Leadership

5 Ms of Management: Key Principles for Organizational Excellence

Management is the heartbeat of any organization, acting as the catalyst that organizes, plans, and directs all resources toward achieving the company’s objectives. It serves as the hub around which all production factors revolve. 

Business management's complexity and extensive nature necessitate a structured approach, often broken down into five fundamental components: Money, Manpower, Machines, Materials, and Methods. 

These components are collectively known as the 5 Ms of Management and lay the foundation for effective business operations.

I also shared my actionable tips on effectively utilizing these M’s in your business operations. 

5 Ms of Management

1. Money

The cornerstone of any business management process is money. With sufficient capital, a business's functioning becomes more accessible and more possible. Money is essential for acquiring raw materials, hiring personnel, purchasing machinery, and covering other operational costs.

To delve deeper, money in a business context can be divided into fixed capital and working capital. Fixed capital refers to long-term investments such as machinery, buildings, and land while working capital is used for day-to-day operations. 

The availability of sufficient capital allows a company to recruit top talent, procure high-quality raw materials, and maintain efficient machinery, all of which are crucial for producing high-quality, cost-effective final products or services.

Beyond just acquiring resources, effective financial management involves strategic allocation and optimization of funds. This includes budgeting, forecasting, and financial planning, which are critical for sustaining business growth and navigating economic uncertainties. 

Financial agility enables a company to respond quickly to market changes, invest in innovation, and maintain a competitive edge.

You can check out this post for a detailed version of 5 functions of management.

Actionable Measures:

• Set up financial control and audit for every business function that involves spending or utilizing money. This approach allows you to monitor your money efficiently without worries and apprehension.
• Get outside help from a financial consultant to assist you in your daily business decisions. As money is becoming a significant concern for companies nowadays, having someone to give sound advice makes you a better general manager or entrepreneur.
• Create systems to facilitate a good inflow and outflow of money in your business or departmental operations. Having systems in place avoids too many unnecessary mistakes, which are mostly expensive, especially in companies involved in trading and manufacturing. 
• Get into the habit of regular, unexpected audits in your financial and other business departments. This will allow you to get realistic situations of the processes and change if necessary if your staff members make mistakes. 

2. Manpower

Management is often described as the art of getting things done through people. Manpower is a critical element; without it, all other resources would remain idle. This encompasses managerial and non-managerial personnel who contribute to the organization’s operations.

The success of any organization depends significantly on having skilled and capable personnel. Managers are crucial in resolving issues promptly and ensuring that teams operate efficiently. 

Long-term employee loyalty can be achieved by providing fair compensation, promoting a healthy work-life balance, ensuring a sustainable working environment, and offering adequate resources.

In the modern business environment, the role of manpower extends beyond traditional labor to include intellectual capital and knowledge management. Investing in continuous leadership and management training and development programs helps upskill employees, fosters innovation, and improves productivity. 

Promoting a culture of inclusivity and diversity can also lead to a more dynamic and resilient workforce.

Actionable Measures:

• Provide corporate training programs for employees to enhance their competencies (knowledge, skills, and attitude).
• Hire an HR consultant to assist you with designing learning and development interventions. 
• Improve your performance management systems to adapt to employees' ever-changing needs, which aligns with global standards for human capital development. You can hire an external consultant to delve into your current state of managing performance and give you solid advice on what to improve. 
• Check the current payscale of your employees. Ensure your salaries are competitive enough to hire and retain talents who’ll be your current assets as a brand. Invest in your people in your staff's hiring, training, and onboarding program. 
• Hire a corporate training provider to plot a training calendar for your employees. Ensure it is consistent across different platforms - give value to your employees by finding the right speaker or corporate trainer to design and facilitate employee training programs. 

3. Materials

Materials are the building blocks required to produce the final goods. These can be raw materials or semi-finished goods necessary for the production process. The management must ensure that the materials are of sufficient quantity and quality to meet demands. 

Effective material management involves acquiring the right materials and optimizing the costs associated with their conversion and transportation. Regular checks on the quality and quantity of raw materials help maintain production efficiency and meet customer expectations.

In today's environmentally conscious world, sustainable material management is gaining prominence. This includes sourcing eco-friendly raw materials, reducing waste through efficient processes, and recycling materials wherever possible. Such practices benefit the environment, enhance the company's reputation, and lead to cost savings.

Actionable Measures:

• Invest in the sustainability and scalability of your business operations with raw materials. Find new innovative ways to put wasted raw materials into good use. This could also be a potential business opportunity in the form of new products (e.g., Lamouyan Corporation, founder of Happee toothpaste, produced Dazz in their quest to solve wasted raw materials). 
• Be innovative in improving the quality of your products by checking your current materials. You may have to invest in research and development to research the latest trends in your industry. 

4. Machines

Machines are instrumental in transforming raw materials into finished products. Various machines are used in the production process depending on the nature of the goods being produced. Investment in modern machinery can significantly enhance the manufacturing process.

The advent of new machinery technology has revolutionized production processes, resulting in faster output and higher efficiency. Well-maintained and advanced machinery provides a competitive edge by ensuring consistent product quality and reducing operational costs.

Integrating automation and Industry 4.0 technologies, such as the Internet of Things (IoT) and artificial intelligence (AI), is transforming the manufacturing landscape. These technologies enable predictive maintenance, real-time monitoring, and optimization of production processes, leading to increased productivity and reduced downtime.

Actionable Measures:

• See technology as one of your company's forefront initiatives. Invest in the latest technology tools to improve your current business processes. It could be online platforms and web-based tools to make your employees' daily work more effective and efficient.
• Efficiency is the new game when it comes to machines. It requires thorough analysis and execution to speed up processing and reduce any associated costs. 

5. Methods

Methods refer to the standard and recommended ways of carrying out operations according to established systems and procedures. The use of proper methods enhances efficiency and contributes to effective management.

Organizations can ensure consistency in their operations by following systematic approaches and procedures. This includes adhering to best practices, implementing quality control measures, and continuously improving processes to adapt to changing market demands.

In agile management, methods are evolving to include more flexible and iterative approaches. Agile methodologies, such as Scrum and Kanban, emphasize collaboration, adaptability, and continuous improvement. These approaches enable organizations to respond more swiftly to customer feedback and market changes, fostering innovation and enhancing overall performance.

Actionable Measures:

• Invest in agile training for your employees. This would allow for various continuous improvements across your business operations.
• You’ll get to be more responsive to the changing needs of your customers while giving them the customer excellence they deserve. 

5 Ms of Management - Backbone of Effective Business Management

The 5 Ms of Management—Money, Manpower, Materials, Machines, and Methods—form the backbone of effective business management. Each element is vital in ensuring an organization's smooth operation and success. 

By understanding and optimizing these components, businesses can achieve their objectives, maintain a competitive edge, and drive sustainable growth.

In an ever-evolving business landscape, it is essential to reassess and refine these elements continuously. 

Embracing new technologies, fostering a culture of continuous improvement, and prioritizing sustainable practices are key to staying ahead in today’s competitive market. As management continues to evolve, integrating these innovative approaches with the traditional 5 Ms will pave the way for future success.

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by Venchito Tampon

Consultative Leadership: Empowering Teams Through Collaborative Decision-Making

Consultative leadership is a style where leaders actively seek input, feedback, and ideas from their team members, superiors, or peers before making decisions. 

Unlike autocratic leadership styles, which rely on a top-down approach, consultative leadership values the insights and expertise of others, fostering a more democratic and inclusive environment. 

This approach enhances the quality of decisions and empowers members in the organization by making them feel valued and involved (“power of inclusivity”). 

Why is Consultation Important in Leadership?

Consultation is a cornerstone of effective leadership for several reasons:

Enhanced Decision-Making

By incorporating diverse perspectives, leaders can make more informed and balanced decisions. This reduces the risk of blind spots and biases often accompanying unilateral decision-making.

For teams with few or several front-line employees, asking about their input is critical as they experience challenges and address customers' concerns. Therefore, they have incredible insights into improving operations and making them more efficient for the organization. 

Employee Engagement

Involving team members in decision-making increases their sense of ownership and commitment to the outcomes. Engaged employees are more motivated, productive, and loyal.

Many employees leave companies because they feel they’re not growing anymore. This is a challenge that consultative leadership overcomes through 1 on 1 conversations or even during corporate training programs such as leadership training. 

You can also check out our post on the relationship between leadership and employee engagement. 

Building Trust

Consultation fosters a culture of trust and openness. Employees who feel heard and valued are likelier to trust their leaders and collaborate effectively. 

Trust is the glue of teamwork that allows people to share their ideas. In learning and development interventions, we call it “psychological safety,” where people can openly share their current challenges at work. 

Development of Team Members: 

Through consultation, leaders can identify and nurture the strengths and potential of their team members. This not only aids personal and professional growth but also builds a robust talent pipeline within the organization.

Consultative leadership also brings self-awareness to team members, who must assess their current professional and personal standings and are regularly asked for input. It helps them to see more of their potential and brings them closer to achieving their goals aligned with organizational objectives. 

How Does Consultative Leadership Differ from Other Leadership Styles?

Consultative leadership is distinct in several ways:

• Less Authoritative: Unlike dictatorial or authoritative styles, consultative leadership involves less direct control and more shared decision-making. Leaders still retain the final decision-making authority but rely heavily on team input.
• Collaborative Approach: While participative leadership also involves team input, consultative leadership is unique in its structured and deliberate approach to gathering and incorporating feedback. It prioritizes a balanced mix of experience, skills, and ideas from internal and external sources.
• Emphasis on Development: Consultative leaders focus on leveraging their teams' collective knowledge and experience to drive growth and improvement. This approach not only enhances decision-making but also fosters continuous learning and development.

Actionable Tips to Practice Consultative Leadership

Foster Open Communication

Create an environment where team members feel comfortable sharing their ideas and opinions. If this is your first time, please include asking questions in your daily discussions with your associates. 

Avoid trying hard to be consultative. Make a natural approach to encourage open dialogue and actively listen to their inputs.

In meetings, 1 on 1 conversations and casual talk, you can make the environment warm and open for discussions instead of just discussing your ideas at all times. 

Our leadership and management training teaches how vital relationship building (or connection) is to leadership. The better you can connect with your subordinates, the easier you can lead them.

The same goes for when you want to be consultative in your leadership style; you need relationships to receive positive things and negative (not so commonly heard) issues at work. From there, you can address them properly and help your team become more effective and efficient. 

Consider Stakeholders Buy-In

In many organizations, stakeholder management is crucial as every decision affects your work output and others’ way of work - and how they achieve their goals. 

Identify your stakeholders - superiors, clients, suppliers, government agencies, etc. Prioritize the ones you should comply with or simply acknowledge with your reports. You may even ask for their input, as they may have an outside perspective your team hasn’t thought of before. 

Regularly Identify The Needs 

Business includes identifying the needs of your customers and your employees. As you practice problem-solving and decision-making skills, you’ll have opportunities to develop new strategies to adapt to the ever-changing market needs.

As a consultative leader, identify and assess your team’s current needs. Do they need more training on a particular skill set? Do they have enough resources needed to achieve their individual work goals? 

By regularly thinking about how to help your team by addressing your needs, you’ll become a better leader yourself and help the team elevate their potential, productivity, and performance. 

Be more aware and be considerate of others’ needs. We have a term for this - empathy. Empathy is understanding and putting your shoes in other people’s situations so you’ll help them address it with your leadership abilities. 

Seek Diverse Perspectives

Diversity isn’t just about age, status, and gender. It also deals with having diverse perspectives and beliefs on many things. 

Make it a point to gather input from a diverse group of individuals. This can include team members, other departments, and external experts like business consultants. Diversity in perspectives leads to more innovative and well-rounded decisions.

Invest in External Consultants 

For some companies and leaders who know that investment in their team is crucial for business success. They’re looking into many patterns of solutions for their daily challenges.

One solution to this is hiring external consultants who can give an outside perspective on the daily challenges of your team. Of course, it involves investment, but this is worthwhile if it can triple or 10x the productivity and performance of your team.

Inclusive leadership is being humble and learning that there are things you still don’t know and that counsel and advice are paramount to your success. 

Be Transparent

Communicate the decision-making process and the role of consultation within it. This transparency builds trust and ensures team members understand how their input will be used.

Being a transparent leader means you don’t try to sugarcoat or hoard information. But you’ll stand on your ground and even tell people about the brutal facts, showing your action steps to overcome hurdles and challenges in your team. 

Provide Feedback

After making a decision, provide feedback on how the inputs were considered and the rationale behind the final decision. This closes the loop and reinforces the value of consultation.

Feedback can also be given after every job intervention by an employee. For example, you can immediately provide feedback after someone gives a presentation. 

Be careful in feedback not to avoid being too shabby or shallow with your advice or, on the other side, being too restrictive only to negative points. 

Assess if it is a skill-based feedback or, in particular, competence element you want to address with the person (knowledge, skills, attitude, or habits). 

Develop Active Listening Skills

Effective consultation requires leaders to be active listeners. This means fully engaging with the speaker, asking clarifying questions, and avoiding premature judgments.

Active listening involves hearing the exact words and trying to understand the meaning behind every word. This requires constant practice with your communication initiatives. You want your staff members to be heard and listened to when they speak. 

Encourage Continuous Improvement

Use consultation as a tool for continuous improvement. Regularly seek feedback on processes, projects, and leadership approaches to identify areas for enhancement.

As you become a good leader, help others improve their professional and personal lives. Encourage them to see more of themselves as someone growing in their field or organization. 

Use any defining moments, such as mistakes, as a ground to help them improve, instead of barging them with too many negative comments that don’t necessarily help them grow as professionals. 

Avoid Blaming Others 

One of the common mistakes leaders make is blaming people when things go wrong.

Remember that when you ask for input and have the entire team decide on certain things, you know it is a decision of the whole. So blaming others won’t even remove mistakes.

Make people accountable for what they do. And when things go awry, encourage and inspire people to do better next time. Being a consultative leader means knowing what to do when things are unplanned. 

Consultative Leadership Done Right 

Consultative leadership is a powerful and inclusive approach that leverages the collective knowledge and expertise of the team to drive better decision-making and foster a positive work environment. 

By prioritizing consultation, leaders can build trust, enhance employee engagement, and promote continuous improvement. As organizations navigate the complexities of the modern business landscape, consultative leadership offers a valuable framework for achieving sustained success and growth.

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by Venchito Tampon

5 Functions of Management

Management is a critical area of any organization, guiding leaders toward achieving their goals. While we mainly talk about leadership in corporate training, the management part has become underrated and underutilized, leaving many managers and supervisors needing guidance on achieving their goals. 

Henri Fayol, a management expert, identified five primary functions of successful management: Planning, Organizing, Staffing, Directing, and Controlling.

We’ll look at each function and tips on how to put them into use in day-to-day work. 

5 Functions of Management

1. Planning

Planning is the initiating phase of management. It involves deciding in advance what to do, how, and when to do it. 

Effective planning requires managers to set objectives and determine the best course of action to achieve these goals.

Here are some critical aspects of planning: 

• Objective Setting: Defining clear, achievable goals the organization aims to reach. Managers can also set their own professional management goals that align with what the organization wants to achieve. 
• Course of Action: Determining the steps necessary to reach these goals. 
• Resource Allocation: Ensuring that human and non-human resources are used efficiently. Even including workforce, budget, timeline, and other necessary details to take every step. 
• Risk Management: Identifying potential uncertainties and devising strategies to mitigate them. 

8 Plans Managers Need to Create:

• Vision-Mission-Values - Vision is the direction and destination. The mission is the reason for existence and purpose. 
• Strategic Plans - these are top-level decisions on how to win or compete. 
• Operational Plans - functional plans (who will do what by then) that strategic plans will be accomplished. 
• Schedules - plans expressed as timelines. 
• Budget - plans expressed as numbers.
• Policies - guides to decision-making. 
• Rules - do’s and don’ts. 
• Procedures - sequenced set of steps or rules. 

Planning is an intellectual activity that requires foresight, judgment, and creativity.

As managers, it’s essential to take the time to plan to avoid any confusion, create backup plans for uncertainties (even emergencies), and avoid any waste of resources.

Organizations can ensure a structured approach to achieving their objectives through a well-thought-out plan. 

Actionable tips for managers and supervisors :

• Align your plans with the departmental and organizational VMV (vision-mission-values). You can succeed with your execution, but if there is no alignment, you’ll succeed in the outway path. 
• Remember that not all plans will be perfect. Some may need to be controlled or at least be cautious about being too perfectionist about everything. Even in the most minor details, micromanagement might do more harm than good.
• Involve your team when planning. Ask for suggestions and allow your staff to raise their concerns and challenges, particularly those facing customers daily. You’ll get insights you never thought of, directly involving providing the best customer experience. 
• Don’t spend too much on planning. Half-day to three-day sessions are good time to spend on planning. Longer than it might rob you of the resources for execution. 

If you want to dive into these five management functions with your team, learn more about our leadership training program in the Philippines. 

2. Organizing

Once a plan is in place, the following function is Organizing. This function involves assembling and coordinating the resources needed to implement the plan.

Organizing can be broken down into several key steps:

• Resource Allocation: Identifying and allocating physical, financial, and human resources.
• Task Assignment: Dividing the work into manageable tasks and assigning them to the right individuals or teams.
• Coordination: Establishing a structure of authority and relationships to ensure effective communication and cooperation.

Organizing ensures that the resources are utilized most efficiently to achieve the organizational goals. 

Actionable tips for managers and supervisors :

• Remember your staff members (associates) when organizing resources to pursue your goals. See their current adaptive scenarios and expectations to know what you can adjust when organizing resources.
• Break down projects into manageable tasks - though this is part of the planning phase. Organizing still takes over, as there are nuances and surprising elements where you must change some plans and be flexible. 

Organizing involves creating a framework within which the tasks are performed and responsibilities are defined.

3. Staffing

Staffing is the process of recruiting, selecting, training, and developing employees to improve performance (results) and strengthen relationships within the organization.

The primary objective of staffing is to ensure that the right people are in the right jobs. This function includes several vital activities:

• Recruitment: Identifying and attracting qualified candidates for job vacancies.
• Selection: Choosing the most suitable candidates through interviews, tests, and other evaluation methods.
• Training and Development: Providing employees with the necessary skills and knowledge to perform their jobs effectively.
• Promotion: Advancing employees to higher positions based on their performance and potential.
• Performance Appraisal: Evaluating employee performance to identify areas for improvement and provide feedback.
• Employee Transfer: Moving employees to positions where their skills are most needed.

Effective staffing ensures the organization has a competent and motivated workforce, which is essential for achieving organizational goals.

Actionable tips for managers and supervisors :

• Put the right people in the right seats. Be discerning and know when assessing potential candidates for your team. Go beyond the casual interview process and dig deeper into personality and pre-work job assessments to examine other components of KSA (knowledge, skills, and attitude). 
• Create or align your managerial onboarding process with the organization’s onboarding process. If you’re working in a startup, recommend a solid onboarding process for new employees. It is critically important for associates to learn about the company, its mission and values, and ways and means to achieve the vision. Most of the people problems managers face are rooted in the lack of proper onboarding initiatives. 

4. Directing

Directing is the managerial function that involves leading and motivating employees to achieve organizational objectives. It includes several key elements:

• Leadership: Influencing and guiding employees toward achieving the organization's goals.
• Motivation: Encouraging employees to perform their best through incentives, rewards, and recognition.
• Communication: Ensuring effective communication channels to facilitate the flow of information.
• Supervision: Overseeing employees' work to ensure tasks are performed correctly and efficiently.

Directing is often considered the life-spark of an organization. The function brings the plan to life, sets the organization in motion, and ensures that all efforts are aligned toward achieving the set objectives.

Actionable tips for managers and supervisors :

• Let your team members take assessments (e.g., DISC Personality Profile Assessments). This would allow you to personalize your directing approach based on the associates’ strengths, weaknesses, and triggers.
• Increase frequency of communication, especially in this age where hybrid and work-from-home setup is paramount.
• Don’t micromanage, but set parameters for reporting. Do not try to control your team’s behaviors with words and actions. Instead, set rules for reporting and always go back to them if no action is observed during the process. 

5. Controlling

Controlling is the final function of management and involves monitoring and evaluating the organization's progress toward its goals. It ensures that the organization’s activities are aligned with the planned objectives. Critical aspects of controlling include:

• Setting Performance Standards: Establishing benchmarks against which actual performance can be measured. 
• Measuring Actual Performance: Collect data on actual performance and compare it with the established standards.
• Analyzing Deviations: Identify any deviations from the standards and determine their causes.
• Taking Corrective Action: Implement measures to correct deviations and meet goals. (i.e. performance management).

Controlling ensures that the organization remains on track to achieve its goals. It helps identify issues or inefficiencies and allows timely interventions to address them.

Actionable tips for managers and supervisors :

• Take corrective actions and remain flexible with your plans. You’ll always experience behavioral problems and issues with your people, but stay on with your plan.
• Ask for help from superiors, business unit heads, and organizational department heads. 

Manage The Process Effectively 

Henri Fayol's five management functions provide a comprehensive framework for managing organizations effectively. Planning, organizing, staffing, directing, and controlling are interrelated functions that collectively ensure an organization's smooth operation and success. 

Remember that these management functions only care for the processes, not the human beings themselves. We manage processes. We lead people. 

Managers can create a structured and efficient approach to achieving organizational goals by understanding and implementing these functions. Fayol’s contributions to management theory have stood the test of time and continue to be relevant in today’s dynamic and complex business environment.

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by Venchito Tampon

Leadership Training Objectives

Leadership training in the Philippines is pivotal for cultivating leaders who can navigate the country's dynamic and diverse business landscape. As organizations aim for sustainable growth and innovation, developing effective leadership becomes even more critical. 

This article outlines essential leadership training objectives within the context of the Philippines' learning and development sector.

11 Leadership Training Objectives in the Philippines

1. Cultural Sensitivity and Inclusivity

The Philippines is a melting pot of cultures, with various ethnic groups and regional identities. Effective leaders must be culturally sensitive and inclusive, understanding and appreciating the diverse backgrounds of their team members. Leadership training should focus on:

• Understanding Cultural Dynamics: Leaders should be trained to recognize and respect cultural differences, fostering an inclusive work environment.
• Promoting Inclusivity: Training programs should teach leaders how to implement inclusive practices that leverage diversity for organizational success.
• Navigating Cultural Challenges: Leaders should learn strategies to handle cultural conflicts and promote team harmony.

Cultural sensitivity also means understanding the Filipino nuances of leadership. As such, you can’t simply adapt to Western philosophies of leadership. For example, most leadership trainers consider “competence” to be the main core element of Filipino leadership. 

While that’s true to some extent, we still believe in the idea of a people-oriented leader “pagiging makatao”. This one element should be included in any leadership training. 

2. Effective Communication

Clear and effective communication is the cornerstone of successful leadership. In the Philippines, where English and Filipino are widely spoken, leaders must communicate in both languages. Leadership training should enhance the following:

• Bilingual Proficiency: Leaders should be fluent in English and Filipino, ensuring clear communication across all levels of the organization.
• Constructive Feedback: Training should focus on giving and receiving feedback in a manner that promotes growth and improvement.
• Active Listening: Leaders should develop active listening skills to understand their team members' perspectives and foster a collaborative environment.

In today’s day and age, where we have social media and different online platforms, learning how to communicate effectively and with the right frequency is essential to elevating leadership potential. 

Leadership training must include topics on effective communication using digital platforms and creating a communication plan to address specific changes within and outside the organization - which is primarily one topic in change management training. 

3. Strategic Thinking and Decision Making

Strategic thinking and decision-making are critical skills for leaders aiming to drive their organizations toward long-term success. Leadership training should emphasize the following:

• Big-Picture Thinking: Leaders should learn to adopt top-down thinking in managing processes and leading people. They should learn to see perspectives from bigger and lengthier views instead of just learning every detail of a task or project.
• Entrepreneurial Perspective: Leaders should learn how to act and decide like the CEO of a company. They should be able to see themselves as entrepreneurs inside the company - we call them “intrapreneurs”. They run “mini companies” within the organizations. One example is Google's providing opportunities for its employees to create their little side-projects, which can later turn into Google's internal projects. 
• Strategic Analysis: Leaders should be trained to analyze market trends, competitive landscapes, and internal capabilities to make informed decisions.
• Problem-Solving: Programs should equip leaders with tools to identify problems, evaluate options, and implement effective solutions.
• Risk Management: Leaders should learn to anticipate risks and develop strategies to mitigate them, ensuring organizational resilience.

4. Adaptability and Resilience

The fast-paced business environment in the Philippines requires adaptable and resilient leaders. Leadership training should focus on:

• Embracing Change: Leaders should be open to change and willing to adapt their strategies and approaches as needed.
• Building Resilience: Training should teach leaders to handle stress, setbacks, and challenges positively.
• Continuous Learning: Leaders should be encouraged to pursue ongoing learning and development to stay relevant and practical.

5. People Management and Development

Effective people management is crucial for building high-performing teams. Leadership training should enhance the following:

• Motivation Techniques: Leaders should learn how to motivate their team members, recognizing individual and collective contributions.
• Delegation Skills: Training should focus on effective delegation, allowing leaders to empower their team while focusing on strategic tasks.
• Performance Management: Leaders should be adept at setting performance standards, providing regular feedback, and managing underperformance.

6. Ethical Leadership and Integrity

Ethical leadership is fundamental to building trust and credibility. Leadership training should instill:

• Ethical Decision-Making: Leaders should be trained to make moral decisions that align with organizational values.
• Integrity and Accountability: Training programs for employees should emphasize the importance of integrity, encouraging leaders to lead by example and take responsibility for their actions.
• Corporate Governance: Leaders should understand corporate governance principles and ensure their teams adhere to them.

7. Innovation and Creativity

In a rapidly evolving business landscape, innovation and creativity are key drivers of success. Leadership training should promote the following:

• Cultivating Innovation: Leaders should learn how to foster a culture of innovation within their teams, encouraging creative problem-solving and idea generation.
• Implementing New Ideas: Training should focus on evaluating and implementing innovative ideas, turning them into actionable strategies.
• Overcoming Barriers to Innovation: Leaders should be equipped to identify and overcome barriers that hinder creativity and innovation.

8. Customer-Centric Leadership

A customer-centric approach is essential for maintaining competitive advantage. Leadership training should enhance the following:

• Customer Understanding: Leaders should develop a deep understanding of customer needs and expectations, using this insight to drive strategy.
• Customer Satisfaction: Training should focus on strategies to enhance customer satisfaction and loyalty, ensuring long-term business success.
• Service Excellence: Leaders should be trained to foster a culture of service excellence where every team member is committed to delivering outstanding customer experiences.

Leadership training impacts not only the effectiveness of employees in their work productivity but also how they interact directly or indirectly with customers. When these new leaders understand the value of customer excellence as part of the leadership training, you can expect significant growth and improvement in customer experience. 

9. Collaboration and Team Building

Effective collaboration and team building are crucial for achieving organizational goals. Leadership training should enhance the following:

• Building Trust: Leaders should learn to build trust within their teams, creating a foundation for collaborative solid relationships.
• Fostering Teamwork: Training should focus on techniques to promote teamwork, ensuring all team members work towards common goals.
• Conflict Resolution: Leaders should have the skills to resolve conflicts effectively, maintaining a harmonious and productive team environment.

10. Digital Literacy and Technological Proficiency

In the digital age, leaders must be proficient in using technology to drive organizational success. Leadership training should emphasize the following:

• Digital Tools Mastery: Leaders should be trained in using digital tools and technologies effectively to enhance productivity and efficiency.
• Staying Updated: Programs should encourage leaders to stay updated with technological advancements and integrate relevant innovations into their strategies.
• Promoting Digital Literacy: Leaders should foster a culture of digital literacy within their teams, ensuring all members are comfortable using technology.

11. Sustainability and Social Responsibility

Sustainability and social responsibility are becoming increasingly important in the business world. Leadership training should focus on:

• Understanding Sustainability: Leaders should be educated on sustainability principles and their importance for long-term success.
• Implementing Sustainable Practices: Training should provide leaders with strategies to implement sustainable practices within their organizations.
• Corporate Social Responsibility (CSR): Leaders should be encouraged to develop and support CSR initiatives that positively impact the community and environment.

The objectives outlined in this article provide a comprehensive framework for leadership training in the Philippines. By focusing on cultural sensitivity, effective communication, strategic thinking, adaptability, people management, ethical leadership, innovation, customer-centricity, collaboration, digital literacy, and sustainability, organizations can develop well-equipped leaders to drive success in a dynamic and diverse business environment.

Empowering leaders with these skills and knowledge will benefit their organizations and contribute to the broader development of the Philippines' economy and society. As the business landscape continues to evolve, the importance of practical leadership training cannot be overstated. Investing in the development of leaders today will pave the way for a more prosperous and sustainable future.

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by Venchito Tampon

Leadership Training Programs in the Philippines

Leadership training programs are essential in driving business performance and sustaining growth.

Here is our curated list of leadership training programs for employees in the Philippines. We categorize it based on levels and development so you can see what fits your current learning and development or training plan. 

Leadership Training Programs (By Level)

Leadership Training for Transitioning Managers

1. Fundamentals of Leadership - This training program helps your transitioning leaders understand the different leadership styles, the role of a manager, and tips and strategies in transitioning from peer to manager job. Invest in our leadership training.
2. People Management: It focuses on motivating teams, delegation, performance management, and giving effective feedback. These are the essential skills of a manager. 
3. Communication Skills: This training program is designed to help participants develop effective communication strategies, active listening, and conflict resolution. See our communication skills training.
4. Change Management: A modern-day leadership training program focused on teaching strategies for managing change within a team, adapting to the ever-changing work environment and industry, managing effectiveness in transitioning to new roles, and guiding teams through transitions. Develop your people with change management training.

Leadership Training for Managers and Supervisors 

1. Strategic Thinking: The program speaks on developing and implementing strategic plans based on organizational and department goals, with strategies for decision-making processes and innovation management. See our strategic thinking training.
2. Advanced People Management: This program leans toward cultivating high-performance teams, advanced conflict resolution, and managing diverse teams. Invest in leadership and management training. 
3. Leadership Ethics: A rarely discussed training program, but it is vital in today’s rapidly changing world. This leadership program focuses on understanding ethical leadership, corporate social responsibility, and creating an ethical workplace culture within your teams. 
4. Coaching and Development: This is an introductory course to develop skills in coaching for performance and succession planning (for multiple leadership roles in the company). 

Leadership Training for Senior Leaders and Executives

1. Visionary Leadership: A leadership training program to help senior leaders develop a compelling vision, strategic alignment, and execution through the vision - all these are vital in directing an organization to the next level of growth. 
2. Influence and Negotiation: A technical-based leadership program teaches leaders and executives about influencing others, negotiation skills, and stakeholder management.
3. Executive Decision Making: The majority of executives' work deals with decision-making. Having a suitable framework or set of values to consider can help increase the likelihood of making significant decisions for the company - this now involves risk management and critical thinking at the executive level. See our executive leadership training.
4. Leading Organizational Change: A leadership training program in executing strategies for leading large-scale change, transformational leadership, and change resilience.

Leadership Training Programs (By Development)

Personal Leadership

This level of development for leadership training programs focuses on self-awareness and self-management as the foundation of effective leadership. Personal leadership should be considered a core skill (not just a “soft skill”) nowadays. Participants will learn to understand their leadership styles, values, and strengths and how all these can influence their interactions and decision-making for their teams. 

Here are some of the top training programs for personal leadership. 

1. Strategic Thinking: This training helps leaders develop the ability to think strategically, adapt to changes, anticipate future consequences and trends, and consider the broader impact of their decisions. It involves understanding the organization's vision, setting long-term goals, and developing plans to achieve them. Learn more about our strategic thinking training.
2. Critical and Creative Thinking: This leadership training program helps participants enhance leaders' ability to analyze complex problems, generate new solutions, and make decisions under uncertainty. It may involve learning different creative thinking and problem-solving frameworks, logical reasoning, and innovative thinking to address challenges creatively and effectively.
3. Leadership Essentials: A foundational personal leadership program that covers the critical aspects of effective leadership, including business ethics, discipline, setting direction, inspiring others, driving change, and delivering results. It's designed for new or aspiring leaders to build core leadership skills.

Leading Others

This developmental leadership training course focuses on interpersonal aspects of leadership, such as inspiring teams, influencing and leading even without authority, and building productive relationships. It's about guiding others toward shared goals while fostering organizational collaboration and commitment.

1. Coaching and Mentoring: In this Leading Others program, participants should learn how to develop others through coaching and mentoring, which provide guidance, feedback, and support to help individuals grow their skills, improve performance, and achieve their career objectives. It may consist of coaching frameworks that leaders can use to coach their direct reports. Learn about coaching and mentoring training.
2. Introduction to Performance Management: This leadership training program introduces leaders to the principles and practices of effective performance management, including setting clear expectations, monitoring performance, and conducting performance evaluations. The corporate trainer may include frameworks they use to help other companies, or they can integrate an in-house (what has been used) by their target client and enhance it during the training. Invest in performance management training.
3. People Handling Skills: This training helps leaders learn more about techniques to manage diverse personalities, resolve conflicts, and handle difficult conversations. This training is essential for building a harmonious and productive workplace. See our people handling skills training.
4. Feedback Giving: This leads the other programs to focus on the art and science of providing constructive feedback to encourage development and improve performance. Leaders learn how to deliver feedback in a clear, specific, actionable, and sustainable way. 
5. Team Performance 101: This training covers the fundamentals of building and leading high-performing teams, including team dynamics, collaboration, and leveraging the strengths of team members to achieve common goals. Different frameworks, such as those by Dr. John Maxwell, a leadership guru on teamwork 101, can help trainers develop a solid team performance course. Build your teams with our high performing team training.
6. Inclusive Leadership: This leadership training program addresses the importance of diversity and inclusion in the workplace (we call it a DIBER training program (Diversity, Equity, Inclusion, and Belonging). Leaders will understand and apply strategies to create an inclusive environment where all team members feel valued and can contribute to their fullest potential. See our inclusive leadership training.
7. Situational Leadership: This approach teaches leaders to adapt their style based on the situation and the needs of their team members. It emphasizes flexibility and the ability to diagnose the circumstances and respond with the most appropriate leadership behavior. With frameworks from Ken Blanchard (4 situation leadership styles framework) or Dan Goleman (on emotional intelligence), you can develop a training program to help your leaders identify their situational leadership styles and apply them to their workforce. Invest in our situational leadership training.

Rainmakers As A Leadership Training Provider

We’ve covered enough of a list of training programs for different employee levels and development. You can check out our full list of training programs for employees in the Philippines.

If you need a leadership training provider, send us your training requirements so we can schedule a training needs analysis session with your team.

Venchito Tampon, the founder and lead trainer of Rainmakers, has been speaking with and training thousands of leaders in the Philippines and Southeast Asian countries. We develop customized and personalized leadership training programs to suit the developmental needs of your employees. 

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by Venchito Tampon

Leadership and Employee Engagement: Strategies for Boosting Motivation and Productivity

Leadership and employee engagement is a management approach focused on cultivating a work environment where employees are emotionally invested in their work and committed to the goals and values of the organization. 

It involves fostering open communication, providing support and resources, recognizing achievements, and empowering employees to contribute their best efforts. 

Effective employee engagement leadership aims to create a positive workplace culture that encourages collaboration, innovation, and overall job satisfaction among team members.

How Leaders Impact Employee Engagement

Leaders play a pivotal role in shaping the dynamics of employee engagement within an organization. Their influence extends across various dimensions of the workplace environment, directly impacting employees' commitment, motivation, and overall job satisfaction. 

 

Here's a detailed look at how leaders influence employee engagement:

Setting the Tone for Organizational Culture

• Role Modeling: Leaders exemplify the behaviors and attitudes they expect from their team members. By demonstrating commitment, integrity, and enthusiasm, leaders set a standard and create a culture that encourages engagement.
• Building Trust: Transparent and honest communication fosters an environment of trust. Leaders who are open about their decisions, acknowledge challenges and share successes make employees feel valued and integral to the organization.

Fostering a Sense of Belonging and Purpose

• Vision Communication: Leaders articulate a clear and compelling organizational vision. When employees understand how their roles contribute to broader organizational goals, they are more likely to be engaged and motivated.
• Inclusivity and Diversity: Promoting an inclusive workplace where diverse perspectives are valued enhances leadership and employee engagement. Leaders who recognize and celebrate diversity foster a sense of belonging among employees.

Enhancing Employee Growth and Development

• Professional Development: Leaders who invest in their employees' growth through training, mentorship, and career advancement opportunities show that they value their team's long-term success, boosting engagement.
• Feedback and Recognition: Constructive feedback and recognition of achievements affirm employees' efforts and talents, reinforcing their engagement and commitment to the organization.

Creating a Supportive and Collaborative Environment

• Empowerment: By delegating responsibility and offering autonomy, leaders empower employees, encouraging initiative and innovation and enhancing engagement.
• Team Dynamics: Leaders who nurture positive team dynamics and collaboration create an environment where employees feel supported and more engaged.

Ensuring Well-Being and Work-Life Balance

• Attending to Well-being: Leaders who prioritize the well-being of their employees through supportive policies and resources ensure that employees feel taken care of, fostering engagement.
• Promoting Work-Life Balance: Acknowledging the importance of balance and providing flexibility where possible helps employees manage their personal and professional lives, enhancing their engagement and loyalty.

Leveraging Effective Communication

• Active Listening: Leaders who actively listen to their employees' ideas, concerns, and feedback create a culture of respect and mutual engagement.
• Consistent Communication: Regular and clear communication about organizational changes, challenges, and successes keeps employees engaged.

Corporate Training and Employee Engagement

Corporate training enhances leadership and employee engagement by equipping team members with the skills and knowledge necessary to excel in their roles and contribute meaningfully to the organization's objectives. 

Effective corporate training programs are about professional development and signaling the company's investment in its employees' growth and success.

Employees who receive relevant, high-quality training feel more competent and confident in their abilities, directly impacting their engagement and productivity. Training programs tailored to meet employees' specific needs and aspirations resonate more, showing them that the organization values their individual growth and career progression.

Corporate training fosters community and shared purpose among employees. Collaborative training sessions, workshops, and team-building activities enhance social connections and encourage teamwork, further boosting engagement. Organizations facilitate a learning culture by making employees feel part of a dynamic and evolving workplace.

Ongoing training opportunities allow employees to stay abreast of industry trends and innovations, which can invigorate their interest and enthusiasm for their work. When employees see a clear path for advancement and feel equipped to tackle new challenges, their commitment to the organization strengthens.

Corporate training is a pivotal engagement tool that enhances employees' skills and knowledge and demonstrates the organization's commitment to their development and well-being. 

A well-designed training program can significantly impact employee motivation, satisfaction, and loyalty, fostering a more engaged and productive workforce.

How to Measure Employee Engagement

Measuring employee engagement is crucial for organizations to understand how invested their employees are in their work and the company's success. It involves assessing various key behavioral indicators that collectively provide a comprehensive view of the engagement levels within the workforce. 

Here are some critical aspects to consider when measuring employee engagement:

Survey Responses: Utilizing employee engagement surveys with carefully crafted questions can provide deep insights into how employees feel about their work, the organization, and their place within it. These surveys should include questions that gauge employees' satisfaction, commitment, motivation, and sense of belonging.

Absenteeism and Turnover Rates: High absenteeism and turnover rates can indicate low employee engagement. Engaged employees are generally more consistent in attendance and less likely to leave the organization. Monitoring these metrics can provide valuable clues about the overall engagement levels.

Productivity Levels: Productivity metrics are a direct indicator of engagement. Engaged employees are typically more productive, motivated, and committed. Measuring output, quality of work, and efficiency can help assess employees' engagement.

Participation in Training and Development: Engaged employees are likelier to participate in training and development opportunities. Their willingness to learn and grow within the organization reflects their engagement and commitment to their professional development and the company's success.

Employee Advocacy: Engaged employees are more likely to speak positively about the organization, acting as brand ambassadors. Their willingness to recommend the company to friends or on their social networks as a great workplace strongly indicates their engagement.

Innovation and Initiative: Engaged employees often exceed their essential job responsibilities. They are more likely to contribute ideas, seek improvements, and show initiative in problem-solving, demonstrating their investment in the company's success.

Employee Interaction and Collaboration: Observing how employees interact and collaborate can provide insights into their engagement levels. Engaged employees are typically more communicative, cooperative, and enthusiastic about participating in team activities.

By closely monitoring these key behavioral indicators, organizations can gain valuable insights into employee engagement levels. This understanding enables leaders to identify improvement areas and design targeted strategies to enhance engagement, fostering a more motivated, committed, and productive workforce.

The Role Of Technology In Employee Engagement Leadership

Technology is crucial in enhancing employee engagement in the contemporary workplace, acting as a catalyst that bridges the gap between leadership and the workforce. It offers innovative solutions enabling leaders to foster a more engaged and connected team despite challenges in remote or hybrid work environments.

Technology facilitates streamlined communication, ensuring leaders effectively convey goals, feedback, and recognition in real-time. Tools like instant messaging, video conferencing, and collaborative platforms enable transparent and consistent interactions, which are fundamental for building trust and engagement. They allow leaders to maintain a pulse on the team's morale and provide a platform for employees to voice their ideas and concerns.

Technology enhances the personalization of employee experiences. Data analytics and AI can help leaders understand individual employee preferences, performance patterns, and engagement levels. This insight enables tailored approaches to motivation, learning, and development, making employees feel valued and understood.

Learning and development are further revolutionized by technology, offering employees opportunities for growth and advancement at their fingertips. E-learning platforms, virtual workshops, and webinars facilitate continuous learning and skill development, critical drivers of engagement. Leaders can leverage these tools to create a culture of continuous improvement and career progression.

Employee recognition has also been transformed by technology. Digital platforms enable instant and public acknowledgment of employees' contributions, amplifying the impact of recognition on engagement. Such systems can integrate with the organization's workflow, allowing leaders and peers to recognize efforts seamlessly fostering a culture of appreciation.

Technology supports employee well-being initiatives, a vital component of engagement. Apps and platforms that promote mental health, physical wellness, and work-life balance demonstrate the organization's commitment to the holistic well-being of its employees, which is crucial for sustaining engagement.

Technology empowers employees by giving them a voice. Engagement surveys, feedback tools, and suggestion boxes facilitated by tech platforms provide leaders with invaluable insights into the workforce's sentiments and ideas, enabling responsive leadership that aligns with employees' evolving needs.

In essence, technology in employee engagement leadership is not just about digital tools and platforms; it's about creating a more interactive, responsive, and personalized work environment. By integrating technology thoughtfully, leaders can cultivate a culture of engagement where employees feel connected, valued, and motivated to contribute to their fullest potential.

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by Venchito Tampon

Leadership in Virtual Teams: Strategies For Remote Engagement

Leadership in virtual teams is a critical factor determining remote collaboration's success and efficiency in today's digitally connected world. ‘

As organizations increasingly adopt virtual work environments, the need for effective leadership strategies that cater to the unique dynamics of remote teams has never been more pronounced. 

This article delves into the nuances of virtual leadership, exploring how it differs from traditional in-person leadership, the pivotal role of a leader in a virtual setting, and the best practices for leading a team that is not bound by physical office space. 

I manage two of my four companies, SharpRocket and Rainmaker, and have a work-at-home (virtual work) team setup. That said, I’ve understood what’s effective in leading virtual teams to increase business performance and achieve sustainable success goals for the organization. 

Why is Leadership important in Virtual Teams?

Establishing Vision and Purpose

Leadership in virtual teams is paramount for delineating a clear vision and purpose. The risk of team members veering into isolated workflows is significant in environments without physical interaction. 

A leader's role is to articulate a unifying mission, ensuring that, despite geographical disparities, each member is synchronized with the team's overarching goals, fostering a collective sense of direction and purpose.

Cultivating Trust and Accountability

Leadership is essential for nurturing trust and accountability in the virtual realm, where the potential for feeling disconnected is amplified. Leaders must adeptly create a transparent environment where reliance on one another is paramount. 

By consistently communicating, acknowledging individual efforts, and setting up robust accountability frameworks, leaders lay the groundwork for a trust-centric culture, which is indispensable for virtual team efficacy.

Facilitating Communication and Collaboration

The absence of in-person interactions in virtual teams can lead to miscommunications and collaborative hurdles. Excellent leaders are great at utilizing technology to surmount communication barriers, ensuring that team members have access to and are proficient in using digital tools for effective collaboration. 

This involves not only choosing the right technological aids but also fostering an environment where open and efficient communication is the norm.

Driving Engagement and Motivation

Leadership is crucial in maintaining engagement and motivation within virtual teams, where the remote nature of work might induce feelings of detachment. Leaders need to create avenues for engagement proactively, be it through virtual team-building exercises, regular updates, or celebrating collective achievements. 

By keeping engagement levels high. Leaders ensure sustained motivation and commitment among team members, vital for the team's success and well-being.

How Is Virtual Leadership Different than In-Person Leadership?

Virtual and in-person leadership are two distinct paradigms, each with unique challenges and requirements. While the core principles of effective leadership remain constant—such as clear communication, trust-building, and vision-setting—the transition from a physical to a virtual environment necessitates a shift in strategies and behaviors.

Communication Nuances

Leaders cannot rely on physical presence or non-verbal cues in a virtual setting, which are integral to in-person communication. Virtual leaders must convey tone, intent, and emotion through written and digital communication channels. 

This requires heightened clarity and intentionality in message delivery to avoid misunderstandings and ensure that the team remains aligned and informed.

Building Relationships and Trust

The absence of face-to-face interactions in virtual teams can impede the natural development of relationships and trust. Virtual leaders must cultivate trust proactively by being consistent, reliable, and transparent. 

To foster community and camaraderie, they must create opportunities for team members to connect personally, such as virtual coffee breaks or team-building activities.

Monitoring Performance and Engagement

Traditional performance monitoring and engagement methods could be more effective in a virtual environment. Leaders must do more than walk around the office to get a sense of team morale or productivity. Instead, they must leverage digital tools and regular check-ins to gauge team performance and well-being. 

This requires a more data-driven approach, using project management tools and virtual feedback mechanisms to track progress and address issues promptly.

Adapting Leadership Styles

Virtual leaders must be flexible and adaptable in their leadership styles. The one-size-fits-all approach is less practical in a virtual context, where team members may have diverse working styles, time zones, and cultural backgrounds. 

Leaders must tailor their approach to suit individual team members, providing personalized support and flexibility to accommodate different needs and preferences.

Leveraging Technology

Effective virtual leadership is contingent on the appropriate use of technology. Leaders must select the right tools for communication, collaboration, and project management and ensure that the team is proficient in using these tools. This may involve leadership training and support to team members to enhance their digital literacy and provide seamless collaboration.

While the foundational qualities of good leadership remain consistent, virtual leadership demands additional competencies and a nuanced understanding of the digital workspace. 

Virtual leaders must excel in communication, build trust without physical presence, adapt their leadership style, leverage technology effectively, and find innovative ways to monitor and boost team performance and engagement. 

By mastering these aspects, leaders can overcome the challenges of the virtual environment and lead their teams to success.

Which leadership style is best for virtual teams?

Identifying the most effective leadership style for virtual teams is crucial for fostering a productive and cohesive environment. With its unique challenges and dynamics, the virtual context often benefits from a blend of leadership styles rather than a one-size-fits-all approach. 

However, certain styles have proven particularly conducive to the virtual setting.

Transformational Leadership

Transformational leadership is highly effective in virtual teams. This style is characterized by leaders who inspire and motivate their team members by creating a vision, encouraging innovation, and fostering an environment of trust and respect. 

Transformational leaders focus on developing their team members, empowering them to take initiative and contribute creatively to the team's goals. This style is particularly beneficial in a virtual context, where motivation and engagement can wane without the physical presence of a unifying leader.

Servant Leadership

Servant leadership is another style that resonates well with virtual teams. Servant leaders prioritize the needs of their team members, focusing on building relationships, promoting collaboration, and ensuring the well-being of their team. In a virtual environment, where direct oversight is limited, a servant leader's emphasis on support and empowerment can enhance team autonomy and satisfaction. 

By putting their team's needs first, servant leaders can foster a sense of loyalty and commitment, which is crucial for remote team cohesion.

Democratic Leadership

The democratic leadership style involves team members in decision-making processes and is particularly effective in virtual settings. This approach encourages participation and ensures that team members feel valued and heard, which can be challenging to achieve remotely. 

By soliciting input and fostering a collaborative decision-making environment, democratic leaders can enhance team engagement and commitment, leading to more innovative solutions and a stronger sense of unity among dispersed team members.

Situational Leadership

Given the dynamic nature of virtual teams, situational leadership is also a valuable approach. This style allows leaders to adapt their strategy based on their team members' context and needs. In virtual teams, where individual circumstances can vary widely (e.g., different time zones, cultural backgrounds, and home environments), the flexibility of situational leadership can be particularly beneficial. 

Leaders who can adjust their style to provide guidance, support, or autonomy, as needed, can effectively manage virtual teams' diverse and fluid nature.

While no single leadership style is the panacea for all virtual team challenges, a combination of transformational, servant, democratic, and situational leadership approaches tends to be most effective. 

The key is for leaders to be adaptable, empathetic, and communicative, tailoring their approach to their virtual team's unique needs and dynamics. Doing so can foster an environment of trust, collaboration, and high performance, even without physical proximity.

The Role of a Leader in a Virtual Team

In the context of virtual teams, the role of a leader extends beyond traditional management functions to encompass a range of responsibilities tailored to the digital environment. These responsibilities are critical in navigating the unique challenges posed by remote work, ensuring team cohesion, and driving performance despite the lack of physical proximity.

Visionary and Strategic Navigator

A leader in a virtual team acts as a visionary, setting a clear and compelling direction that aligns with the organization's goals. They are responsible for communicating this vision in a way that resonates with team members across various locations, ensuring everyone is working towards a common objective. 

The leader must also be a strategic navigator, adept at adjusting plans as needed and guiding the team through changes and challenges.

Communication Champion

Effective communication is the linchpin of successful virtual teams. A leader must excel in clear, concise, and consistent communication, utilizing various digital tools to ensure messages are understood and retained. 

They must establish and maintain open lines of communication, encouraging team members to share ideas, concerns, and feedback. This role involves disseminating information and actively listening to team members, fostering an environment where everyone feels heard and valued.

Trust Builder and Relationship Cultivator

Building trust and relationships in a virtual setting requires intentional effort. Leaders must create a culture of trust where team members feel confident in the reliability and integrity of their colleagues and the organization. This involves demonstrating trustworthiness through actions, such as following through on commitments and respecting team members' work and opinions. 

Leaders should facilitate opportunities for team members to connect and build relationships beyond work-related tasks, which is vital for team cohesion and morale.

Performance and Engagement Facilitator

A virtual team leader monitors and drives team performance and engagement. This involves setting clear expectations, providing regular feedback, and recognizing achievements. Leaders must be adept at using digital tools to track progress and identify issues that may hinder team performance. 

They also play a crucial role in motivating and engaging the team, which can be challenging in a remote environment. This includes addressing signs of isolation or disengagement and ensuring team members feel valued and integral to the team's success.

Adaptability and Crisis Manager

The dynamic nature of virtual teams requires leaders to be highly adaptable and capable of managing crises and making quick decisions. They must be prepared to tackle technical issues, mediate conflicts that arise in remote interactions, and adapt to the evolving needs of the team and the organization. 

Being proactive in anticipating challenges and responsive in addressing them is crucial for maintaining team stability and performance.

In essence, the role of a leader in a virtual team is multifaceted, encompassing the duties of a visionary, communicator, relationship builder, performance manager, and adaptability expert. 

Leaders can effectively fulfill these roles and ensure their virtual teams are productive, cohesive, and aligned with the organization's objectives, even without a traditional office environment.

Best Practices for Leading a Virtual Team

Leading a virtual team effectively requires combining traditional leadership skills and new strategies tailored to the digital environment. Here are some best practices that can help leaders foster a productive, engaged, and cohesive virtual team:

1. Establish Clear Communication Protocols

Effective communication is the cornerstone of successful virtual teamwork. Leaders should establish clear communication protocols, including the preferred channels for different types of communication, response time expectations, and guidelines for virtual meetings. 

Ensuring every team member understands how and when to communicate can prevent misunderstandings and ensure smooth collaboration.

2. Set Explicit Goals and Expectations

In a virtual setting, the absence of physical presence can lead to ambiguity regarding roles, responsibilities, and objectives. Leaders should set explicit goals and clearly define each team member's responsibilities. 

Regularly revisiting these goals and expectations can help keep the team aligned and focused, even as circumstances evolve.

3. Foster a Strong Team Culture

Building a strong team culture is vital for virtual teams, where the lack of face-to-face interaction can lead to feelings of isolation. Leaders should encourage a culture of openness, inclusivity, and mutual support. 

Celebrating milestones, acknowledging individual and team achievements, and facilitating informal interactions can strengthen team bonds.

4. Leverage Technology Effectively

Choosing the right technology is crucial for virtual team success. Leaders should ensure the team has access to practical communication, collaboration, and project management tools. 

It's also essential to provide training and support to ensure all team members are comfortable and proficient with these tools.

5. Encourage and Facilitate Collaboration

Promoting collaboration in a virtual team can be challenging but is essential for harnessing the team's collective expertise. Leaders should create opportunities for team members to collaborate on projects, share knowledge, and provide feedback to each other. 

This can involve structured collaboration sessions and encouraging more spontaneous, informal collaboration.

6. Provide Regular Feedback and Recognition

Without physical cues and spontaneous interactions, providing regular feedback and recognition becomes even more critical in a virtual environment. 

Leaders should make a concerted effort to acknowledge individual contributions and provide constructive feedback, helping team members feel valued and motivated.

7. Prioritize Trust and Transparency

Trust is a critical element of effective virtual teams. Leaders can foster trust by being transparent about decisions, sharing information openly, and showing consistency in their actions and communications. 

Encouraging team members to share their thoughts and concerns can also contribute to a culture of trust and transparency.

8. Support Work-Life Harmony 

Blurring work and personal life is a common challenge in virtual teams. Leaders should emphasize the importance of work-life balance, respect boundaries, and encourage team members to take time off when needed. 

Acknowledging and addressing the challenges of remote work can help team members manage their well-being and stay productive.

By implementing these best practices, leaders can navigate the unique challenges of virtual team leadership, fostering an environment where team members are engaged, collaborative, and aligned towards common goals despite the physical distances that separate them.

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by Venchito Tampon

How to Be A Passionate Leader: 10 Proven Tips to Ignite Your Influence

A passionate leader can inspire their teams and transform how they perceive their work and personal lives. 

Through passion, leaders can bring something exciting to their leadership endeavors and ignite their influence over their associates.

In this guide, I’ll show you 10 proven tips on how to be a passionate leader.

Let’s get started. 

How to Be A Passionate Leader: 10 Proven Tips to Ignite Your Influence

1. Have A Compelling Vision

Vision helps you progress in life. Without vision, you go with the flow in life or imitate other people’s way of living.

Compelling vision unleashes your potential as you start seeing the future at the present moment. It gives you hope and excitement to move forward despite many challenges and troubles in leadership.

A passionate leader always has a vision for himself or himself and for the team they are leading. 

Communicate your vision to your team, as it can bring both passion and inspiration to them. It serves as a lightbulb and awakening for individuals who don’t take initiative. At the same time, it gives more empowerment to high-performing individuals.

Vision fires up more passion for a leader. Consider investing in leadership training for your managers and supervisors so they can craft a compelling vision script for themselves. 

2. Know Your True Identity

Identity is who you are as a person. It is where your actions and words come from. The way you see yourself affects your passion and purpose. When a leader knows who they are, it is easier for them to be passionate in their profession.

Identity helps build confidence that doesn’t dismiss other people’s feelings—but is founded on humility to serve more people through value-adding works.

Knowing your true identity by digging deeper through self-awareness helps you see better things in others. It reflects how you treat others and become passionate about helping them.

3. Be Driven By A Purpose

Your purpose sustains your passion. As leaders, you’ll be facing different kinds of trials. Moments of disappointments and setbacks will kick in that would want you to give up and quit. 

During these times, you actively need to go back to your purpose. By seeking again your “why”, you’ll be reminded of the people and things that matter to you - that will give you the reason to start your leadership journey.

Your purpose could be to inspire others to live a better life or as simple as changing how people perceive themselves at work.

Whether societal, cultural, or personal, passionate leaders are ultimately purpose-driven. They know their why, and that’s enough to move them into changing other people’s lives through their leadership roles.

4. Never Stop Learning

Passion dies when there is no growth. Learning new things is the key to igniting your fire at work and in leadership roles.

Life is full of lessons we can learn from our own experiences and the lives of others. By being absorbent and observant of how successful leaders live and lead their lives - you can avoid mistakes and skyrocket your leadership career. 

Being a lifelong learner offers many benefits to passionate leaders. Leaders can assess themselves and identify more of their strengths and weaknesses. The key is to maximize and leverage their strengths to communicate effectively to their teams and coach and mentor their associates to higher productivity.

All while being aware and doing the necessary things to minimize their weaknesses and turn them into strengths. 

There are several learning ways, including ebooks, webinars, workshops, seminars, and online courses. All these you can consume at home and at the convenience of your time.

The only thing that will hinder most leaders who want to learn is their attitude and mindset.

So, grow from a fixed mindset to a growth mindset and start learning to develop yourself and your teams.

5. Seek A Community To Guide You

Your passion today might change tomorrow. New interests will replace your interests. So, it’s essential to be surrounded by a community to help fuel the leadership passion that is in you.

Leaders face challenges, undoubtedly. But a community or a support group whose goal is to develop themselves for the better can help bounce back from adversities and live a new version of you every day.

Learn from mentors and coaches around you. Seek their advice and never stop becoming a sponge - acquiring wisdom from them.

Do not simply get knowledge - there’s vast information available online. Instead, seek wisdom from trusted people. They can give you the proper application of knowledge in the context you’re in right now.

Passionate leaders seek a community because they know a healthy environment will fuel their passion even more. 

6. Build Habits That Stick

Success is simply an accumulation of the proper habits and discipline. 

The same goes for leadership. If you want to become a passionate leader, you must build the right kinds of habits. Habits that will sustain your success and will thrive amidst all crises and challenges.

Some habits you should include in your daily life are:

• Reading books and learning new information
• Communicating effectively with your team
• Casting vision
• Coaching and mentoring your people
• Setting a 1-on-1 discussion with each of your associates

These habits will help you reach your tipping point, where all accumulative results will lead to big wins at work and in your personal life.

Habits require relentless discipline. Producing output every day as an excellent leader isn’t an easy thing. Sometimes, there isn’t enough motivation to do great work. And that’s where discipline comes in.

Discipline is doing things even if you don’t have the motivation to do so.

7. Consider Rest As Part Of Work

Passion comes from its root word, “passio”, which means “suffering”. 

You will genuinely consider if a leader is passionate if they go through suffering and still have hope and love for work. 

Some people tend to burn out while pursuing great things during these times when they need to consider rest. 

Rest is part of work. You take breaks from working hours to rest your physical body and mind, which will help you think and reflect upon your leadership roles.

A leader is more productive when they are rested. So take some time to relax by using your holiday leaves and vacation season to spend time with your family.

The more you are rested, the more you can unleash your leadership potential.

8. Share Your Vision

Vision casting is a powerful way to lead your team with direction. Sharing and communicating your vision lets your team members glimpse the organization's future and their team.

Based on your vision and what you think is relevant to your business, you would have a compelling vision to share with your team. Being a delegative leader requires having the vision to share with others. 

If you see passion dissipate, invest time in a whole day or half-day session to return to your vision. Communicate why it is helpful for them and the entire team. This way, you will ignite their passion again to contribute and perform better.

9. Engage With Co-Leaders

Community can help you regain confidence and bring back the passion that once was lost. Especially if you surround yourself with leaders, coaches, and mentors who are more experienced than you and could inspire you the moment you have conversations with them.

Engage with colleagues with leadership roles and more significant influence than you. You’ll acquire some insights and lessons you haven’t considered before, which could positively impact your personal and career life.

10. Empower Your Teams

Passion is contagious. If you serve others, your people will also serve you. 

If you empower them, chances are you will be empowered. That’s why one Scripture in the Bible says that those who refresh others are also refreshed.

Empowering teams can ignite your passion as a leader.

There will come a time when your associates will be your source of strength and inspiration. And in those situations where you need encouragement, it is vital to keep going and perform better in your leadership roles.

Consistently empower your team. Raise them and appreciate their excellent work. 

Fuel Your Passion Every Day 

The key to being a passionate leader is learning to balance productivity and rest so you can step back, reflect, and learn from your experiences. All while pursuing your goals and purpose in life, doing it daily, and achieving momentum and progress in your leadership roles.

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by Venchito Tampon

How To Be A Good Leader: 28 Essential Skills For Effective Leadership

I’ve been a business leader and active volunteer of non-profit organizations for over a decade, and I’ve seen leadership as an integral success factor for any team and organization.

If you want to impact and influence people around you significantly, here’s your guide on how to be a good leader. 

What is leadership?

Leadership is influencing people on their attitude and skills to succeed in their performance.

By developing their character and helping them achieve results, you can establish teams to collaborate, pursue, and achieve the organization's goals.

Leadership Training in the Philippines

To continue your leadership growth, you must invest in the Philippines' best leadership training programs.

Rainmaker, a consultancy brand of SharpRocket, owned and operated by Venchito Tampon, one of the best corporate trainers in the country, offers his best-selling corporate training program, Modern-Day Leadership.

Modern-day leadership program focuses on values-based leadership that deals with the five pillars that every organization leader must acquire to be more effective in their respective spheres of influence.

Contact us to get a free quote on our leadership training program. We tailor the training to the needs and context of your company. 

Importance of Leadership

Aside from the apparent reason that leadership plays a vital role in growing the organization, there are more detailed benefits of investing in leadership for yourself. 

1. Healthy Work Environment

Leadership can help promote a healthy work environment by creating “psychological safety” in its atmosphere. When people feel safe asking questions, suggesting ideas, and bringing themselves out at work, they get to do better in their jobs.

At most, they would want to engage more in the workplace as they find themselves secure enough to work with their bosses (leaders). 

Leadership can positively change how the next generation (Generation Z) of professionals perceive the workplace. Great leaders can retain these young generations and, better yet, help them grow inside the organization.

2. Succession Planning

Transitions and changes happen inside any organization. Whether there is a replacement for new managers or executives or a sudden change in the organizational structure, succession planning must be prepared for the organization's members.

Effective leadership helps prepare members (rank-and-file employees, managers, supervisors, and especially people in the Human Resources department) to take over vacant positions in the company.

3. Low Turnover

With the rise of side hustle (freelancing economy), new job opportunities, work-from-home setup, and low barriers to entrepreneurship, some companies have had a high turnover.

And aside from the reasons above, some employees get frustrated with their working relationships (that they can’t get along with their bosses). This leads to high turnover (the rate at which employees leave the company).

When managers and executives learn effective leadership, they can engage their employees better through effective regular coaching and internal career development plans, leading to less likelihood that their employees will leave the company.

4. Business Results and Performance

Leadership isn’t only inspiring people to become better. It is also guiding them towards getting results in their jobs.

By doing so, you allow them to experience rewards and promotions inside the organization without having to manipulate their minds to do day-to-day work.

When leaders walk the talk, the people under them see exactly the results the leaders perform. Thus, it allows the team members to act on instructions and achieve the results from tasks that they want. 

5. Community Impact 

Leadership also impacts the community. Bringing positive change to stakeholders and people in society by having leaders change their perspectives is possible. 

Community impact, particularly in the government and non-profit sectors, has much to do with how leaders are trained in their respective circles. 

6. Work and Life Harmony

Effective leadership is understanding that life isn’t just all about work. That leadership transcends even to personal lives. The best way to test the true leadership of a person is how they behave at home. 

How leaders deal with their closest members in the family is a significant determinant of their success in their careers. 

Leadership Context in the Philippines

The context of Filipino leadership is quite different from Western principles. Western leadership is leaning towards ” influence,” as Dr. John Maxwell, a famous leadership expert, personally described leadership. 

We, as Filipinos, are less likely to be influential and somewhat more empathetic (“malasakit”). 

We admire and follow leaders who are empathetic and considerate of other people’s needs and challenges. Influence is defined as being more caring and relational than instructional and delegation in leadership approaches.

Leadership VS Management 

Manage things. Lead people.

This is the fundamental difference between the two. While management is focused on improving processes, systems, and tasks, leadership heavily relies on how to make people more effective in the workplace. Its goal is to develop people.

Does a manager need only to be a leader, not a manager?

Not so. Any ranking position must be both a manager and a leader. They must know how to be good at handling people while learning how to be efficient in processes. These two are vital in getting results for their teams and the organization. 

How To Be A Good Leader: 28 Essential Skills For Effective Leadership

Leadership takes time. It requires constant improvement to see spots of growth opportunities and become the person people desire to be for other people.

Here are 28 qualities and characteristics of a good leader. See which ones you already have and what qualities you must improve upon. 

1. Empathy

This is the most essential trait of any good leader, particularly in the context here in the Philippines, where empathy is perceived to be of the highest value.

Having “malasakit” or “empathy” is even more locally important than being influential. Leaders who have genuine concern over their associates or employees have a high leverage (or influence) on their team members. 

You can practice empathy by understanding that personal life affects people’s working behavior. It isn’t easy for Filipinos to ignore personal life issues (or having troubles at home) during working hours.

A good leader who cares deeply for his team members will genuinely ask how they are doing. One good start to developing empathy is asking questions about their life outside work.

2. Resilient

Resilience is bouncing back from failures and setbacks. 

Being resilient is one of the critical characteristics of a good leader, especially during the Pandemic (Covid Days) that happened for almost two years. It allows us to see the active leaders who recovered from different challenges. 

A resilient leader doesn’t easily give up. They may not know what to do during tough times, but they have a never-give-up attitude that allows them to push through trials and get the win they desire. 

This is critically important for teams to have a resilient mindset, especially in the ever-changing marketing needs and demands. Resilient leaders win more and dominate the industry. 

3. Adaptable 

Adaptability helps leaders think of new ways and strategies to innovate their work. Leaders become more innovative in their work by understanding what’s happening in the market, case of trends, new technologies, and industry updates.

Adaptable leaders allow their teams to be agile and stay ahead of the industry's competition, enabling them to grab opportunities early on. 

And through this, they make themselves more powerful and be the top-of-mind teams or brands in the industry. 

4. Hospitable 

One of the best traits Filipinos have is their hospitality. This became why international people (foreigners) want to do business here in the Philippines because, innately, Filipinos treat their guests with warmth and generosity.

Hospitality allows leaders to build harmony among their team members, strengthen connections, and solidify teamwork. 

5. Collaborative

The “Bayanihan spirit” will always be in the hearts of Filipinos. In times of distress, local leaders have a sense of camaraderie, bringing their hearts, minds, and resources to people in need.

Collaboration can lead to better business outcomes, as individual team members can absorb new ideas from their colleagues. No wonder collaborative teams can achieve peak performance at work, resulting in more rewards and promotions within the organization.

6. Humility

Without humility, leaders won’t grow. It is a fundamental trait any leader must possess to sustain success.

It is a challenge for most leaders when they have most of their achievements. There is a tendency to slack off and be complacent at work, thinking they’ve already reached their success.

Humble leaders know that success is only temporary without the desire and hunger for learning. They keep innovating by learning from other people’s suggestions (even from their associates’ ideas).

They understand that wisdom could come from any person, especially from their teams. And from those ideas, they can lead their teams effectively with knowledge and insights. 

7. Visionary

Leaders have visions for themselves and their teams. Visionary leaders can propel their teams to the next level of progress, as they know they cannot stay in their current state.

The next level of growth is always yet to come. By having a vision, they would invariably seek to impact more lives through their work. This vision alone drives their purpose and turns into reality. 

8. Getting Along With Others

“Pakikisama,” as most Filipinos are familiar with, is a good characteristic most Filipino leaders have.

It is natural for most people to socialize with other people. Having “pakikisama” or camaraderie allows leaders to deepen their connections with their associates. This will enable them to penetrate their people's hearts, increasing the likelihood of success of their working relationships.

It also battles against the number one reason employees leave their companies: not getting along with their bosses. 

When leaders know how to connect to their team members, they increase the retention of employees inside the company. 

9. Integrity

Integrity is the foundation of any leader. Integrity comes from its origin word, “integer,” meaning “whole.” 

The holistic viewpoint of leadership is in the context of home, marriage, work, non-profit, or advocacies. It means that a leader is truly a leader wherever they are. They are the same person at home and work. 

This mindset allows leaders, particularly in corporations, to be more aware of their strengths, weaknesses, temptations, and challenges. Looking at their character daily is an excellent start to checking their integrity. 

Integrity is “walking the talk” and “talking the walk.” What you speak is what you act, and what you work is what you speak to others. 

10. Patience

Patience, in its original sense, is lasting suffering. You suffer from your emotional state, being inconvenient for a long-term purpose. 

Patient leaders are considerate of their team members when these people make mistakes at work. They tend to calm themselves, relax, and respond appropriately.

Patience allows leaders to go through challenges without having their emotional downturns affect them. They can manage their emotions properly by being secure and having a healthy mind, soul, and spirit (“emotional intelligence”).

11. Respect For Elders

One of the inherent traits of Filipino leaders is their respect for elders. You see it in their behavior at an early age, “pagmamano,” as a sign of respect. 

This is very helpful when trying to lead your people, given you value older generations' wisdom and guidance. You get valuable insights from years and decades of experience of top executives who have honed their expertise in the field and your organization.

Being respectful of elders also means accepting and evaluating their ideas and suggestions. Given they had been through different kinds of work challenges, they knew how to maneuver every significant organizational change. Learning from them helps you avoid mistakes and better prepare for leadership roles. 

12. Gratitude 

Gratitude opens up new opportunities for leaders. If you’re not grateful, you might miss open doors in your career and personal life.

One of the most significant traits of highly achiever leaders is their gratitude. For Filipinos, we call it “utang na loob” or “debt of gratitude.” Being grateful for what others have done for you allows you to be more humble in your success.

Gratitude helps you be more positive even during challenges and distress. You don’t see yourself as highly acclaimed successful, but you are always open to new improvements to sustain personal growth at work and in private life. 

13. Strong Work Ethic 

Your commitment to hard work matters. Strong work ethics reveal new opportunities for business and leadership. 

People care much about your actions and results, similar to your words. Your actions speak louder than words. Leading by example, which means working harder than your colleagues, portrays a great leadership example for your team members to follow you.

14. Inclusivity 

We are living in a multi-generational workforce. Millennials work alongside Gen Zs, so embracing diversity and unifying people regardless of race, religion, and status is a good trait of a Filipino leader.

This is debatable for most leadership thought leaders, as they have different views on inclusivity. 

For the most part, leading people with an objective to put them in the right seats and help them perform their best jobs is one benefit of an inclusive mindset. 

15. Resourcefulness

As a leader, you’ll be facing different kinds of challenges, including scarcity of resources. Even if you have plenty at the start, you’ll come to a time when there are opportunities that you’ll be looking for help on your hands to do the things that you want.

Essentially, leaders must be resourceful in whatever they have at their disposal. You can’t simply demand everything on your plate, knowing that some things have limitations and boundaries, especially if you’re working on a corporate setup. 

16. Faith 

Filipino leaders are deeply rooted in Christianity. You can’t ignore this fact if you’re a foreigner wanting to start a business in the Philippines.

You must consider how Filipinos value spirituality to the point that they must file for vacation leaves to attend to their spiritual activities. Being a holistic leader will help you engage more with your employees, as your associates will be more thankful to you once they see you’re taking care of them - particularly in their spiritual area.

17. Charisma

Charisma comes from the word “kharis”, which means “favor” or “grace”. 

Interestingly, charismatic people can quickly ask for favors from other people without being manipulative. Given their unique and pleasing personality, they can get more results by freely working with others.

Establish charisma in your sphere of influence by constantly doing small things that build up others. One best way is to say words of encouragement or anything that will build up the confidence and self-esteem of your associates.

Doing so lets your team members be more attracted to you as a leader. And that helps in establishing harmonious relationships with them. 

18. Innovative

The ability to think of new creative ideas or formulate new ones from existing processes and methodologies is a good trait of successful leaders. 

Given that we’re living in an ever-changing business landscape, knowing how to adapt to these changes by thinking of new ways to improve your current work is one way to thrive during these uncertain times.

19. Accountability 

Temptations come for leaders. When they’re not self-aware of their actions and corresponding consequences, they tend to make wrong decisions, which sabotages their credibility. 

Taking responsibility for your actions and getting mentors or coaches to whom you’ll be accountable for your leadership is one good way to sustain your success. As we all know, success is a by-product of good character development.

20. Decisiveness

Leaders make dozens of decisions every day. From thinking of what task to delegate to their associates to solving a conflict between their team members, they cause major or minor decisions that can affect the team and its future.

However, it isn’t just about making decisions, but primarily making the right decisions that will positively impact other people’s lives. Being quick, while not being hasty, is a good trait most leaders must embody.

21. Strategic Thinking

Being futuristic allows leaders to plan for the future and stay ahead of the competition. This benefits the teams as they can prepare for any uncertainties (at least for the most part) or be more willing to adapt to changes in their organizations and industries.

Strategic thinkers calculate risks before taking big steps in their career and leadership roles. They gather data, research thoroughly, and see patterns so they can plan for the future. 

Being a strategic leader makes your teams more efficient and effective in their jobs. 

22. Empowerment

Leaders know how to empower their associates or team members. Autonomy is the new engagement tool in corporate learning today. By letting your team members take charge (in control) and make decisions on their own, you empower them to become the succeeding leaders.

Empowerment of leaders allows associates to see potential in themselves, which helps them build the confidence they need to perform better at work. 

The traditional approach to leadership is different. It is leaning on instructing people with specific rules and regulations without allowing them to see their work's direction.

Empowerment differs in that it teaches leaders to create teams who know how to say “no” and “yes” in every decision. This allows for unleashing creativity and innovation among teams.

23. Active Listening

Active listening is one of the highest types of listening. In communication, we teach that active listening helps leaders better understand their colleagues. And from which they can serve their people using their wisdom and tools. 

Through active listening, leaders would be better at finding targeted solutions to problems - identifying the root problem of every challenge and not just the surface-level stuff.

24. Inspiration

Inspirational leaders break through the noise. Generally, you find charismatic leaders and well-known leaders to be inspiring. 

Through their resources like seminars, books, and other learning materials, you find them someone you can look up to for inspirational advice. 

Inspirational leaders bring their teams to the next level. With inspiration, team members can think of new ways to attack their work (“creativity”), strategies, and tools to get results for themselves and the organization.

25. Authenticity

You can’t fake it til you make it to success. Success requires authenticity to gain the trust of clients, stakeholders, and colleagues.

Without authenticity, you’ll be alone in tasks as other people don’t want to associate with you. 

Authenticity attracts great people to your team, which is essential when hiring people for your organization. When you talk with sincerity, people can feel it and want to listen and learn more from you. 

26. Problem-Solving 

Problem-solving has become more difficult nowadays, especially for leaders with dozens of employees underneath them. With hundreds of challenges they face every month, having a problem-solving mindset helps them find solutions quickly and creates an atmosphere where team members can share their experiences, including their mistakes and challenges.

Having this kind of culture in the workplace makes it easy for leaders to cope with the demands and stress of work. When an empowered leader can strengthen himself in solving problems, their associates will follow in their footsteps. 

27. Stewardship

Stewardship is using your resources to the fullest potential with your God-given abilities. Every one of us is capable of turning nothing into something. Putting our resourcefulness into action is only a matter of faith and dedication.

When a leader has a sense of stewardship, he allows himself to be accountable for his actions while on the results of his team members. He would do his very best to seek the welfare and well-being of his team more than his own. 

Stewardship now results in a selfless attitude for leaders to take care of their teams and allow them to be nurtured by their coaching skills. 

28. Continuous Learning

You’re here because you probably have this trait - continuous learning. You won’t be reading until this part if you don’t keep yourself learning new things. 

The very essence of leadership is to improve oneself so you can share what you have with the people you’re leading. 

Continuous learning allows leaders to gain new insights and wisdom from other people’s experiences, learning materials, and their own evaluated experiences. This expands their capacity and drives more abilities to be more productive and live a significant life. 

Leadership Trends in 2023 and Beyond

The business landscape is changing, and so must leadership. Adapting to the latest trends and best practices in leadership allows us to be more effective in our field of endeavor.

Quick note: I’ll constantly update this post to add new leadership trends I’ll notice and learn from other leadership resources. So, expect some new learnings in this section.

1. Coaching

Coaching is mainstream in organizational development and employee engagement. It positively affects how employees perceive leaders and how managers and supervisors can better enhance their leadership skills. 

You’ll find one out of five companies today in the Philippines that are looking for various coaching training programs, whether they want to train their managers on how to coach people or get a Certified Gallup Strengths Coach to help their teams identify their strengths and use it as an advantage for team performance. 

Read more: Gallup’s Comprehensive List of Leadership Coaching Articles.

2. Flattened Org Structure (No “Silos”)

With the rise of tech startups in different countries today, including the Philippines, a massive change has occurred in how CEOs and startup entrepreneurs devise their organizational structures.

For the most part, and in the traditional sense, you’ll see organizational structure to look like a tree. From the top, we have the C-Suite, then Directors to Managers, down to rank-and-file employees. Different department heads categorize all.

Today, you would see a flattened organizational structure where the CEO isn’t only operating as the top head of the organization but can also work directly with the Operations Department. He could go up, down, and even lateral in the organizational structure to function coherently among the teams.

This structure allows for faster and better communication, where ideas flow smoothly from top to bottom. And as rapid changes are happening in the business landscape, this is more advantageous for startups to innovate and even disrupt themselves so they can better serve the needs of their customers. 

Further reading: The Silos Mentality: How to Break Down Barriers

3. Coopetition

Coopetition is a coined term from two words, “competition” and “collaboration”.

Coopetion means that individuals in teams can compete among themselves and highly regard one another for collaboration.

Promotions and rewards are given appropriately based on individual performance but could now be done in teams. This kind of thinking allows leaders to engage their associates better, as these people may be working towards achieving excellent results for the company while also being rewarded individually for their hard work. 

Leadership Resources To Help You Unleash Your Leadership Potential 

Leadership development is a continuous journey; one must constantly learn from new materials available in the market and be more adaptive to every change happening in the business landscape.

Let me give you my list of recommended leadership resources. Some are old but contain timeless leadership principles. Others may not be familiar with the authors/s, but I believe they have impacted my life. 

Bible 

The Bible contains leadership lessons anyone can apply to their career, business, and personal lives.

For most people, the Bible is only used for spirituality. Still, applying leadership in my roles as a spouse, entrepreneur, and active non-profit volunteer is very practical. 

Here are some of the Bible verses you’ll find to be applicable in different organizational leadership settings:

Psalm 78:72 

With an upright heart, he shepherded and guided them with his skillful hand.

Matthew 20:26–28 

It shall not be so among you. But whoever would be great among you must be your servant, and whoever would be first among you must be your slave, even as the Son of Man came not to be served but to serve and to give his life as a ransom for many.

Luke 12:48 

Everyone to whom much was given of him will be required, and from him to whom they entrusted much, they will demand more.

Further Reading:

• Essential Bible Verses on Leadership
• Key Bible Verses on Leadership

Dr. John Maxwell Leadership Books 

Considered the world’s leadership expert, Dr. John Maxwell has written over a hundred leadership books.

His leadership books are classic, practical, timeliness, and contextually applicable to many facets of life and dimensions. 

Here are some books I’ve read with great insights on personal growth and leadership.

21 Irrefutable Laws of Leadership 

It is one of Maxwell's best-selling books and has covered the fundamental laws of leadership. Apply some quickly, and you’ll see instant career, business, and personal results. 

One law I’ve used and trained thousands of leaders is the “Law of Lid,” which states that leadership ability is the lid that determines the leader’s effectiveness.

If your lid is “8”, you can only lead others with a leadership level of “6” but never “10”. But if you’re on level 10, you can lead level-8 people.

As simple as it sounds, it is very profound when you apply to your leadership roles. 

15 Invaluable Laws of Growth

This isn’t a leadership book, but is highly valuable for any leader. Laws of Growth book gives you ways, strategies, and tools to jumpstart your personal leadership journey. 

The first law is “intentionality”. If you want to experience 10x growth in your career and personal life, you’ve got to be “intentional.” 

Intentionality plays a vital role in displaying the right attitude and habits. Great intentions will always be reflected in actions. 

James Kouzes and Barry Posner

These two leadership experts may not be famous in the Philippines, but bear with me; they’re renowned experts in the global leadership scene.

Their “The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations” has been updated several times to adapt to today's business market.

As I read, this book is like reading a textbook filled with facts and knowledge. You wouldn’t end the book without building your leadership foundation on facing challenges we all experience as leaders.

I would say this isn’t for the newbie readers, but if you’re looking for a little advanced type of learning, Kouzes and Posner’s learning materials are great reads.

Craig Groeschel

Most leaders here in the Philippines are spiritual leaders of churches. And in the Christian world, Craig Groeschel, a leading pastor of Life Church, teaches how leaders can be successful in their spheres of influence.

Though the author speaks mainly from his experience as a pastor, you would find all his leadership materials, including his podcast, to be highly valuable in a business context. 

His teachings are timeless. You can repeat it again and again to further extract the gold insights from it. 

Resources from Craig Groeschel: 

• Life Church’s Leadership Resources
• Craig Groeschel Leadership Podcast

Andy Stanley 

Andy Stanley is a renowned church leader but is also very active in speaking for hundreds of leadership conferences and conventions worldwide. You will notice he is a great communicator in how he delivers his speeches. 

Profound and full of wisdom, Andy Stanley can be part of your leadership mentor (online). 

Resources from Andy Stanley: 

• Leadership Resources from Andy Stanley
• North Point Ministries

Local Leadership Thought Leaders

Venchito Tampon

Venchito Tampon has been in the corporate and public speaking industry for almost 9 years. He is a serial entrepreneur with 4 companies, including SharpRocket, a digital marketing company specializing in SEO services—Blend N Sips, coffee eCommerce, Hills & Valleys Cafe, and Rainmaker - a consultancy brand. 

Francis Kong

Francis Kong has been teaching leadership lessons for more than four decades. A pillar in the local leadership scene, you’ll find Mr. Francis Kong inspiring with his daily Facebook quotes/posts. 

Francis Kong is an active columnist in the Philippine Star, a director of Inspire Leadership and Success Options, and has been an active independent board of directors for some of the biggest companies in the Philippines.

Al Ian Barcelona 

Al Ian Barcelona is one of the underrated leadership experts in the country. I became his mentee for over a year, and he has been helping me immensely with my leadership roles as an entrepreneurial and non-profit social leader. 

You won’t find him very active on his social media profiles, but he’s famous in most corporate training circles, conventions, and seminars.

He is efficient, knowledgeable, and witty in his leadership training programs, primarily with government agencies and corporate organizations. 

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by Venchito Tampon