Theories of Leadership

Transactional and transformational theories :

Eric Berne first analyzed the relations between a group and its leadership in terms of Transactional Analysis.

The transactional leader (Burns, 1978) is given power to perform certain tasks and reward or punish for the team’s performance. It gives the opportunity to the manager to lead the group and the group agrees to follow his lead to accomplish a predetermined goal in exchange for something else. Power is given to the leader to evaluate, correct and train subordinates when productivity is not up to the desired level and reward effectiveness when expected outcome is reached.

The transformational leader (Burns, 1978) motivates its team to be effective and efficient. Communication is the base for goal achievement focusing the group on the final desired outcome or goal attainment. This leader is highly visible and uses chain of command to get the job done. Transformational leaders focus on the big picture, needing to be surrounded by people who take care of the details. The leader is always looking for ideas that move the organization to reach the company’s vision.

Source: Wikipedia

Wise Greetings

Happy Holidays to all!

On Leadership

A cool dude visited my blog yesterday and I got to view an interesting post in his site, http://hrmpedia.blogspot.com/, as well. It was about leadership.

Here is an excerpt from his writings:

Leadership is a process of getting things done through people. Leaders model the way.

Leadership: some key points about a leader . . .
An effective leader is a servant-leader (Greenleaf). Not only teaches others but also has a learner mentality.
Good leaders are good followers. (Kouzes and Posner).
Leaders do not accomplish anything by themselves; they work through a team of followers. (Dyadic research; team-building).

Time and Attendance

Got the opportunity to reconnect with my former boss, a general manager. He shared some interesting insights on "holding meetings". It is kinda unexpected to have heard this from him who is truly the hard-working type of a guy who does surprise visits in the factory on off-days, that is, week-ends and even holidays.

He said he does not require people to overstay at the office. What he requires more is being punctual, not reporting late at work. It is a bad habit and a bad example to one's subordinates.

When quit time comes, say 5 PM, he said, his people do not hide from him when they see him at the aisle when they are about to go home, for he does not take it against them when they quit on time. There used to be a period in our work life, as I recall, that we stayed late in the office because our superiors themselves were working late. The underlying rule was you should not go before the boss goes, for he might need something from you or the boss might use it against you when a task has been left undone.

But for this boss of mine, he added, that he does not schedule meetings after office hours, unless maybe it's an emergency. He believes that he should not take away the people's time with their family, especially dinner together at home.

My mouth was half-open at the idea. Really? Wow, that's great!

Personal Wisdom

Wow! Tremendous how life has been over the years. Dropped by at my former employer here at the South, a multi-national company I worked for, for almost a couple of decades. Have given much to this company (like most of the people there), including my youth, heheh. No regrets for my experiences here has molded me to be the best that I can be. Okay, enough of past life's drama.

I went there after my errands within the area. I had lunch with some supervisors. I treasure exchanging updates with them and just knowing how they're doing. After lunch, unfortunately there's no available dessert, just ran out of leche flan, so we dropped by at the office of the big boss of Manufacturing, to have some free coffee (no not the one shown on the photo below).
I remember the last time I got an interview with this "seems-like-nothing-can-stop-him" person, was almost 20 years ago, when I was as a staff of the official newsletter of the company. He was a newly-hired manager then. He was rehired recently after a short stint with another electronic company. Can you believe he started out a working student who rendered services as an assembler at the "refrigeration and freezer" section of GE (General Electric Company)?

He has never tired of work, just continuing to love what he does, with so much passion, even when the going gets tough. He sticks to his life's disciplines which he nurtured since childhood, much from his Inang (his industrious mother). I searched my old article on the guy where I quoted him saying "You can best measure the capability of a person when he is down, loaded with numerous tasks for accomplishment, than when he is at the top."

Got some updates from him and after leaving his office, I realized I left bringing with me some valuable real-life lessons straight from a guy who has succeeded in life. More of these lessons in my other posts.

Moments of truth ... share your best to others, you'll never know how much positive impact you can have in their lives.

By the way, glad for the free coffee and the free wisdom at the side.

Face to Face Communication

What gets measured not only gets done but gets improved. (That's what I read and based on my experience it does work that way.)

We went ahead with our scheduled audits to sustain good service. I asked Jay to put the results in writing. Patrick came up with a form and procedure where the supervisors themselves will audit their line and their people, then they are to put in ink their findings to ensure that the requirements are satisfied. I am happy with Patrick's initiative and Jay's obedience to sustain the audits.

Looks to me they are all fired up. But I should be able to get direct feedback from the people themselves. So, I started visiting the three shifts at different days and hour. Jay himself was worried that implementing the rules was strict, that was how he viewed it. He was the first individual I had to manage.

I went to the working area and talked to the rank-and-file about things that they may observe to be changing. Examples of which would be some old rules that will be fully implemented. I believe this is a micro managing change strategy.

The supervisors and the old-timers were agreeable to the plan, no violent reaction because we have been through these things before. No one was actually suspended but their ways were corrected. The last time we went through this process, they had the experience of reaping the rewards. They were awarded as team when their shift passed the customer audit. They even received a cash bonus. So, they knew we were doing this with good intentions, not merely to suspend or fire people.

Jay was kinda new that is why he had some fears and hesitations. This triggered me to focus on the new comers. I approached the newer hires and in a light manner, re-welcomed them and explained the current goals, plans, the strategies. I also used the opportunity just to hear them say what's on their minds.

It pays to talk to the people to make them understand the whys of things, instead of just throwing the rules for them to follow. However, it takes some effort, time and building of rapport and relationships.

Employee Attendance Records

On Controlling Absenteeism

"Can I take a leave of absence?" This was the question of the employee. "If you want you can take a permanent leave of absence." This was the superior's response.

Seriously, attendance is a big factor in an employee's over-all impact to the organization. Though some would contest that some people may be at work 100 % but not really performing, that would be more of an exception rather than the rule.

If you are not around in the workplace, then how can you be performing? Unless you are able to contribute to bottom line even in your absence in the workplace, meaning your task is more strategic than operational. Still, you should be visiting in a periodic schedule.

More than these things, attendance is a hot button of most superiors, if not all. Just today, I find it quite queer to have talked to four (4) superiors who were raving on attendance concerns, and the issue involves supervisors not the rank-and-file. This makes the circumstances a little more controversial.

Case 1. The guy went on leave without notifying anyone, a day passed, and another day passed. His reason was he was not feeling well and can't go out to call using a public phone.
Case 2. The guy has to go to the province since a relative is sick. Though it is crucial times, the person has to absent himself. However, you are not sure if his words were all true.
Case 3. The person as to attend a fiesta, a wedding, an anniversary, etc. for she has never been absent for years now, thus this special request.

Absenteeism for a reason or two may be acceptable, but habitual absenteeism affects the team as a whole. Track record will definitely expose the situation, and these records will make it easier for the superior to handle the issue and come up with the decisions and the next step.

Discussing the problem is definitely not an option, it is a must. The objective is to stop the process of having habitual absenteeism in your area. Why? The superior's job becomes more difficult because he then does two jobs, two roles. Once in a while this is good for the superior gets in touch with the direct work of his people but if this becomes the norm then ineffectiveness will crawl in.

If you dig deeper, the issue is actually a symptom of something else, a problem in the family, a discipline issue, a motivation issue, take a peek on the underlying problem and take your pick on the real issue.

Little Reminder

As Christians in the workplace, honesty has to be part of our personal core values. Colossians 3:22 reminds all workers to “obey your human masters in everything, not only when being watched, as currying favor, but in simplicity of heart, fearing the Lord.”
Danny Tariman

Leadership Skills Training

Leadership Skills Training

Come with me, and bring Jay with you! These were my words very early that morning.

That day, I trained two of my supervisors in a different way. I brought them along with me in a high-level meeting.

When we entered the venue, I noticed that I was the only one who brought her staff along. I think I overdone it this time. I do not know what the other attendees thought about me, making my very young supervisors tag along. But why not?

The agenda was not very clear, they said t was about some new projects. It turned out that these projects was heavily involved with people. It was about service quality and implementing new rules.

After we've gone through some of the items, I was beginning to tell myself that I did the right thing bringing my guys. The supervisors should really be the ones sitting in that meeting, taking in all the information, including the emotions and passion of the presenters. That way, they get a feel of the importance of what is being taken up.

Even the top brass spoke in front of us about his particulars and his expectations. Now, my supervisors knows the significance of why we will be implementing these new rules. The rules are not really new, they are more of a discipline issue, more stringent controls and proper implementation of SOPs (standard operating procedures).

Now, I don't have to stress to my supervisors what has been discussed by the big boss. It made my life easier, though I felt queasy earlier that day remember? I just have to support them during the roll-out of these information to the line people.

Do you know how difficult and challenging it is to discuss to the rank-and-files the basics? If things are not really new, and it is more of a "Back-to-Basic" thing, the people take these for granted. They are not hot on the topic of discipline and SOPs. However, these are the very backbone of success of a unit.

I asked my supervisors to leave earlier than me so they can go back to work. The remaining time, which also lasted for another hour, was devoted to responding to questions. The inquiries were not really relevant to the topic, it was more personal. The questions were very specific for the person asking it. So, I believe it was okay for my supervisors not to stay for that reason alone. However, they missed the snacks.

As night came, I felt superb before I went to bed. I am certain I have accomplished something worthwhile for the day. Tomorrow, I am excited to talk about our plans on how we will be able to comply with the requirements as a team, and that includes how to achieve a higher level of customer service.

It was an excellent management training for my supervisors. It was good for them and good for me as well. They have been equipped with the proper knowledge and this made them feel important for they are assured that I consider them the key to our team's journey to excellence.

Sleep tight, I told myself, as I closed my eyes in great satisfaction.

Any supervisor worth his salt would rather deal with people who attempt too much than with those who try too little.
Lee Iacocca

Home of Hope

Home of Hope

I was reading:

Ninoy Aquino Day is a public holiday in the Philippines observed annually on August 21. It marks the anniversary of the assassination of former Senator Benigno "Ninoy" Aquino, Jr. .Returning to the Philippines after his three years of self-imposed exile, Aquino was shot in the head. He was killed on August 21, 1983 as he was escorted off an airplane by soldiers at the Ninoy Aquino International Airport. Aquino was a staunch opponent of then-President Ferdinand Marcos. Aquino's death sparked anti-Marcos sentiment that led to the 1986 EDSA Revolution.

Aquino has always said that the Filpinos are worth dying for.

Once you choose hope, anything's possible.
Christopher Reeve

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Eagle Investments - Training Leaders

Eagle Investments - Training Leaders

"You’ve got to believe that God is in control of your life. It may be a tough time but you’ve got to believe that God has a reason for it and he’s going to make everything good."
Joel Osteen

The procession of our "to-be-ever-remembered-forever" late President Corazon C. Aquino at Makati does bring back an avalanche of both good and not-so-good memories of my work life. My first job was with the registrar's office. Great! Then, right after graduation, I landed a job at a Makati bank, that is, after a series of job applications, long queues, written examinations and interviews. I was a participant to the Ninoy Aquino – yellow-confetti events (so there goes my age).

Today, I proceed to a new task, returning to my old dear passion of writing. As I do just that, I aim to share my ideas that hopefully can be of use to anyone out there. I shall dig out some nuggets of learnings through personal experience, attending seminars, conducting training sessions, reading and establishing a business. There are success and failure stories to read about.

I have discovered that one of the areas I have invested in, with my young heart then and my fragile soul now, was supervision. Something that, to my great happiness, others says I am good at. There is confirmation (and not far, a couple of violent reactions) from my subordinates, colleagues and superiors (that includes the top brass). For step-by-step, I took the journey from a supervisor to a member of the Executive Committee and now a business woman. My journey entails a lot to write about. Bingo! Now, I get to blog!

I am a graduate of BSMIE of the MIT (B.S. Management and Industrial Engineering of the Mapua Institute of Technology). Somewhat in a rush to finish College, I took summer classes and was able to complete my engineering course for four and a half years. My mindset was "c'mon graduate, get a job and earn" ... sooooo into earning.

In college, doing my feasibility study, I visited a semiconductor plant in Sucat. Struck with awe by its facilities plus the knowledge that it pays pretty well, the goal of being hired by this multinational company stuck to my mind. Thus, it happened. After my one-year stint with the bank, I went to join this manufacturing team, a dream realized.

I applied as an IE (industrial engineer), but was not accepted for that position. The boss was a graduate of Adamson University and was very open that he preferred engineers from his Alma Mater. I was willing to take on any job as long as it was with this company. And viola! I got myself a job. I was hired as a production supervisor.

My expectation of doing time-and-motion studies (what I thought an IE does) went straight to the drain. Instead, I was always in motion all the time as a supervisor. Whew!

Our uniforms (called smocks, similar to the doctor’s coat) were color-coded (it was an aid for people to easily spot and call the supervisor, the engineer, the technician or the operator). I wore a cream smock. On my first day, I was approached by an elderly operator whose welcome words to me served as a warning “Mag-ingat ka kung ayaw mong mareklamo”. What a greeting, too warm, flaming hot! I don’t know her and worst I don’t know what she was talking about. Later, I have come to know that she was referring to a grievance committee. An open-door policy existed where anyone has the privilege to go straight to the President to lay down their complaints about you or anybody, for any reason. Way to go, and to think that I have not even sniffed enough cubic feet of air-conditioned air yet.

That incident did not make me lose courage, maybe a little, but only for a while. I have set my goal to work for this company way back in College, remember? I just have to go and learn the ropes, even if its the hard way.

Anyway, that was when the realization came. The role of being a supervisor is not merely taking on any job so you can get a payslip every 15^th and 30^th of the month. There goes a second “whew!”

I plan to blog my first-hand experiences as a supervisor, not just go blah, blah, blah on the PLOC of Planning, Leading Organizing and Controlling thingy. Instead let's look at "what worked" and especially “what did not work” for me as a supervisor. If you and I can smile as I relive those days, then that will be a bonus. Let's put my birth and growth pains as a supervisor to some use.

One of my dreams is to mold my own "bisors" in my business. I created this blog to push me in guiding my leaders. It is my aim, in my little way, to help them achieve success be being effective supervisors, not only for themselves but for their subordinates as well.

Ang pagiging bisor ay “mahirap pero kaya, practice lang yan.” Dapat ay isa-puso. Our goal - to be a service champion.

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Retirement Help

Retirement Help

Yummy!

Now that looks good.

Having this blog created with my initial post is like having dessert placed on top of the dining table. Smiling, you finally get to see it and you are eager to take a bite of it to taste.

Oops, but dessert comes last remember? Had to go through the appetizers and main course. May or may not like the line-up, right?

I am a technically-challenged person. Talo ako ni Lola Techie. I retired after my more than 20 years of employment. I went into sports after resigning and abandoned the computer for a pair of rubber shoes and a tennis racket.

Out of the blues, just this year, I was given an unexpected gift . . . a compact, colored lap tap. Wow naman, ang ganda, ano kaya gagawin ko dito. Well, I welcomed it because it was cute. But of course, I was forced to open and use it. Little by little, I went back to tinkering the keyboard.

One thing lead to another. I enrolled in an Internet marketing workshop which got me into this. Seminars, however are seminars, until you put the learnings to a Go gear. Warm from the student role for a couple of days, I went into working on how to apply what was imparted by the instructor. But as I shared with you earlier, I am a technically-challenged individual. Unfortunately, I do not know Lola Techie to get some advise. I turned into doing some homework. I got some tutorial videos and read some material from the Internet. What was said to take five minutes to do the job , took me a whole day to do plus a disastrous dinner where the rice got partially uncooked and had to order out. Whew!

I am not to quit now, I told myself. I went ahead and ate the partially uncooked rice, no choice. No quitting, well, no yet please. Finally, finally, I created "the blog", yehey. With a long sigh of relief at about midnight, I sent a link to "the blog" to my instructor for checking. And what do you know, he said " . . . create another please". Aray!

Quit time? Oh no, just go, go, go. Go back to the drawing board. Read, read, memorize, memorize. Feeling a pulsating beat on my temples. Type, type, read, read, work, work, go, go.

And now look guys, dessert!

Thanks for letting me share you this experience.

“Retirement: When you quit working just before your heart does.”

“Never quit. It is the easiest cop-out in the world. Set a goal and don't quit until you attain it. When you do attain it, set another goal, and don't quit until you reach it. Never quit.”

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