Do you have these qualities of a Positive Leader?

Positive leaders are leaders who use humane and democratic methods to make his subordinates follow him. For example when imposing discipline such as verbal reprimand he would always see to it that the reprimand is done in private wherein nobody will be aware of it except the parties involve. 

He should not shout to his subordinates he should instead talk to them in a civilized manner. This is to let them know that there’s still a chance for them to straighten-up their behavior.

This is always the behavior of a positive leader. His end objective is always to motivate and not destroy the morale of his people. He would always think of ways to make them a contributor to the growth of the organization.

Another quality of a positive leader is his infectious positive outlook in life. You would never see him frown even during trying times he would always wear that optimistic smile on his face. And this is a very good behavior for a leader because his positive and optimistic behavior will certainly rub-off to his subordinates.

A positive leader is also very accessible to anyone of his subordinates; he does not create walls that only creates division in his organization. He is not egocentric nor a power tripper he instead is a model of humility and hardwork.

Just imagine an organization with a positive leader he will certainly bring his organization to greater heights. And he will certainly be a positive influence towards his subordinates.

Do you have these qualities of a Positive Leader? - Marino J. Dasmarinas

The folly of knee-jerk reaction

Managers are leaders also; as such they are called to manage and lead their organization with efficiency and civility . However there would be instances when their abilities as managers and leaders would be tested by their subordinates. In such instances it is best for them not to react in haste.  It’s best to stay calm and composed under stressful situation.

For example if an ego tripper subordinate is challenging your authority to prop-up his high sense of himself. Be cool and be patient do not spontaneously react to his ego tripping because the moment you react without careful thought you will be at the losing end.

So how would you address this troublesome situation? Approach it with calm and civility by pretending not to mind it. Then after an hour or two schedule a personal meeting with the concerned person and during the meeting point to him/her mistakes. 

Clearly emphasize your authority and his duties as your subordinate after you’ve done this.  The concerned individual will be enlightened and he will surely appreciate your civility and diplomacy.

The mistake of thoughtless reaction is you will not gain anything from it except another troublesome situation in your organization. - Marino J. Dasmarinas

The Importance of Consistency in Leadership

Mr. X is a newly designated manager in a government office, upon his assumption of his new leadership role. He spelled out what he wants to achieve in his new office, he stated the targets and he emphasized the discipline that he wants to be strictly observed by his subordinates. He was successful with his function of leadership during his first few months.

After a year he noticed that there was an obvious decline with the achievements of his subordinates and the discipline of his people has already waned also.     

He pondered on the decline of his subordinates achievement and behavior. He did not find anything that would say that he was the cause of the decline of his people’s achievement and behavior. Until he consulted a university professor who was an expert in organizational behavior. After a week of analysis and study the professor zeroed in on how the manager exercised his leadership and managerial function. Thus, the manager was asked by the professor: Are you still consistent on how you exercise your leadership functions?

This question made the leader think on how he exercised his functions as a manager and leader of his office. After honestly evaluating himself he found out that he was not as disciplined as before. He found out that he was not anymore people oriented like before for the reason that he hardly mingled with his subordinates anymore.

So the professor told him that his problem was his lack of consistency with his leadership functions. He was further told by the professor that he needs for bring back the same drive and fervor that he initially had when he first assumed his position of leadership.

The manager followed the advice And the office was back on its feet again. The targets were again meet and the discipline of his subordinates was at its best again.

Every now and then the problem of leadership consistency is a dilemma that every leader/manager encounters. The passing of time makes us complacent and this is not a good sign for a leader. A good leader is someone who is always consistent with his exercise of leadership all the time. He doesn’t waiver nor vacillate. - Marino J. Dasmarinas

Organizational Goals and its Relevance to the Levels of Management

Organizations that capitalize on its Organizational Goals have a lot of positive things going for them. For one; Goals can influence increase of performance output in an organization's human resource. It can also increase human resource’s motivation. It also gives positive direction to the organization.

There are three levels of management in an organization, the highest is the Top Level Management. In a corporate set up this is composed of the following: Board of Directors, Company President, Vice-President; Chief Executive Officer and so forth. Any organizational position that has a policy making power is included in the top level management. These company officers are in charge of the strategic goals of the organization.

After the goals at the Top Management level have been set; it goes now to the next lower level that is the Middle Level Management. Each functional area or strategic unit of the organization is given their assigned goals that will contribute to the realization of the strategic goals. These officers are composed of the various department managers. Their main responsibility is to see to it that  goals are successfully implemented.

The last organizational level that is involved in the achievement of goals is the First-Level Management these normally are the supervisors. Their task is to operationalize the strategic goals set by Top Level Management. Under them are the operational workers who make things happen for the organization. They are the foot soldiers so to speak.

Regardless of their level; all of these organizational goals should always be Specific, Measurable, Attainable, and Realistic and has a specific Time table. - Marino J. Dasmarinas

Should you always reward an exemplary performance with money?

Do you always need to recognize an exemplary performance from your subordinates? Yes!  It’s always a must that you recognize every exemplary performance from your employees. For the simple reason that recognition or reward is an integral part of motivation.

But there is this misconception that when we say recognize it means money or something that is material. Not true!  We can actually give rewards even without a price tag attached to it. 

For example, just calling up the attention of an effective employee during meetings is more than enough recognition. A tap on the shoulder coupled with a short pep talk is another priceless form of reward or motivation.

We should not always look at material things as our vehicle for reward because these things are temporary and  impersonal.  Besides it does not convey a lasting impression in the heart of the recipient/s. For a change why not try something that is not visible or not quantify by money yet will be forever felt by the heart.

What are these? verbal recognition during meetings, banners that conveys positive message and so forth. Motivation’s true purpose is best served when you reward your subordinates with things that are not quantified by money. - Marino J. Dasmarinas

I conduct Lectures/Talks on Motivation, Leadership, Values and other Organizational Behavior topics.

 I conduct Lectures/Talks on Motivation, Leadership, Values and other Organizational Behavior topics. - Marino J. Dasmarinas

Shape the behavior of your subordinates

Mr. X is a newly hired employee in a manufacturing company. Being young and having recently finished his engineering course he virtually had no actual experience in his job. From time to time he would make little mistakes on the job but his boss saw something positive from Mr. X.

 So, instead of getting impatient with Mr. X whenever he commits little mistakes he would try to patiently teach him about the nitty-gritty of his job. After a month of patiently teaching Mr.X, he  could now competently do his job.

In the theory motivation there’s a topic called SHAPING this is understood as the perpetual application of constructive support to an employee until such time that he eventually reach the desired behavior envisioned for him by his organization.

Shaping is very important because this is where you could find those who have potential to help the organization grow. These employees are like diamonds in the rough that needs your patient shaping/contouring. So that they could eventually become brilliant employees that will brightly shine whenever you assign them.

However, to unearth this to be contoured subordinates you must also be patient with them. You should not judge them based upon your initial impression upon them.

Be patient with your subordinates mentor them for they are diamonds in the rough that needs to be shaped. - Marino J. Dasmarinas