The mistake of knee-jerk reaction

Do you Believe that managers are leaders too? 

Managers are leaders too. As such, they are called to manage and lead their organizations with utmost efficiency and productivity. However, there will be instances when their abilities as managers and leaders will be tested by their subordinates. In such situations, it is best not to react in haste. It’s wiser to stay calm and composed under pressure. 

For example, if an ego-tripping subordinate challenges your authority to promote his own ego, remain calm and patient. Do not immediately react to his arrogance. Why? Because the moment you respond without careful thought, you risk ending up on the losing end. You would be dignifying his arrogance and ego-tripping—and you’d lower yourself to his level, which is damaging to your image and standing in the organization. 

So, how should you address this troublesome situation? 

Approach it with calm and civility. At first, pretend not to mind it. Then, after an hour or two—or even a day—schedule a personal meeting with the concerned individual who challenged your authority and tested your patience. During the meeting, point out his mistakes with clarity and firmness. 

Emphasize your authority and his responsibilities as your subordinate. After you’ve done this, the individual will hopefully be enlightened and come to appreciate your civility, humility, and diplomacy. 

The danger of a thoughtless, knee-jerk reaction is that you gain nothing from it, except perhaps another troublesome situation. – Marino J. Dasmarinas 

The Importance of Consistency in Leadership

Mr. X is a newly designated manager in a government office. Upon assuming his new leadership role, he immediately laid out his goals. He stated the targets he wanted to achieve and emphasized the discipline he expected to be strictly observed by his subordinates. During his first few months, he was successful in fulfilling his leadership duties.

However, after a year, he noticed a significant decline in the performance of his subordinates. The discipline within the office had also noticeably diminished.

He reflected deeply on the declining achievements and behavior of his team. Yet, he could not identify anything in himself that might have contributed to this decline—until he consulted a university professor who was an expert in organizational behavior.

After a week of observation and analysis, the professor focused on how Mr. X had been exercising his leadership and managerial functions. He then asked the manager a simple yet profound question: “Are you still consistent in how you exercise your leadership functions?”

This question made Mr. X think seriously about how he had been performing as a leader. Upon honest self-evaluation, he realized that he had lost the discipline he once had. He was no longer as people-oriented as before.

The professor told him that the problem lay in his lack of consistency in leadership. He further advised him to rekindle the same passion and determination he had when he first took on the role.

Mr. X took the professor’s advice to heart. After a short period of renewed effort, the office was back on its feet. Targets were once again being met, and the discipline and motivation of his subordinates were restored.

Every now and then, the issue of consistency in leadership becomes a challenge that many leaders and managers face. The passage of time and temporary success can breed complacency—an attitude that is dangerous for any leader. A good leader is someone who remains consistent in his or her leadership, no matter the circumstances.

This kind of consistency is currently being exemplified by Ukrainian President Volodymyr Zelenskyy. He has never wavered in his leadership from the very first day that Ukraine was suddenly invaded by the vastly superior Russian Armed Forces on February 24.

And yet, despite Russia’s military advantage, it has failed to take over a single Ukrainian city. This resilience can be attributed to President Zelenskyy’s consistent leadership. He continues to embody strength and courage—remaining visible on the ground and on social media—as if it were still the very first day of the war. — Marino J. Dasmarinas

Volodymyr Zelenskyy: A Heroic, Inspiring, and Shining Leadership Masterclass

The man of the hour right now is Ukrainian President Volodymyr Zelenskyy. His name, videos, and quotes are trending across the world of social media. Why? Because he dared to confront, head-on, Russian President Vladimir Putin’s immoral, unprovoked, and inhuman war against his sovereign nation.

It all began on Thursday, February 24, when Putin’s tanks, missiles, and other instruments of war and destruction rumbled through targeted cities in Ukraine—most notably the capital, Kyiv, where the seat of power is located. Given President Putin’s overwhelming military strength and nuclear armaments, the world assumed it would be a cakewalk for Russia. But it was not. In fact, it is shaping up to be a quagmire for Putin and his military cohorts.

Hours before Ukraine was invaded by Russian armed forces, President Zelenskyy, in a  video address, warned Putin by saying:"When you attack us, you will see our faces, not our backs."

On February 25, the morning after Russian missiles rained down and tanks rolled into Ukraine, Zelenskyy posted a  video defiantly vowed to stay and fight. He said:“I am here. We are not putting down arms. We will be defending our country, because our weapon is truth, and our truth is that this is our land, our country, our children, and we will defend all of this.”

These courageous words from Zelenskyy galvanized and inspired his people to hold the line—no matter the odds. What leadership lessons can we derive from this video of Zelenskyy and his subsequent pronouncements?

Lesson Number One: Great leaders such as Zelenskyy always lead the way and show the way. This means they are in the thick of things—they're in the trenches, giving orders and fighting alongside their people, not hiding in the safety of luxurious and secure offices. When the U.S. offered him a safe exit from his besieged nation, he stood his ground and courageously said: "The fight is here; I need ammunition, not a ride."

Lesson Number Two: Great leaders are effective communicators. They use social media to their advantage and carefully craft their messages. They promptly communicate what needs to be said. In times of crisis, delays can cost a leader dearly—in reputation, character, and authority. Zelenskyy is a master communicator, owing to his background as an actor and comedian. He flawlessly conveyed messages of defiance and unity to his soldiers, his people, and the global community.

Lesson Number Three: Great leaders project strength and calmness at all times. Why? So they can inspire, guide, and motivate their people to resist oppressors—no matter how powerful they may be. In the now-iconic video, Zelenskyy’s face was the epitome of bravery, composure, and defiance, with a historic, well-fortified building as his backdrop.

Lesson Number Four: Great leaders are not afraid to ask for help—they show vulnerability. On the second day of the attack, when Ukraine’s situation seemed dire, Zelenskyy didn’t hesitate to say: “Who is ready to fight alongside us? I don’t see anyone. Who is ready to give Ukraine a guarantee of NATO membership? Everyone is afraid.” “We’re defending our country alone. The most powerful forces in the world are watching this from a distance.” Hours later, pledges of support—military aid, weaponry, and humanitarian assistance—began to pour in.

Lesson Number Five: Great leaders have a positive mindset, are effective motivators, and have a vision. Even as the violent forces of war were unleashed against Ukraine, Zelenskyy addressed his people and security forces with these inspiring words: “Our military, our national guard, our national police, our territorial defense, special services, nationals of Ukraine—please carry on. We will win.” 

Why did he say this despite the overwhelming odds? Because he knew that high morale and unyielding spirit are key to defending a nation. And President Zelenskyy is succeeding—because he, his nation, and his people continue to hold back the violent tide of Russian aggression.

Volodymyr Zelenskyy’s courageous and inspiring leadership masterclass is a real-life saga unfolding before our very eyes and ears. It showcases his extraordinary leadership, from which we can draw countless insights as we lead our own respective organizations.

Are you learning gems of insight from Ukrainian President Volodymyr Zelenskyy’s courageous and inspiring leadership masterclass? 

Let us continue to pray for peace in Ukraine. Let us pray for Vladimir Putin’s enlightenment, that he may end the unprovoked war he started. And let us pray for the suffering people and nation of Ukraine.— Marino J. Dasmarinas

The achievement of Organizational Goals vis-a-vis to the Levels of Management

Organizations that capitalize on their organizational goals have many positive things going for them. For one, goals can influence an increase in performance output in an organization’s human resources. They can also increase human resource motivation and provide positive direction to the organization.

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

After the goals at the top management level have been set, they are passed down to the next lower level, which is the middle-level management. Each functional area or strategic unit of the organization is given its 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 the goals are successfully implemented.

The last organizational level involved in achieving the goals is the first-level management, which normally consists of 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, Realistic, and Time-bound. — Marino J. Dasmarinas

When you Impose discipline impose it with civility and respect

How do you impose discipline in your organization?

Some, if not many, of us impose discipline the old-fashioned way. This means punishing the transgressor right in front of a crowd to shame the person. But when we do this, we only plant seeds of anger and resentment in the person being disciplined. He or she may not immediately vent this anger and resentment, but sooner or later, it will come out.

There are leaders and managers who are heavy-handed when imposing discipline because they think it is the appropriate way. However, heavy-handedness in imposing discipline is counterproductive, as it results in the development of deep-seated resentment.

So, what should a leader or manager do when he or she needs to impose discipline? The leader or manager should immediately call for a private meeting with the transgressor so that appropriate punishment can be imposed in private. By doing this, the leader or manager avoids the unnecessary and arrogant projection of power and authority.

What is the importance of having a private meeting with someone who has breached the discipline of the organization or has committed a fault? You signify your sincerity to correct the person, and you send a message that you want to immediately contain and resolve the problem without grandstanding, ego-tripping, or insulting anyone.

By doing so, you create a sincere message that you want to heal the wayward behavior without shaming the person in front of a crowd. If you do this, you will even gain the respect of the person you are disciplining.

Many of us commit the mistake of correcting a person in front of a crowd, but this will not help heal wayward behavior. It will only create deeper emotional resentment in the person at fault. Hence, instead of bringing him or her closer to correction, healing, and reconciliation, we end up creating an emotional bubble within the person being disciplined, which could explode at any time.

Let us not allow ourselves to be consumed by our power and authority when we impose discipline or exercise leadership, as this will do us no good. When we unnecessarily and arrogantly discharge our power and authority, we only expose how flawed and limited our leadership skills are. Let us instead hold on to civility, respect, and reason, for this is the only way to correct and completely heal wayward behavior.

What is the use of showcasing our power and authority in public if it only creates deeper emotional injury? What is the use of correcting a person in full view of the crowd if it only creates a monster called hatred and resentment? – 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 subordinates. Why? 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 money as our vehicle for reward because it's temporary and impersonal.  Besides it does not convey a lasting impression in the heart of the recipient. For a change why not try something that is not visible or not measured 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

Secure leaders vis-à-vis insecure leaders

In a faraway kingdom lived an insecure leader who was about to end his term. So, he said to his underlings: “I want you to highlight all the accomplishments that I did during my term.” His minions were in a quandary on how they would undertake his order because he had nothing to show but his incompetence, arrogance, autocracy and laziness.  

Effective, secure and humble leaders would never be concerned if their accomplishments during their term of office would be noticed or not. Why? Because they are secure with what they have accomplished. They know in their hearts that during their incumbency they had laser like focus on their Mission and Vision for their organization. And they saw to it that they were surrounded with the best intellectual minds that would help them achieve their Mission and Vision. 

On the other hand, insecure leaders will always crave for attention. They would normally do this by using bombastic words or words that would picture them as having a strong character and personality. Insecure leaders are not consultative they would decide based on their whims and caprices without regard for the greater good. What is important for them is they are able to bulldoze their own personal agendas.     

But a leader who is secure in his leadership will not be afraid to make decisions that are unpopular. Because he knows that his unpopular decision will be for the long term welfare of the people under his organization. 

At the end of the day, leaders are not judged by their present actions and accomplishments. They are judged by history and the legacies that they have built and left behind. For example, how they’ve improve the well being of their people, how they were able to enhance the financial wealth of their organization/country. How they’ve fought for the welfare of their people and organization against a bully organization/country and so forth. – Marino J. Dasmarinas