The leader/manager and the Management function of planning

John is a newly appointed department head in a call center company. Upon assuming his position his first activity for the day was to define the goals and plans of his department. He projected in advance the demands of their clients and through his planning he saw to it that his department would be able to meet their client’s future demand.  

What is the importance of planning in a manager’s/leader’s life in the organization? An effective manager/leader uses planning to implement his plans in advance. This plan is not simply based on their whims and caprices it is rather based on sound method, analysis and projection. When a manager/leader uses the management function of planning it should always be realistic and pragmatic.

 Why is it important for a leader/manager to have a plan? It is important for the simple reason that planning helps the manager/leader create a realistic framework of action. Yet this framework of action doesn’t automatically ensure 100% success. However even if it doesn’t guaranty 100% success it’s always better to utilize the function of planning than not to utilize it for how would you move ahead without planning?

Planning also provides a point of reference where actual performance can always be compared vis-a-vis with the planned target. And if the actual performance doesn’t meet the planned target managers/leaders should make the proper adjustment to meet the realistic planned target.   

Planning also determines a future course of action based on the prevailing environment. That’s why it’s very important not to cast in stone our plans. Otherwise we cannot anymore fine-tune our plans when the business environment is against us. Planning should always be a continuing managerial and leadership function. This is for the reason that the moment the manager/leader stops planning his/her life the organization would also come to an end.

Through the management function of planning the hazy and cloudy future is made clearer, brighter and the future that is unknown is somehow made known. – Marino J. Dasmarinas

Dictatorial leaders/managers are not good leaders/managers

Have you worked for a dictatorial leader/manager?

He is the type who would use fear and deceit as his main weapons to make his subordinates follow him. For example, during meetings he would outline the targets that he wants to achieve or the discipline that he wants for his organization. Then he would follow it up with a caveat that those who would not be able to meet their target or follow his discipline would be severely sanctioned.

These kind of bombastic statement would immediately achieve its intended purpose and that is to create fear. But after a few days this feeling of fear would immediately be replaced by a feeling of subtle defiance and resentment towards the leader/manager.

Run of the mill leaders/managers always use this kind strategy to achieve their goals only to be confronted at the end that it does not work. Why is it that it doesn’t work? This is for the reason that when we use fear as our means to achieve our goal/s. It is always subject to abuse and corruption that immediately leads to inefficiency and disruption of the efficient function of the organization. 

However, these type of leader/manager are slowly but surely exposed by their own arrogance and abuse of power. Which sooner or later are seen and observed by subordinates. And these subordinates will not be silenced forever there will come a time that they will voice out their opposition. Which would eventually lead to the removal of their dictatorial leader/manager. – Marino J. Dasmarinas

How to become an effective leader/manager

An Army lieutenant was leading his platoon of soldiers in an operation when they were suddenly ambushed by the enemy. Everyone took cover and firing at the enemy at the same time. They suddenly saw a wounded comrade who was about ten meters away from them shouting for help.

The lieutenant suddenly shouted at his soldiers and said: “Cover fire me and throw smoke grenades because I will go and rescue our comrade.” So they did and the lieutenant stealthy maneuvered his way to the wounded soldier.  Upon reaching his soldier the lieutenant assisted his wounded comrade and they both successfully extricated themselves from the claws of danger.

By the courageous leadership by example of the army lieutenant and with the support of his soldiers. He successfully executed the very dangerous rescue. This army lieutenant is an epitome of a true leader because he shows and leads the way.

In essence organizational leaders are no different from military leaders. What only separates military leaders from organizational leaders are the rigid training and the firearms at their disposal.  Therefore, to become a successful organizational leader/manager one has to show and lead the way and he must know his job very well.

An organizational leader/manager should not only give orders and then do nothing she should be at the forefront so to speak. For example, if the volume of work is enormous that it would need overtime work.  The leader/manager should also render overtime work and lead his subordinates in accomplishing what is to be accomplished.

If the leader/manager always shows and leads the way, he would also quickly earn the respect and admiration of his subordinates. The same subordinates would always be at his beck and call whenever he needs them. Why is this so? For the simple reason that the leader/manager has already earned the respect of his subordinates. 

What if the leader/manager will not lead and show the way? He simply sits down while giving orders and doesn’t take his leadership/managerial position with responsibility. His subordinates will surely not respect him and they will be like headless chickens running around without discipline and purpose. – Marino J. Dasmarinas    

Who surrounds you in your organization?

Glenn is a call center agent. He is newly married and a happy go lucky kind of guy. He has a select group of friends that surrounds him in his work environment. His group of friends have the same happy go lucky kind of mentality. Therefore, they have harmony, as they say: “Birds of the same feathers flock together.”

Whenever they get their salary they always go to their favorite watering hole to get drunk, have fun and spend as if there’s no tomorrow. So, they always end up without money hence they are forced to borrow from loan sharks.

But running out money was not only the problem there was also friction in his family brought about by his frequent drinking spree. His problem morphed into a behavioral issue in his workplace. He was often times hot tempered and he lacked focus and discipline.

These negative behavioral issues did not escape the watchful eyes of his superiors. Thus he was given a memo to shape up otherwise he would be meted a suspension. Fearing that he might be suspended and eventually separated from his job.

Glenn decided to distance himself from his happy go lucky group, therefore there was no more visits to his favorite watering hole. There was no more irresponsible spending of his salary. This change of mindset soon bore fruit: There was suddenly harmony in his family and his place of work.

The people that you choose to surround yourself in your workplace have influence over you. If you choose to be with carefree and happy go lucky guys, you end up the same sooner or later. And what would be the result of this immature behavior? There would be friction in your pocket, friction in your family and friction in your workplace. – Marino J. Dasmarinas  

When rejection comes your way

Rudy was a newly hired human resource specialist in an information technology company. He was idealistic and had fresh insights that he wants instituted to his new organization. Therefore, he suggested to his manager on how they would specifically identify those who would be considered for future trainings and seminars. However, his suggestion was rejected.

Rejection is part and parcel of your organizational life. There would be instances that you would make suggestion which to your mind is helpful for your department/organization. But more often than not your suggestion/s will be rejected by your boss.

Would you take that rejection personally? Of course not! You take rejection in your organization in stride. Don’t take it personally otherwise you end up as a loser, take rejection as a challenge to make your work better and to work harder.

Perhaps when your idea is rejected you could silently say to yourself: “You rejected my input, so I move on without any ill feeling against anyone." This is the correct attitude to make when your input is rejected. You can also make a positive spin toward it by using it as your motivation to work harder.

Rejection of your idea or input should not stop you from giving your insightful input/s when there’s an opportunity to do so. Why? This is for the reason that every input that you recommend is a testament of your knowledge or insight.  

However, if you notice that after a year of giving insightful inputs your boss or your organization has not considered any of it. Perhaps, it’s time to look for greener pastures in other organizations who will make full use of your talents. – Marino J. Dasmarinas   

Prove your critics wrong

Santiago was promoted to become the head of their organization’s human resource department he was the youngest amongst the aspirants. After his promotion a poison letter was circulated besmirching his person and credibility. He took the attack on his person in stride and treated it simply as part of the hazards of his new job.

Critics and criticism are part and parcel of organization, they exist for only one reason and that is to bring you down or even destroy you. However, would you allow your critics to bring you down? Of course not! So what are you going to do? You don’t have to confront them. You simply have to prove them wrong and you have to use them as motivation to work even harder.

Many Leaders of managers commit the mistake of stooping to the level of their critics. Therefore, they confront their critics and this confrontation sometimes lead to verbal tussle or even physical wrangle. But it should not go to that extent because the moment you confront them you only are feeding their arrogance and their thirst for violence.

It’s useless to confront your critics instead, prove them wrong by working hard: let your positive work attitude do the talking. Thus, you take the high and educated road, the road where you will earn respect and esteem from your superiors, peers and subordinates. 

The road which will lead you to another promotion when the right opportunity comes. – Marino J. Dasmarinas          

Promote the hard worker not the most qualified

Marilou is a supervisor in a government office who aspires for the next higher level position. She’s a hard worker and has meet the minimum qualification for the job opening.  Joanna on the other hand is also aspiring for the same promotion and basing on her sterling credentials it should be her who should be promoted.

What is your standard when you recommend a subordinate for promotion? Do you usually go for the most qualified? Or you go for the hard worker who meets the minimum qualification? To go for the hard worker is always the wisdom filled choice.

Not only that this employee will continue to work hard when promoted. You can also groom him/her to handle bigger responsibilities as the need arises. A hard worker is also a self-starter, he/she is always willing to learn, has initiative and can even sacrifice his/her personal time for work. He/she may do this by bringing his/her work home so that he/she could finish her task.

On the other side of the fence is the worker with sterling credentials. Why would you not choose him/her? He will not be chosen for the simple reason that credentials can’t work!  They are simply training certificates and educational transcripts which are useless when the worker who holds it is lazy and corrupt.  – Marino J. Dasmarinas