings and ensures your direct reports know precisely what is expected.
  • Foster an environment where employees feel comfortable providing feedback and concerns, as I mentioned earlier about psychological safety. 
  • Be consistent in your messaging. This will help align your team members' efforts toward one goal: expecting the ideal output. 
  • Increase the frequency of meetings and one-on-one sessions with your direct reports, especially for virtual teams, as you need to emphasize as a leader the key messages and goals of the company. 

Coordination  

Coordination refers to aligning and integrating the efforts of individuals and departments to achieve common organizational goals. This is where the need to allocate resources effectively for smoother operations. 

Here are some valuable tips to better coordinate with your team members:

  • Avoid redundancies in processes. Determine minor details that overlap in tasks and roles so you can ensure resources are used efficiently and promptly.
  • Integrate the efforts of different departments by conducting regular, sequential meetings to align all action plans set during strategic planning and goal-setting activities. 
  • Facilitate smooth interactions and transitions when changes are happening in the organization. 
  • Learn to manage change internally from top management down to frontline employees. See every possible result of change and communicate them across your teams. 

The Essential Role of Directing in Organizational Success

Directing is a core management function that bridges the gap between planning and execution. 

By integrating supervision, leadership, motivation, communication, and coordination, managers and supervisors can ensure that organizational goals are translated into vacation plans.

If you want to conduct training programs in your organization on management, succession planning, business development, communication, and culture building, contact us, and we’ll schedule a training needs analysis session with your learning and development team. 


advanced presentation skills

Advanced Presentation Skills: Master Techniques to Captivate and Influence

As a trainer and speaker, I’ve seen the importance of developing advanced presentation skills for leaders and those starting their careers. Whether you’re pitching a potential investor, conducting a meeting with your team, or publicly speaking at a conference, mastering the basics and being aware of the nitty-gritty details of a high-impact presentation is an essential skill anyone can undoubtedly benefit from.

This guide will examine strategies and techniques for improving your presentation skills. I will also share my takeaways as a professional speaker and corporate trainer.

1. Understand Your Audience 

One of the fundamental aspects of any presentation is understanding your audience. You can craft a talk that addresses their current challenges and context by determining their needs, wants, and expectations. Thus, it helps them see themselves better if it’s an inspirational presentation or if they are participants in a specific competence training session.

If it is a training or speaking session, conduct a training needs analysis with the organizer and HR representative so you can ask relevant questions to better understand their audience. In a much more comprehensive manner, trainers conduct focus group discussions with a few of the participants to directly gain insights into their current experiences and expectations. 

By getting answers to those questions, you can customize your message to better resonate with your audience, making it more relevant and impactful.

It is also best to understand the context of the organization, the company's context within the industry, and how your topic should be discussed in the event—all these can help you speak on point when delivering your presentation.

2. Structure Your Presentation for Maximum Impact

A well-structured presentation is important in capturing and maintaining your audience’s attention, allowing them to experience your message's journey. 

In my presentation skills training, I shared a three-step process for structuring a presentation:

  • Launch (Introduction)
  • Fly (Body of Content)
  • Land (Closing)

Let’s have a quick look at each part. 

During the Launch stage of the presentation, you start with a solid opening to grab your audience's attention. There is a First 30 to 60-second rule in public speaking that you have to maximize in opening an impactful speech. 

During the first 30 seconds, you could use a relevant quote, ask questions, and let your participants engage with each other (left-hand and right-hand tap - like what I do during my training and talks). 

The goal is to set the stage for your presentation and provide a good impression at the start of your talk. Remember that at the beginning, your audience will decide whether to listen, trust, and like you based on your opening lines. So, if you’re delivering a perfect punch, you will likely get remembered and maintain their attention throughout your presentation. 

At the Fly stage, you present your key points, solutions, or simply the content itself. This is where you tackle the three most important points of your talk—we call them the Big Three

Simplify your talk by only covering three essential points, then direct towards the finer details from each main point. This way, you can summarize it by discussing those three main points at the end of your speech. 

Lastly, the Land stage is where you conclude your presentation. Here, you summarize your key points and end with a strong punch—or closing statement. It could be a challenge they have to do or apply from your talk, a call to action, a powerful quote, or a forward-looking statement that can leave an impactful and lasting impression. 

advanced presentation skills

3. Master Non-Verbal Communication

Nonverbal communication, including body language, eye contact, and gestures, plays a significant role in conveying your message and increasing the perceived value of your presentation.

Start mastering nonverbal communication by making eye contact with different participants in your audience. If you speak to a crowd of 50 people for one hour, you can aim to see them once eye-to-eye for at least the duration of your speech.

Use purposeful gestures to emphasize key points. Be careful not to be overly conscious of your hand gestures. Avoid nervous gestures that can distract your audience from your message. 

Stand confidently, hands-free, and do not look back or sideways. Smile. Smiling can help remove barriers to your connection with your audience and promote a welcoming experience. You can also utilize a serious expression when emphasizing essential points. 

4. Use Visual Aids Effectively 

Visual aids can enhance your presence, making it more engaging and appealing to the senses of your participants. 

One of the best ways to add effective visuals is to keep your slides simple and uncluttered. Avoid too much text and use bullet points and images more often to highlight data, key points, and information. Instead of overcrowding slides with text, visuals can reinforce points that can hook your audience's attention even more. 

Utilize animations and transitions sparingly. These can enhance the flow of your presentation, not distract from it. 

I use visual aids in my corporate training programs to remind me of my next point and message. I simply place my laptop in front of me so I do not need to turn back to see my screen and make unnecessary moves that would only distract my audience.

5. Leverage Storytelling For Emotional Engagement

Storytelling is one of the most potent ways to connect with your audience. Facts tell, but stories sell. Stories can make complex concepts relatable and memorable. 

When incorporating stories into your presentation, be authentic. Share only personal experiences and anecdotes relevant to your topic. Authenticity in storytelling helps build trust and rapport with your audience.

I usually start my presentation with a story. This is my way of capturing my audience's attention and allowing me to connect the context of my topic with my personal experiences. 

Always connect your stories to your message. A well-told story can illuminate the main points and make the message even more practical and relatable.

6. Handle Questions and Challenges Effectively

You must face challenges in every speaking or training session to better engage your audience. 

The key to handling all these obstacles is the power of preparation. Prepare yourself by practicing your speech and internalizing the message and its impact on your audience. This will also allow you to anticipate the types of questions and even objections your audience might have and prepare your responses in advance.

Remain calm and composed when answering questions. Take a moment to think before responding. If the question seems unclear, clarify it. This ensures you address their concern accurately. 

In some rare cases when you don’t know the answer, admit it or say, “I’ll get back to you on this one”. Be respectful and genuine, as you don’t have to answer everything's scope outside your subject of expertise. 

7. Work Hard on the Preparation 

Even the most seasoned presenters practice extensively. It is what makes their presentations successful and captivating, as preparation builds your self-confidence and improves your delivery.

One of the best ways to practice is to get feedback from a trusted colleague or mentor. Through constructive feedback, you’ll be able to see your flaws and areas for improvement so you can deliver the presentation better next time.

8. Use the Power of Pausing 

Pauses are powerful tools in presentations. They give your audience time to absorb information, emphasize key points, and make you appear more confident. 

Utilize pauses strategically before delivering a critical point. You can pause after asking rhetorical questions to allow your audience to reflect and engage with you and your content. 

Deliver Your Best Presentation Every Time 

Mastering advanced presentation skills isn’t just about what you say but how you say it.

By understanding your audience, structuring your presentation effectively, utilizing visual aids wisely, and practicing diligently, you’ll transform your presentation from mediocre to a successful session your audience would love to engage with. This can eventually translate to more sales, more income, and expanded influence on you as a professional.

The strategies mentioned above have been proven to work for both newbie and seasoned speakers and trainers, both locally (Philippines) and internationally.