Should you immediately accept a leadership position being dangled before you?

Nereo is a manager who has an insatiable desire to always be visible in their organization. One morning during a meeting of all department managers the Chief Executive Officer of his organization floated this question: “Anybody of you who wants to lead a task force in this organization”?    

Without careful thinking Nereo immediately raised his hand and said, “I want to lead that task force!” Therefore Nereo was told by his CEO to visit his office so that he could be properly briefed about his duties and responsibilities.

After meeting his CEO Nereo was already feeling drained for the simple reason that he was overwhelmed by the enormity of his responsibilities. The next day he went again to his CEO to tell him that he was giving up his newly acquired leadership position because he cannot measure up to its responsibilities.

A cerebral and humble leader/manager should not immediately present himself when there is a leadership opportunity inside his organization. Even if he is being egg on to immediately accept it he should politely refuse to do so.

He should instead ask for a day or two for him to carefully think it over. In doing so he will have enough time to weigh first the pros and cons and the many hidden responsibilities attach to that leadership opportunity.     

Otherwise if he would immediately accept it because he simply wants to fill his bloated ego. it’s like he’s a sailor jumping into the deep sea without wearing his life jacket and other life saving gears. – Marino J. Dasmarinas 

Why is there failure of delegation?

Naomi is a manager in a semiconductor company she is always loaded with work thus she always report for work early and goes home late. Due to this her children were already complaining about the time that she gives them.  

Having observed this kind of situation her husband who is a management professor asked her: “Do you harness the function of delegation in your job?” The wife replied, “I used to but I stopped it already because I am not successful with delegation. The husband advised her, “You simply have to delegate properly so that you would be able to be successful with delegation.

There is failure in delegation for the simple reason that the function of delegation is not being properly used. For example, there are careless managers/leaders who delegate without properly informing the person to be delegated about the nitty-gritty of the job. Or they simply delegate after which they are nowhere to be found they would only appear when they need the delegated job already.

Here are important points to consider when we delegate: 1. Inform the person/s to be delegated about the essentials of the job. 2. Inform the person/s about the time frame of the job. 3. Inform the person/s the result that you want from the job. 4. Be informed about the status of the delegated job by checking on it regularly until it’s done.

After considering all of these four points and you still are not satisfied with the result of the delegated job. It’s about time to revisit your organization’s recruitment standards for the simple reason that your organization is not currently recruiting the best and the brightest human resource. – Marino J. Dasmarinas  

A true and effective leader is a humble leader

Honorio is the president of a small country, he won based on his promise of humble leadership the people of his country was so taken by his that they elected him by a landslide.  

During his first day in office he went to the losing candidate’s house and those who opposed him and offered them the olive branch of peace and reconciliation. He was always very respectful and gentle to his constituents thus he gained their respect and admiration.

After his term was over, he was able to transform his country; the formerly sleepy country was now bustling and full of business activities. His country enjoyed the best peace and order situation during his term for the simple reason that he reached out to those who were marked as trouble makers and was able to convince them to abide and respect the laws of their motherland.

Humility is a virtue that is lacking in many organizational managers and leaders because they see humility as weakness. Many managers and leaders prefer the swaggering type of a manager/leader for the reason that it creates a strong initial impression.

For the reason of the personality that they project, swaggering leaders and managers will have their own share of followers. But generally these kind of leaders/managers are actually abhorred by the silent majority.

Why? For the simple reason that subordinates and people in general do not like managers/leaders who projects an image of swagger and arrogance. They prefer someone who is humble and approachable for the simple reason that to gravitate towards the humble is human nature.           

For example, would you prefer a boss who would raise his voice when he gives orders? Of course not! You would prefer a boss who would give orders with a tone of humility and this we would know if the boss would give orders by gently saying, Could you pls. do this or that?

It pays to be humble in exercising your managerial and leadership functions because you will accomplish more and you will gain the respect, admiration and remembrance of your subordinates. – Marino J. Dasmarinas