Can consideration be an instrument of motivation?

The story is told about an employee who requested his boss to grant him a few days off because he needed to attend to a personal family matter. After asking a few validating questions, the boss said yes!

Consideration is a powerful instrument of motivation, particularly in the context of leadership and human behavior in organizational relationships. It refers to the act of showing empathy for an employee’s needs and well-being. When leaders and managers exercise consideration, it influences motivation.

For example, trust, respect, and obedience are strengthened: when direct reports are listened to, understood, and valued, they are more likely to trust, respect, and obey the person showing consideration. This positive dynamic in human behavior gives birth to genuine motivation.

It is a well-known reality in organizational life that when direct reports are shown consideration, they become more engaged and committed to their work. They develop a sense of ownership because they feel that their contributions matter and are recognized. This kind of engagement leads to increased motivation and dedication to achieving organizational goals.

Moreover, consideration helps create an environment of psychological safety, where subordinates and direct reports feel comfortable taking risks, expressing ideas, and being vulnerable—without fear of judgment or punishment. Such an environment fosters creativity, innovation, and intrinsic motivation.

To sum it up, consideration plays a crucial role in enhancing employee motivation. It helps build a positive and supportive organizational atmosphere and strengthens the relationship between leaders and their employees.

However, it must also be said that consideration can be subject to abuse by unscrupulous employees. Therefore, it is incumbent upon the leader or manager to carefully evaluate when and how consideration is granted. – Marino J. Dasmarinas

On positive mindset

The story is told about a mountain climber who desired to climb the highest mountain peak. So, he set out to climb it. When he was just a few feet away from the summit, he saw thick clouds that concealed the peak—which was already within his reach. 

Thinking he was still very far from his objective, he gave up. If only he had known that his goal was already within reach, he could have pressed on and achieved it. 

In your work environment, there will be times when your patience is tested by your superior(s). You might be given a task that seems difficult or overwhelming. Don’t refuse it—accept it instead. 

For all you know, it may be a test to see if you can handle greater responsibilities in the future. Or it could be a sign that you're being considered for a promotion. 

If you feel your knowledge of the newly assigned task is lacking, don’t hesitate to ask for help from your superior(s). They are there to help, assist, and guide you—not to intimidate you. Google and ChatGPT are also available to expand your understanding of the new responsibility. 

Perhaps you’re simply being challenged by your superior. He may want to test your work attitude, patience, and motivation. Your success in any organization will always be determined by your persistence, hard work, and positive attitude. 

If only the mountain climber in our story had persisted and exerted more effort, he could have reached his goal—but he gave up. Life at work is full of challenges that will test your tenacity. 

Always maintain a positive mindset, because challenges—no matter how difficult—become more manageable when approached with positivity. — Marino J. Dasmarinas

Are you a Positive Leader?

A positive leader is someone who uses humane and democratic methods in the exercise of his or her leadership. For example, when imposing discipline—such as giving a verbal reprimand—he always ensures that it is done in private, where no one else is aware of it except the parties involved. 

He does not shout at his subordinates; instead, he speaks to them in a civilized manner. He does this to let them know that there’s always a chance to correct their behavior.

This is consistently the behavior of a positive leader. His goal is always to correct and motivate—not to destroy the morale of his subordinates. He constantly thinks of ways to make everyone in the organization a contributor to its growth.

Another quality of a positive leader is his infectious, positive outlook on life. You would never see him frown. Even during trying times, he wears an optimistic smile on his face. This is an admirable trait in a leader because his positive and hopeful attitude will certainly rub off on his subordinates.

A positive leader is also very accessible to everyone. He does not create silos or walls that cause alienation and division within the organization. He is neither egocentric nor a power tripper; rather, he is a model of humility and hard work.

Just imagine an organization led by a positive leader—he will certainly bring the organization to greater heights. He will also be a strong, positive influence on his subordinates. We, therefore, must embrace positive leadership in our own leadership practice, because it is the only way to become good and effective leaders. — Marino J. Dasmarinas

Is there a connection between Quiet Quitting and Dissatisfaction at Work?

The smoke of devastation brought about by the COVID-19 pandemic is slowly clearing. Organizations have once again started the engines of their operations, and it seems that, for the majority of the world economy and its related sectors, things are returning to normal.

However, the issue of “quiet quitting” is coming to the fore in many organizations, where employees are simply going through the motions of doing their jobs. There is no longer any motivation to perform beyond what is required. They work merely to earn a living for their families. While doing the bare minimum, these employees—who are engaging in quiet quitting—are also actively seeking employment opportunities elsewhere.

Why, then, do employees engage in quiet quitting? Simply put, it stems from dissatisfaction with their current employment. Dissatisfaction is the root cause of quiet quitting, and it can be triggered by a variety of factors: poor organizational leadership and structure, negative behavior from co-workers, salary issues, and lack of sufficient benefits, to name a few.

When dissatisfaction arises, it is only natural for people to seek a solution. Once they find what seems to be the "magical" answer to their concerns, they begin to consider resignation. The prudent employees, however, do not resign immediately; they make sure that they have another job lined up before making that decision.

Quiet quitting is, in reality, an organizational problem—one that is preventable. It can be addressed if leaders would only take the time to listen to the concerns raised by their employees. Lest we forget, those who engage in quiet quitting are often the competent ones—those who believe, with confidence, that they can easily find work in organizations that are better able to meet their needs and expectations. — Marino J. Dasmarinas

The importance of Moral Ascendancy in Leadership

The story is told about a leader who had been espousing ethical and good leadership to his people.

It was smooth sailing for his leadership during the first year. But after that, his lack of moral ascendancy began to unravel. There were allegations of lavish partying, corruption, womanizing, breach of discipline, abuse of authority—to name a few.

What is moral ascendancy?

Moral ascendancy is the influence that a leader holds over his people through moral, ethical, and righteous leadership. A leader who lacks moral ascendancy will not last long in his leadership position.

Sooner or later, the people under his leadership will come to realize that he no longer holds the moral high ground to lead them. And what will they do? They will begin to protest against the morally deficient leader to show that he is no longer fit to lead.

This protest could eventually lead to the leader’s resignation—that is, if he is sensitive to the pulse of his people. But if he chooses to cling to his position, power, and authority, he must be prepared to face the wrath of his constituents.

Moral ascendancy is critically important in leadership, whether in government or in the private sector, because there can be no successful or effective leadership without it.

How can a leader effectively lead if the respect he receives from his people or subordinates is only a façade? How can he communicate his ideas clearly and persuasively if people no longer listen because his moral authority is eroding? How can a leader command discipline and respect if his own behavior lacks discipline and respect?

If a leader aspires to be successful in his exercise of leadership, and if he desires to build a lasting legacy, he must ensure that he is not only competent—but also morally upright. He must possess the moral ascendancy to lead.

Otherwise, his leadership is like a beautiful castle built on sand along the seashore. – Marino J. Dasmarinas

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