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Home » Blog » Pinoy Leadership Style: Filipinos in the Workplace and School

Pinoy Leadership Style: Filipinos in the Workplace and School

Writers: Alvin Joseph Mapoy, Allana Marie Manguerra, Angelica Jane Evangelista, Marie Nicole Ingrid Lusterio, and Nel Fortes Translation: Tobey Fhar Isaac Calayo (Filipino) Researchers: Nel Fortes and Angelica Jane Evangelista Editor: Alvin Joseph Mapoy (English), Richardson Mojica (Filipino)  Graphics: Krystle Mae Labio, Klein Xavier Boiser, Jacklyn Moral Tweet Chat Moderators: Richardson Mojica, Tobey Fhar Isaac Calayo, Gie Leanna Dela Peña , Patricia Mckenzie Sevilla,  Jasmin Cyrille Tecson, Allyssa Jane Fincale Documentation:  Marie Nicole Ingrid, Beatriz Joan Rufo Spaces Moderators: Richardson Mojica, Alvin Joseph Mapoy, Azie Marie Libanan, Roy Dahildahil, Kamille Huelgas

School and the workplace became the second home for students and employees. It served as the residence of knowledge and source of income of individuals. From this found home, the school and the workplace may shape who we will be in the future. The role of an effective leader is crucial for this to happen. 

An effective leader cultivates an environment that protects mental health. The Department of Labor and Employment mandates workplaces to implement mental health policies and programs following the Mental Health Act [1] . Likewise, the Department of Education launched a series of mental health and psychosocial programs this year to support learners, parents, and school personnel [2] . 

Leaders, managers, and supervisors in organizations affect the mental health of their employees [3] . It is important to look at how Filipinos leadership impacts our mental health. 

Filipino Leadership 

Classic leadership literature abounds with examples of leaders’ aim to predict, categorize, classify, and control within organizations for every possible variable. The majority of research academe defines leadership as a behavior, a relationship, and in various cases, activity [4] . 

Filipino leadership and Filipino management may appear to be misleading because Filipino culture is based on deeply ingrained indigenous core values. Filipino culture focuses on kinship, family, and social acceptance. Thus, Filipinos’ distinct leadership styles may include pakiramdam, takutan, kulit, and patsamba-tsamba, among others. Filipino leadership styles have a significant effect in the workplace setting, as well as in schools [5] , and may significantly affect one’s mental health. For example, leaders who use takutan as their leadership style may cause stress and anxiety among employees. These leaders have been taught earlier on that the best results are achieved by those who are toughest, driven, and demanding [6] . 

Franco (1982), in his study, identified the different Pinoy management styles that are distinctly Filipino. 

• Management-by-Kayod and the Realist Manager. Kayod means working hard like an ant. These are the types of leaders who work day in and day out. Work is their pleasure in life. The characteristics of a manager like this include: when there is a problem, he immediately reacts to it, is an autocrat, and yields experience to ensure the organization’s success [7] .
• Management-by-Libro and the Idealist Manager. Libro means book. Leaders who follow this management style prefer American management styles with technical jargon. They are characterized by reflecting on the problem first before acting on them, a technocrat relying on the authority of facts and statistics. He tends to be process-oriented [7] .
• Management-by-Lusot and the Opportunist Manager. Lusot means shortcut, bribery, and rule-breaking. These are the types of managers and leaders who often pay off problems and take shortcuts in tasks. They are characterized by having no definite philosophy or commitment in tasks, without conscience, and a maker of deals as if everything is a game [7] .
• Management-by-Suyod and the Reconsider Manager. Suyod means to take away lice from the hair precisely and neatly. A reconsider manager looks at the problem at all angles until everything is precise and neat. The characteristics of leaders like this include having balance in terms of work. They are also accepting, and work hard to integrate the idealist and realist manager and have a contingency management style. They are disciples of knowing the strengths and limitations of the project and the members he is working with [7] .

While most leadership and management theories are Western, it is also interesting to explore the comparisons between American Management system to the Pinoy Management system [7] :

Problems in Workplace and School

In applying Filipino leadership styles, leaders must consider their approach to leadership and make sure how their strategy will reach their members. The ability to relate to members requires a complete understanding of specific groups’ historical context, norms, and dynamics.

Father of Filipino psychology Virgilio Enriquez explains that Filipino relationships are formed through the core concept of kapwa [8] . Indigenous values such as kapwa were passed on through generations and are rooted in having a strong, shared identity within an organization and gives importance to present leaders’ relationships to their followers. It emphasizes harmony. Good relations are needed to be maintained or else a person is described as walang pakikisama, walang hiya, and walang utang ng loob. Torres (2019) [9] has found values such as kapwa to be present in both the school setting and workplace. A study by Ng & Rivera (2018) [10] noted the prevalence of this value in the workplace and how transformational leaders should contextualize member and leader exchange to push for a more successful organization.

Moreover, leadership in the school setting is still traditionally principal-centered [11] . Principal-centered approaches to leadership rely on a single authority figure to spearhead instructional and administrative tasks, with teachers only acting as support to the principal. The principals’ perspective on the local dynamics of educational leadership is based on a mixture of cultural, organizational, and political factors [12] . In this dynamic type, coordination between various sector leaders and their members primarily focuses on kinship or pakikipagkapwa, social norms, and power dynamics. An example of this is forming good relations with the government to gain funding in public schools and pass policies that would improve education. However, prioritization of kinship, while beneficial, may also foster tolerance in situations where there is an exploitation of power [12] . Kinship and establishing patron-client relationships like in school and government relationships result in debts of gratitude or utang ng loob. Utang na loob is formed out of acts of favors offered by the requesting client to the patron [11] . 

In following the principal-centered approach, student leaders have limited control over school governance and decision-making processes. There is difficulty promoting systemic change using this approach, for ideas are enforced by a single person or governing body. 

Last 2020, the Department of Health (DOH) called for a unified response towards mental health as part of the year’s theme. It brought to light the students’ difficulties and allowed them to have a voice during countless crises [13][14] . In those times, petitions for a call to action from the government and the students’ respective schools were made in response to the growing mental health concerns. Though schools created mental health programs, it was found that there is a considerable gap in the mental health policies and strategies made by schools because of a lack of reference in creating said policies and strategies [14] . There is also an added challenge when DepEd cannot maintain the current administrative setup as principals are being transferred to other jurisdictions [11] . This factor and other factors lead to failure in making organizational changes [15] . Organizational change, when done repeatedly, will affect the psychosocial environment and health of the organization’s members [16] . Crises, such as the COVID-9 pandemic, should be considered when reflecting on leadership and organizational management [17] .

Changing existing systems to fit the current school and workplace environment is determined by explicit and hidden dynamics. It requires a deep examination of the organization’s situations and knowing how to utilize relationships and distinct leadership styles. In the event of a crisis, learning all these things can strengthen the foundation of organizations and can provide change and improvement on the welfare of its members. The need for leaders who are responsive to the mental health concerns of their members while making necessary decisions that could benefit the organization as a whole makes one a great leader and promoter of mental health.

Improving Filipino Leadership

With the current COVID-19 situation, a study conducted by MindNation finds out that 2 out of 25 employees are at risk for mental health problems also brought by the COVID-19 anxiety followed by a personal matter, financial pressure, work performance, etc. It revealed that employees experiencing mental health difficulties have a hard time talking about these issues with their managers. The study recommended three steps that a leader could do to address mental health problems [18] .

• Make mental health services available to the employees [18] .
• Create mental health policy in the company to reduce the stigma about mental health and create a safe space for mental health conversations in the workplace [18] .
• Create virtual social activities to ease the loneliness of the employees [18] .

The COVID-19 crisis tested the leaders on how well they could handle their people during these uncertain times. A study was conducted by graduate students from Ateneo De Manila University to explore what Filipinos expect their leaders to be and to do in different settings. The qualitative study utilized interviews of 48 individuals from different sectors and socioeconomic classes. Participants included executives, supervisors, professionals, support staff, and informal sector workers such as tricycle drivers and market vendors. The result shows that Filipinos want an authoritarian leader to enforce strict obedience to authority [19] .

The study also shows two distinct meanings of the term firm leader. The first meaning indicates a firm leader as an individual with an iron fist or a strict leader who can ruthlessly use power, while the other firm leader shows a leader who has the courage and can stand with their convictions. The preferred leader demonstrates both qualities [19] .

We all have differences in leadership style. Despite this, a transformational leadership style fits the criteria of effective leadership. This style of leading utilizes the fullest potential of every follower to have improvement for their performances. An effective leader must need the behavior of fellowship (kapwa), charisma, empathy (individualized consideration, intellectual stimulation, inspirational, motivational, and idealized influence). A transformational leader constructs an environment that aims to make a difference and foster success [10] . 

Being an effective leader, embodying the Filipino leadership qualities, is still vulnerable to health dilemmas, especially in this pandemic. Working on a remote set-up became challenging as people are used to working with interactions face to face. 

“With great power comes great responsibility.” This famous line from the Spiderman movie reminds us that being a leader, the source of power is enclosed with the responsibility not just the duty to take over the people to achieve objectives, but also the responsibility to take care of the self both physically and mentally. With this, mental health plays a vital role for an individual to function effectively. Here are some pieces of advice for coping up that a leader and even a follower must consider when experiencing stress [20] :

• Make the team. Be a family. Being alone is not bad, but it makes us more susceptible to sadness, worrying, etc. Having companions helps us relieve our stress and sentiments in our life, as these people who are close and similar can feel the same thing and can relate to us. 
• Move around, take some steps. It is important not to stay in our working area all the time. There should be time to stand up and move around to have fresh air and take steps for good posture. Enjoy walking away from the busy place for a while.
• Exercise. The benefits of exercise are indeed incontestable.  It is a well-proven approach that exercise can help us to improve our mood and stabilize our health.
• Me time, my time. Choose to have a schedule for rest, a movie marathon, and any enjoyable recreational activities. Leaders and followers deserve that time to rest. 
• Help, I am yelp. It is about ending the stereotype that a leader must be strong all the time. It is okay to seek help from our family members, workmates, schoolmates, guidance counselor, employee assistance such as the human resource department. Your well-being is essential above anything else. This supporting-care system is essential in an environment for being able to achieve goals and be someone’s source of comfort and peace.  

Every individual must ensure that leaders are empathic, perceptive, and responsive to maintain a productive and healthy working environment. The school and workplace are homes of comfort, understanding, and family. Let’s cultivate a place for an individual’s training ground for improvement and betterment by being a good leader and a good follower.

Let’s talk about leadership styles and mental health this November 10 at 7:00 pm on #UsapTayo’s tweetchat and Twitter spaces. Tara #UsapTayo with your regular #Usapkada!

Guide Questions:

• What are the characteristics of a good leader for you?
• How does good leadership at work and school affect your mental health?
• How can we be a leader that protects others’ mental health? 

References:

[1] Department of Labor and Employment. (2020, February 19). DOLE mandates mental health program in workplaces. https://www.dole.gov.ph/news/dole-mandates-mental-health-program-in-workplaces/

[2] Department of Education. (2021). DepEd to roll out mental health and psychosocial support programs for 2021. Https://Www.Deped.Gov.Ph/2021/02/09/Deped-to-Roll-out-Mental-Health-and-Psychosocial-Support-Programs-for-2021/. Retrieved November 7, 2021, from https://www.deped.gov.ph/2021/02/09/deped-to-roll-out-mental-health-and-psychosocial-support-programs-for-2021/

[3] Arnold, K., Hancock, A., & Dimoff, J. (2020, August 19). Mental health impact of COVID-19 affects leadership in the workplace. QUOi Media. Retrieved November 7, 2021, from https://quoimedia.com/mental-health-impact-of-covid-19-affects-leadership-in-the-workplace/

[4] Cimene, F. T. A., & Aladano, A. N. (2013). Leadership perspective from the Philippines: Its implications for theory, research and practice. Culture and Gender in Leadership. Published. https://link.springer.com/chapter/10.1057/9781137311573_4

[5] Ki. (2019). Filipino leadership styles – what are the four distinctive Filipino leadership styles. Https://Philnews.Ph/2019/09/18/Filipino-Leadership-Styles-What-Are-the-Four-Distinctive-Filipino-Leadership-Styles/. Retrieved November 7, 2021, from https://philnews.ph/2019/09/18/filipino-leadership-styles-what-are-the-four-distinctive-filipino-leadership-styles/

[6] Girling, N. (n.d.). Leadership, mental health, well-being and culture. Engage for Success. https://engageforsuccess.org/wellbeing/wellbeing-and-culture/

[7] Franco, E. A. (1982). Management, Pinoy style. Sikolohiyang Pilipino: Teorya, Metodo at Gamit. Published.

[8] Pe-pua, R., & Protacio-Marcelino, E. (2000). Sikolohiyang Pilipino (Filipino psychology): A legacy of Virgilio G. Enriquez*. Asian Journal of Social Psychology , 3, 49–71. https://www.indigenouspsych.org/Members/Pe-Pua,%20Rogelia/PePua_Marcelino_2000.pdf

[9] Torres, P. A. (2019). Finding Indigenous Values Behind Filipino Leadership. Depedbataan.Com Publications . Published. http://www.depedbataan.com/resources/4/finding_indigenous_values_behind_filipino_leadership.pdf

[10] Ng, L. T., & Rivera, J. P. (2018). Exploring transformational leadership and fellowship in a cultural context: The case of the Philippines. Asia-Pacific Social Science Review, 17 (3). http://apssr.com/wp-content/uploads/2018/03/ExploringTransformationalLeadershipandFellowshipinaCulturalContext3ATheCaseofthePhilippines.pdf

[11] Alegado, J. P. (2018). The challenges of teacher leadership in the Philippines as experienced and perceived by teachers. International Journal of Education and Research , 6(6), 291–302. https://www.researchgate.net/publication/326776435_The_challenges_of_teacher_leadership_in_the_Philippines_as_experienced_and_perceived_by_teachers

[12] Brooks, J. S., & Sutherland, I. E. (2014). Educational Leadership in the Philippines: Principals’ Perspectives on Problems and Possibilities for Change. Planning and Changing , 45(3–4), 339–355. 

[13] San Juan, A. D. (2020, August 15). Colleges, universities not required to delay school opening — CHED . Manila Bulletin. https://mb.com.ph/2020/08/15/colleges-universities-not-required-to-delay-school-opening-ched/

[14] Mata, M. (2020, November 28). After series of disasters, students unite to call for nationwide academic break. Rappler. Retrieved November 6, 2021, from https://www.rappler.com/moveph/after-series-disasters-students-unite-call-nationwide-academic-break  

[15] Beycioglu, K., & Kondakci, Y. (2020). Organizational Change in Schools. ECNU Review of Education , 209653112093217. https://doi.org/10.1177/2096531120932177  

[16] Flovik, L., Knardahl, S., & Christensen, J. O. (2019). The Effect of Organizational Changes on the Psychosocial Work Environment: Changes in Psychological and Social Working Conditions Following Organizational Changes. Front. Psychol. Published. https://doi.org/10.3389/fpsyg.2019.02845TheEffectofOrganizationalChan

[17] Rameshan, P. (2021). Crisis Leadership of Covid-19 Fightback: Exploratory Anecdotal Evidence on Selected World Leaders. IIM Kozhikode Society & Management Review, 1–24. https://doi.org/10.1177/2277975220986274

[18] Lago. (2021, September 22). Study paints a grim picture of some Filipino employees’ state of mental health . Rappler. 

[19] Franco. (2020, April 13). The Preferred Filipino Leader: How do our current leaders measure up? Ateneo Center for Organization Research and Development. https://www.ateneo.edu/cord/news/preferred-filipino-leader-how-do-our-current-leaders-measure

[20] Brearley, B. (2019). Why good mental health is a leader’s best friend. Thoughtful Leader. Retrieved November 7, 2021, from https://www.thoughtfulleader.com/why-good-mental-health-is-a-leaders-best-friend/

Rivera, J. P., & Ng, L. (2018). Exploring Transformational Leadership and Fellowship in a Cultural Context: The Case of the Philippines. Asia Pacific Social Science Review , 17(3), 136–141. https://www.academia.edu/36152267/Exploring_Transformational_Leadership_and_Fellowship_in_a_Cultural_Context_The_Case_of_the_Philippines?from=cover_page

Sutherland, I. E., & Brooks, J. S. (2013). School leadership in the Philippines: Historical, cultural, and policy dynamics. Advances in Educational Administration , 199–213. https://doi.org/10.1108/s1479-3660(2013)0000020011

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Filipino Leadership Styles – What are the Four Distinctive Filipino Leadership Styles

What are the four distinct filipino leadership styles (answers).

FILIPINO LEADERSHIP – Looking from the outside, some of the common practices in Filipino management can be misconstrued.

This is because the culture of Filipinos are derived from deep rooted indigenous core values. These included focusing on kinship, family, and social acceptance.

Those value were then intertwined with ideologies from Chinese mercantilism, American Westernization and Spanish Catholicism. Because of this, the leadership styles of the Filipino is what it is today.

The four types of Filipino leadership are Pakiramdam, Takutan, Kulit, and Patsamba-tsamba. This is according to Management And Culture In The Philippines .

Pakiramdam focuses on a passive style of leadership, with subordinates doing work that is not too little or too much to play safe. This is because this style does not provide workers with guidance required to give them sense of initiative.

Instead the leader motivates through being friendly or “Feeling the other” with the staff. This is done by inferring the manager’s absolute expectations, regardless of the relevance to organizational objectives.

Takutan is a style of leadership that puts the responsibility on the manager who relies on oppression, conceit, and hostility. This leadership is easily explained as a matter of professionalism.

This requires social distance between leaders and subordinates. In other words workers and individuals with the “ranks” such as supervisors.

The manager persuades subordinates to obey without complaints to steer clear from threats and punishments. As to secure one’s acceptance within the work group, it was preferred to avoid dispute with higher-ranks.

Kulit which refers to a superior closely observes and controls the work of their subordinates by checking every detail of the assignment. This results in a lack of freedom within the workplace.

Patsamba-tsamba is a style of management that has no goals, objectives, and direct instructions. It relies on trial and error leaving success or failure to fate.

Rather than making rational decisions, the manager often prefers buoyant actions that creates disaster and disorder. This leads to confusion among subordinates resulting to inefficient organization on its operations.

Thanks for reading. We aim to provide our readers with the freshest and most in-demand content. Come back next time for the latest news here on Philnews.

Like this article? READ ALSO: Compadrazo – What Are Its Implications On Filipino Corporate Culture?

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Lam-ang: a story of leadership and self-realizations

The dedication of the creative team and the cast to remain true to the roots of the tribes in the Philippines sends a clear message of how they wanted the younger generation of Filipinos to re-educate themselves on our culture.

By ALYSSA MAE CLARIN Bulatlat.com

MANILA — For the third production of Tanghalang Pilipino’s MAKIDIGMA Season, TP ignites the soul of the nation with ‘Lam-ang,’ an ethno-epic musical and reimagination of the Philippines’ famed epic Biag ni Lam-Ang.

Lam-ang was born in wartime. His tribe was forced out of their lands by their enemies; the head-hunting Igorots, and his father Lokan had to stay behind so his then pregnant mother Namongan can escape to safety along with their tribespeople.

Fully-grown, Lam-ang managed to defeat the leader, Gumakas, all on his own. He was devastated when he found out that despite his triumph, Gumakas had long taken the head of his father. He ventures back to his tribe to announce his victory over the Igorots, but as he lowers down the skull of his father to his mother’s arms, Lam-ang feels the sense of loss and emptiness slowly bubbling up inside him.

Now that he has defeated their enemies, retrieved both his father and the land of Nalbuan, Lam-ang is at a loss. He feels as if he hasn’t done enough to warrant the title of Lakay, and that his father had left him very big shoes to fill.

As he laments over this, Lam-ang slowly develops a twisted sense of leadership. The audience slowly see him transform from a young hero into a ruthless conqueror. Lam-ang, in his loss of guidance, had decided that by conquering all the lands near Nalbuan, he can provide the best for his tribe.

Despite this, Lam-ang’s mother and tribe elders continued to tolerate his behavior, going with his every decision even though they know that it was not the right thing to do.

Sumarang, Lam-ang’s mentor and sworn-brother, had been the only one who was vocal about his disagreement with Lam-ang throughout the play.

In an effort to make Lam-ang realize his wrong doings, Sumarang invoked a duel to death to which Lam-ang agrees. The battle ended with Sumarang’s death. The death of Sumarang signified the people’s realization that they have left something very wrong go on for far too long and now it is too late.

Famine becomes the retribution of Lam-ang’s greed. Because of his disrespect towards the gods, the people of Nalbuan is having a crisis over food. Tandang Guibuan, the tribe elder, had decided that offering their remaining food could appease the gods.

Seeing his people suffer, Lam-ang confronts Tandang Guiban. The elder retaliated and said that the people of Nalbuan is suffering because of Lam-ang’s greed.

Then, we can see a spark of realization in Lam-ang’s face, but stubbornly he still insisted that he could end the famine if he conquers the lands by the sea, Kalanutian.

Kalanutian is ruled by Kannoyan, who was said to be the fairest woman in all lands.

She, like Lam-ang, is ruling over the many lands she had inherited from her father, but unlike the hero, Kannoyan knows that leadership is not just about being the strongest among others. She taught Lam-ang this while she was pretending to be a commoner, and said that Lam-ang needed to become a leader who leads, not with strength and violence, but with trust.

After his realization, Lam-ang ventures back to Nalbuan and asks the help of his people. Unsurprisingly, the people of Nalbuan are reluctant to follow him after he had broken their trust. Lam-ang goes down on his knees and asked them to trust him one last time. Seeing his sincerity, his people agreed to come with him to Kalanutian.

As an answer to Kannoyan’s request, Lam-ang had brought to her the most precious treasure he owned; his people. Moved by the changed Lam-ang’s sincerity, Kannoyan agreed to marry him and asked him to rule Kalanutian alongside her.

But not everything ends in a happy note.

After Lam-ang and Kannoyan’s wedding, the people of Nalbuan and Kalanutian celebrates. Lam-ang, as a way to show his gratefulness to their people, had volunteered to catch fish for their guests.

The gods he had angered by his selfishness and greed, then claims Lam-ang’s life while he is in the sea.

The last scene ended with the people of Nalbuan and Kalanutian mourning over Lam-ang’s death, as Lam-ang is shown following after his father and Sumarang to the afterlife.

A series of firsts

Born out of a thesis production from UP Dulaang Laboratoryo, the musical whose original title was ‘Lam-ang, Ang Sugo ng Nalbuan,’ was the answer to TP’s long search for new materials that would feature the Philippines’ tradition and origin.

TP wanted to reintroduce Lam-ang to the younger generation of Filipinos, and introduce further knowledge and deeper understanding to these narratives that most Filipinos only briefly know of through their books in Araling Panlipunan.

Although the characters and the main parts of the stories remain familiar, the musical Lam-ang is a reimagination of the famed hero and his epic battles. The play showcases a Lam-ang who was thrusted into leadership, unprepared and how it caused the loss of his sense of purpose, as well as the reason for his downfall.

It was a new take on the story of the heroic Lam-ang, who has always been portrayed as the perfect hero who triumphs over all the obstacles in his life. It shows Lam-ang who also needed to battle himself for his lust for violence and power.

Lam-Ang’s lead actor JC Santos had also admitted that he’d been away from the theater stage for too long and re-learning the discipline of acting on stage has been difficult for him. Lam-ang is his first lead role and first stage play in Tanghalang Pilipino.

Anna Luna also makes her debut in the stage of Tanghalang Pilipino as the female lead Kannoyan.

“I am so honored and grateful for the trust given to me to play this landmark role of Kannoyan,” said Luna.

SEE: Lam-ang: More than epic, re-education

TP’s adaptation of Lam-ang also showed a version unlike the previous adaptations. The creative team of Lam-ang had decided to remove all the aspects of colonialism from this new adaptation.

They had introduced Lam-ang’s father, Lokan, who is purely from the tribe of Nalbuan unlike the previous adaptations which depict Lam-ang’s father to be Don Juan Panganiban.

The play had also removed the epic’s depiction of the Igorots as barbarians as well as the concept of resurrection.

The creative team of the play had wanted to portray a more native version of Lam-ang, and remained true to the traditional aspects of the story including the costume and props design, and the new additions to the original storyline.

The newness of the adaptation is palpable in the show’s first run.

There were plenty of times where technical difficulties became an issue, like when Tex Ordones-De Leon’s character, the babaylan Baglan, was narrating the story through a song and her mic had turned on later than expected.

This happened plenty of times. But in a show of professionalism, the actors clearly adapted well and pitched their voice louder in preparation for these small bouts of slip-up.

The songs also showcased many traditional aspects, including hair-raising chants that are incorporated in every scene. The tribal chants added a more solemn and intense effect to the sequences that show some of the character’s death.

Lam-ang’s traditional set-up reminds you of similar-styled musicals such as Lion King, who boasts about the rich tradition of Africa and remained true to its roots until its very recent run.

The ethno-epic musical Lam-ang had managed to do the similar, igniting the stage with colorful uwes blankets of the Ilocos regions before the Spanish colonizations. The actors were dressed in the traditional clothing of the different tribes in the region. Raflesia Bravo’s Saridandan boasts clothing similar to the Bataks in Palawan, where women traditionally do not cover their torso.

The musical takes on a different ending from the usual narration of the epic, and had left the audience questioning their knowledge of the story.

Tanghalang Pilipino’s depiction of a grayer Lam-ang depicts how leaders are not born, they are taught. No matter how bright and promising Lam-ang was, he still went down a very dark path mostly because the guiding figures around him had let him and tolerated his mistakes until the very end.

If there was one thing the musical made sure of though, was Lam-ang’s love for his land and people.

Though he did go about and showed it in the wrong way, it was clear throughout the play that Lam-ang had always only wanted his people to be happy. But just like what Kannoyan had said, “Ang pamumuno ay hindi nakatindig sa lakas at dahas lamang.”

Disclosure: Bulatlat is a media partner of Tanghalang Pilipino’s MAKIDIGMA Season. 

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We can learn a lot from our national heroes. Their stories teach us about facing tough times, making sacrifices, fighting against challenges, and overcoming difficult situations. These brave people lived inspiring lives and made their country proud, even risking their lives.

As National Heroes’ Day approaches in the Philippines, let’s take a look at some valuable lessons we can learn from these courageous individuals.

What is National Heroes Day in the Philippines?

National Heroes Day, the last Monday in August, is recognised as a regular national holiday. In Tagalog, it is known as “Araw ng mga Bayani.”

National Heroes Day, held since 1931, honours and respects all Filipino national heroes, particularly those without special anniversaries or commemorations.

Despite its prestigious-sounding title, National Heroes Day honours not only prominent Filipinos from the past and present, but also anonymous Filipinos who have made major contributions to the fight for freedom, justice, and Philippine identity.

What makes someone a national hero?

Although no laws exist to name a Filipino a national hero, some variables decide if a historical figure satisfies the criteria.

Former President Fidel Ramos formed the National Heroes Commission on March 28, 1993, to recommend national heroes to be recognised for their character and contributions to the country.

The group was also tasked with assessing and formulating criteria for determining whether a historical figure is a national hero.

The committee established the following criteria:

• Heroes are persons who have a strong sense of national identity and work to liberate their country.
• They define and contribute to a country’s freedom and stability.
• Heroes improve a nation’s quality of life.

On November 15, 1995, the National Heroes Committee’s technical committee established the following further criteria:

• The hero is part of the national consciousness.
• Heroes think about the future, namely future generations.
• The selection of heroes encompasses the entire process of creating a hero.
• On November 15, 1995, the National Heroes Commission’s technical committee approved nine Filipino historical figures as recognised national heroes.

National heroes of the Philippines

José Rizal (full name José Protasio Rizal Mercado y Alonso Realonda) was a Filipino physician, poet, and writer who influenced the Philippine independence movement. Born on June 19, 1861, in Calamba, Philippines, he died on December 30, 1896, in Manila.

Rizal was born to a wealthy landowner and attended both Manila and the University of Madrid. He was an accomplished medical student who dedicated himself to changing Spanish rule in the Philippines, yet he never advocated for independence. He wrote most of his works while living in Europe from 1882 to 1892.

Rizal’s first novel, Noli Me Tangere (“The Social Cancer”), was published in 1887 and exposed the ills of Spanish authority in the Philippines. A sequel, El Filibusterismo (1891, “The Reign of Greed”), established his place as the most prominent voice in the Philippine reform movement.

He rose to become the Propaganda Movement’s head, penning multiple essays in the publication La Solidaridad, which is situated in Barcelona. Rizal’s goals included the Philippines becoming a province of Spain, representation in the Cortes (the Spanish parliament), the replacement of Spanish friars with Filipino priests, freedom of assembly and expression, and legal equality for Filipinos and Spaniards.

In 1892, Rizal returned to the Philippines. He founded the Liga Filipina, a nonviolent reform organisation in Manila, and was sent to Dapitan, northwest Mindanao. He spent the following four years in exile. In 1896, the Katipunan, a covert Filipino nationalist group, rose against Spain.

Despite having no ties to that organisation and playing no role in the revolt, the soldiers seized Rizal and tried him for sedition. He was found guilty and killed in Manila by a firing squad. José Rizal’s death convinced Filipinos that independence from Spain was their only alternative. While imprisoned in Fort Santiago on the eve of his execution, Rizal composed the poem “Ultimo Adiós” (“Last Farewell”), a 19th-century Spanish poetic classic.

Andres Bonifacio

Andres Bonifacio (1863-1897) founded and commanded the nationalist Katipunan organisation, which led the revolution against the Spanish in August 1896.

Bonifacio received no formal schooling and worked as a messenger and warehouse keeper before becoming active in revolutionary activities. Nevertheless, he was a passionate reader. Unlike José Rizal, who worked to improve Spanish rule in the Philippines, Bonifacio advocated for complete independence. In 1892, he established the Katipunan in Manila, which was organised for a ceremony similar to the Masonic order.

Bonifacio led the long-planned uprising in Luzon in August 1896, but his soldiers were defeated by Spanish troops, forcing him to flee to Montalban in the north, where one of his lieutenants, Emilio Aguinaldo, resumed the struggle. 

As the Spanish defeated the insurgency, it became clear that Bonifacio was an ineffective military commander. In March 1897, a convention at Tejeros named Aguinaldo, not Bonifacio, as president of a new Philippine country. Bonifacio tried to organise his rebel government after refusing to accept the decision. In April 1897, Aguinaldo apprehended Andres Bonifacio and tried him for treason, after which he was executed by firing squad.

Sultan Dipatuan Kudarat

Sultan Kudarat, also known as Muhammad Kudarat, was renowned in Mindanao for his courage and leadership. Between 1619 and 1671, the Muslim Filipinos of Mindanao were not under Spanish control. Sultan Kudarat was in charge of keeping Mindanao united while Filipino Muslims fought the invaders.

Sultan Kudarat’s leadership motivated his people to battle and eventually defeat the Spaniards. Kudarat died of old age in 1671 and never surrendered to the Spanish authorities. In appreciation of his accomplishments, the Philippine government named sections of Mindanao after him, notably the Sultan Kudarat province.

Melchora Aquino (Tandang Sora)

Melchora Aquino, also known as Tandang Sora, was regarded as “The Mother of the Revolution.” Her nickname is derived from the Tagalog word for “old,” and she was 84 years old when the revolution began. 

In 1896, she risked her life to help Andres Bonifacio and other Katipuneros by feeding them and nursing the wounded. Her bravery was demonstrated when she was apprehended by Spanish officials, who tortured and interrogated her in the hopes of obtaining information about the Katipunan hideout. She refused to surrender and was deported to Guam on Governor General Ramon Blanco’s orders.

Gabriela Silang

Gabriela Silang was a formidable Ilocano warrior who, after her husband died in 1763, seized command of rebel forces. She organised armed forces, including native Itnegs, to continue the battle against Spain in Ilocos, launching guerrilla raids on Spanish garrisons.

In her final fights during the liberation of Vigan, she led over 2,000 troops against an army of over 6,000 Spanish soldiers. Silang lost the battle, so she and her 80 remaining warriors fled to undiscovered terrain in Abra, where they were finally apprehended.

Before publicly hanging the General in September 1763, the Spanish forced her to witness the public executions of her soldiers. Despite her failure, Gabriela Silang is recognised for her remarkable bravery in battling for Ilocos’ freedom.

Inspiring Stories of Filipino National Heroes

José rizal: words carry weight.

Few uphold the adage “the pen being mightier than the sword” better than iconic Filipino nationalist José Rizal. Through his impassioned, fiery writings, which cautioned fellow citizens against the ills of Imperial Spanish rule, Rizal sowed the seeds of the movement for Philippine independence. While you do not have to be a revolutionary wordsmith to be a revolutionary, it does help to be articulate and passionate when expressing oneself.

All of Rizal’s literature communicates his love for his motherland and expresses his distaste for colonial Spanish rule. His words spurred an entire generation of activists and freedom fighters to resist and defy their oppressors. As a leader, your words carry immense power. They build up, encourage and motivate your followers to go forth and achieve great things. They convey and communicate your beliefs and intentions regarding crucial matters. When deployed with care and thought, words have the power to orchestrate great change.

Gabriela Silang: Staring in the face of adversity

A woman as the face of an armed rebellious faction was almost unheard of in 19th century Philippines, but Gabriela Silang was an exception.

Shortly after the assassination of her husband at the hands of the Spanish, she assumed leadership of the rebel group he led when no other male mutineers dared to take his place. She bravely faced her adversaries head-on and did not flinch from her goal of liberation from Spanish control, despite being heavily outnumbered.

Dealing with certain challenges can seem like an uphill battle, especially if one is strapped for time and does not have access to many resources to complete the task.

The lack of military resources and the absence of her husband did not stop Gabriela from pursuing her objective. Similarly, leaders should rally their teams to remain calm and focus on delivering quality work in times of difficulty.

Sultan Muhammad Dipatuan Kudarat: Fighting off negative influence

A skilled swordsman, the Sultan was successful in keeping Imperial Spanish and subsequently, Roman Catholic influence at bay for centuries by engaging in a combination of offensive and defensive warfare against colonial forces.

Despite waging several wars and fending off scores of Spanish armies, the Sultan refused to admit defeat and even rallied other states to create alliances to protect their land.

Allowing your team to fall prey to toxic ideas, thoughts and behaviours would be catastrophic. Just as the Sultan was committed to protecting his motherland from colonialism, you must also do your best to prevent negative external influences from maligning your team’s working culture.

Melchora Aquino: Lending a helping hand Being an octogenarian did not prevent Melchora Aquino from fulfilling her duties as a participant in the Philippine Revolution. Though she could not actively engage in combat, she assisted the insurgents by providing them with food, shelter and medical supplies.

Aquino didn’t allow her age to limit her charitable acts, and neither should you hold yourself back from acting as a source of guidance and reliability.

As a leader, you must always look out for your teammates and pitch in to help wherever necessary. Be as hands-on as possible, and act as a steady source of support for your colleagues.

Andrés Bonifacio- Pioneering colossal change with a single action

A founding father of the Philippine Revolution, Andrés Bonifacio was responsible for mobilizing thousands of disgruntled citizens, thus forming a nationalist society which would later take up arms against colonial tyranny.

Despite lacking formal military expertise, Bonifacio led his armies into battle against Spanish overlords-an effort which would later give rise to a full-blown insurrection.

Do not doubt the effects of your actions. It’s okay to be overwhelmed by your circumstances and feel as though your actions do not bring about change.

While it may be daunting to lead a team to success and carry the enormous burden of responsibility on your shoulders, you must maintain faith in yourself and in the abilities of your colleagues to achieve great results.

FAQs on lessons from Filipino National Heroes:

Q1: who are the filipino national heroes.

A: Filipino National Heroes are those who played important roles in the Philippine revolution against Spanish colonisation and in moulding the country’s history and identity. Some of the most well-known heroes are Jose Rizal, Andres Bonifacio, Emilio Aguinaldo, and Apolinario Mabini, among others.

Q2: What can we learn from the leadership of Filipino national heroes?

A: The leadership of Filipino national heroes teaches us the power of intellectual leadership, grassroots mobilization, strategic decision-making, and compassionate leadership. These lessons highlight the importance of knowledge, inclusivity, foresight, and empathy in effective leadership.

Q3: How can the leadership lessons from Filipino national heroes be applied in modern contexts?

A: The leadership lessons from Filipino national heroes are timeless and applicable in modern contexts. They emphasize the significance of critical thinking, empowering marginalized groups, making strategic decisions, and leading with compassion. These lessons can inspire and guide leaders in various fields and industries.

Q4: Can anyone become a leader by applying these lessons?

A: Absolutely! Leadership is not limited to specific individuals or positions. Anyone can become a leader by embodying the lessons imparted by Filipino national heroes.

These lessons emphasize personal growth, community empowerment, strategic thinking, and empathy, which are qualities that can be cultivated by anyone aspiring to become a leader.

Q5: What are some notable quotes or writings from Filipino National Heroes?

A: Jose Rizal’s “Noli Me Tangere” and “El Filibusterismo” are classic works that exposed injustices and atrocities during Spanish authority, instilling nationalist sentiment in Filipinos. His renowned phrase “The youth is the hope of the nation” has continued to inspire generations.

Andres Bonifacio’s “Kartilya ng Katipunan” (Primer of the Katipunan) outlined the revolutionary society’s beliefs and goals, with an emphasis on equality, freedom, and patriotism.

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Home > Schools & Departments > HE > School of Social Sciences > Psychology Dept. > Faculty Publications > 285

Psychology Department Faculty Publications

Filipino leadership: stories and science.

Mendiola Teng-Calleja , Ateneo de Manila University Follow Ma. Regina Hechanova , Ateneo de Manila University Follow Edna P. Franco , Ateneo de Manila University Follow Emerald Jay D. Ilac , Ateneo de Manila University Follow

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Publication date.

The book is a compendium of literature on leadership and local research. The first section on the ‘Science of Leadership’, presents researches on Filipino leadership that tackles integrity, change, diversity, innovation, execution, team effectiveness, worker engagement and motivation as well as leader development and wellness. The next section ‘Leadership in Context’ captures the science and stories of leadership in various sectors and organizations. Particular focus is given to women leaders, leadership in education, family businesses, and social enterprises as well as leading for sustainability and in times of crises. The third section, ‘Reflections on Leadership’, features personal stories of leaders and their reflections on their leadership practice.

Recommended Citation

Teng-Calleja, Mendiola; Hechanova, Ma. Regina; Franco, Edna P.; and Ilac, Emerald Jay D., (2021). Filipino Leadership: Stories and Science. Archīum.ATENEO . https://archium.ateneo.edu/psychology-faculty-pubs/285

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Defining Filipino Leadership

What kind of leadership do we need to bring us to the realization of this dream? Many have gone on the journey towards understanding and shaping Filipino leadership. The essays in this volume give us insights that can help us define it. They are also reflective of a defining leadership characterized by excellence with purpose, meaningful change, systematic social development, and depth. They honor Fr. Bienvenido F. Nebres--Jesuit, Filipino, and Catholic leader who has led with vision, heart and spirit.

Published in 2011. Finalist, 2011 Cardinal Sin Book Awards, for Ministry Category.

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Leadership Studies in the Philippines: A Review of the Literature

Some major trends have been discerned from a review of two broad categories of works and studies on leadership, i.e., leadership studies in formal/organizational/political / administrative settings and leadership studies in community settings. Leadership studies in formal settings tend to focus on the basic elements of the Filipino concept of leadership along with the socioeconomic background of political and administrative leaders, case studies documenting the leadership styles of administrators, religious leadership in local sects, autobiography / political biography and memoirs. Community-based leadership studies oftentimes deal with socio-etlinographic studies, formal and informal leaders, involvement of people's organizations (Pas) and nongovernment organizations (NGOs) in the redemocratization process, and pas and NGOs as reservoir of alternative leaders. Potential areas of inquiry which can form part of research agenda for leadership studies have been suggested.

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Pinoy management styles: How to be a ‘lodi’ leader

The Filipino culture has never failed to mesmerize. There is no one word to describe it, as it is rightfully referred to as a cultural potpourri of sorts. It brings to the table something new and something old in terms of tradition, married by the Philippines’ rich history covering periods of colonization and subsequent independence sought by the country’s brave heroes and martyrs. 

Filipino culture is often seen in works of art and literature, as well as in our creativity with our Pinoy slang words like “lodi” as another way to call our idols and those we look up to as role models. In addition, hints of the Filipino persona and “self” are still evident in the way we live and in our actions. We see this still in our modern way of living. Think bayanihan , pamamanhikan , and even in our pagmamano as a form of respect to our elders. We have strong family ties and an equally strong religious faith. All these radiate and form the Filipinos’ loob , their virtues, and attitudes toward their kapwa .

Pinoy leadership style defined

When it comes to management style, the Filipino culture is still evident in the way Pinoys lead. In an article by University of the Philippines Professor Zenaida Macaspac, the leadership style of Filipinos was described as one of a hybrid or dualistic nature. It emphasizes on one hand, influences from the West and the Filipinos’ rich culture and tradition on the other.

Renowned anthropologist Felipe Jocano adds to this description of the Filipino management style, citing how it is differentiated through its focal features including familism, personalism, and emotionalism. He paints a picture of Pinoy leaders as those who value kinship and relationship not just in the home but in the corporate setting as well. This is seen in the way leaders seek ways to train and “[look] after their protegees”, and in how they recommend to their company people with whom they share close relationships with.

Filipinos are also much more likely to be relationists. This stems from their need to go beyond their individualistic selves and be more integrated with groups. In the corporate world, this is seen in leaders’ knack for being well-informed about the professional and personal lives of their colleagues. Questions like “Where is your hometown?” or “How many children do you have?” are commonplace as one of the ways Filipinos exemplify their interest to connect with new people and groups.

One apparent characteristic of a Filipino is that he is emotional and often sensitive. While this can be an unattractive trait of a leader to some, the ability to relate to the problems and struggles of colleagues is one characteristic that can yield good results. A Harvard Business Review article echoes this statement, emphasizing that a good leader who is sensitive to the needs of his team is more likely to build trust and rapport and strengthen his relationship with his peers.

All these said, how can leaders improve their management styles by tapping into their innate characteristics as Filipinos?

Strengthen decision-making and build a culture of trust

In his book Pinoy Management, Ernesto Franco provided four Pinoy management styles. Management-by- kayod is employed by one (the realist) who endeavors quick resolutions and is driven by priorities, while the management-by- libro­ style is seen in a leader (the idealist) who thinks by the books and is more methodical and systematic in his dealings.

Meanwhile, those who adhere to the management-by- lusot style is the one boss his subordinates describe as an opportunist who rarely goes out of his way to do the right things the right way. He pales in comparison with leaders who utilize the ugnayan leadership style (the reconcilers). Franco, as cited by Macaspac in her article, defines this leader as one who “is a cross of the idealist and realist manager… [who] believes in contingency management”.

While there is no answer as to which type of leader must be emulated, we must remember that whatever leadership style we choose to embody, strengthening decision-making and being a trusted mentor should always be at the top of our priority list. As McKinsey details in one article, leaders must help foster an encouraging culture, and consider trust as a fundamental element in corporate management.

Communicate and check in on peers

One of the most important but oftentimes overlooked factors of effective management is open communication. Another McKinsey report cited that if a company strives and succeeds to improve communication and collaboration among teams by utilizing technology, they can increase interaction in the workplace by 20% to 25%.

By allowing colleagues to feel that their opinions matter and are important in spelling the success of the company, they can better understand their roles which, in turn, can lead to increased productivity.

Reflect and train

No one is ever too good in his craft. That is why it is equally important that leaders, regardless of management style, must always strive to be better either through improvement based on feedback or by engaging in more training programs which can help them touch base on the aspects they need to improve on. CFOs, for example, can greatly benefit from senior leadership programs tackling sustainability strategies which they can implement in their organizations.

Although there are uniquely Filipino management styles, in the end, the fundamental elements that should be integrated in all leadership styles remain relatively constant – prioritize open communication and collaboration, build trust, and engage in training. Leaders must also be well aware that they are strategists and catalysts with significant influence on their companies and team members. To those striving to improve their leadership styles to be more effective drivers of change to their organization, we say, “More werpa to you, lodi .”

As published in The Manila Times , dated 25 May 2022

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Developing a Filipino brand of leadership

Many Filipinos are trained in Western theories of management and leadership. But are these theories applicable within the context of Filipino culture? What is the role of culture in effective leadership?

Culture has an impact on effective leadership based on research literature. There are considerable differences on how leadership is perceived across cultures according to the largest study on this area, The Global Leadership and Organizational Behavior Effectiveness Research Program (Globe).

The study was conducted from 1993 to 1999 and covered 17,300 middle managers and 951 organizations in the food processing, financial services, and telecommunications services industries from 62 different countries.

This topic was explored recently in a conference on “The Role of Culture in Effective Leadership,” jointly hosted by the Ateneo de Manila University and Embassy of the French Republic to the Philippines.

A management approach adapted to the local norms of living and working together must be applied, according to Jean-Pierre Segal, Ph.D., director at the Universite Paris Dauphine in Paris.

However, Filipino leaders have to operate within two conflicting cultures—an underlying native Filipino culture and an overriding Western culture, former Ateneo de Manila president Fr. Bienvenido Nebres, S.J., stated. He believes that this leads to “dysfunctional behavior and paralysis in execution” among Filipino leaders.

Another challenge is to “create a sense of togetherness” and national identity considering the diverse local cultures in the Philippines, as pointed out by Dr. Sophie Boisseau du Rocher, consultant to the Analysis and Forecasting Center of the French Ministry of Foreign Affairs.

Other issues raised during the conference were:

— Public leadership should contribute to the building of national identity by connecting with the reality.

— Conflict resolution is possible with an awareness and understanding of the culture and context of the conflict.

— Local leaders need to be trained to thrive in a global environment.

— Filipino leaders have various approaches to formulation of organizational vision and execution. However, execution may be hindered by cultural values.

— Language influences the understanding of leadership across cultures.

— Many Filipino leaders are disconnected from the context and reality of their leadership situations.

— Leadership development must take into consideration the need for a culturally aligned leadership theory.

— Structures must be fixed to enable embedding of culture.

In his closing remarks, Nebres encouraged Filipinos to challenge the existing concepts of leadership. He said that many Western scenarios on leadership don’t apply in the Philippines. He cautioned that the danger in applying Western leadership theories is that when it doesn’t work, the people may be blamed for the leadership failure. “There are many ways of leadership and we must discover our own ways of leadership,” Nebres emphasized. “Part of our journey as a nation is to find out what makes for effective leadership in our culture and context.”

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Other resource persons during the conference were postmaster general Josefina M. de la Cruz, JG Summit Holdings Inc. president and chief operating officer Lance Y. Gokongwei and president for DataOne Asia Philippines Inc. Cyril Rocke.

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Your Wealthy Mind

Because Ideas Change Lives

20 Leadership Quotes Para sa Mga Baguhang Leaders

February 27, 2018 by Ray L. Leave a Comment

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Sabi nila kapag pangarap mong makamit ang isang kahanga-hangang bagay, kakailanganin mo ang tulong ng ibang tao. Ibig sabihin noon, kapag pangarap mong magtagumpay sa isang dakilang gawain, kailangan mong matutunan kung paano mamuno at mag-inspire ng mga tao, kasama na rito ang iyong sarili. Narito ang 20 leadership quotes na makakatulong sa iyong umasenso sa iyong career!

1. “Good is the enemy of the great.” — Jim Collins (Ang sapat lang ay kalaban ng kahanga-hanga.)

2. “Whatever you are, be a good one.” — Abraham Lincoln (Anong klaseng tao ka man, kailangan mabuti o dalubhasa ka.)

3. “Be a first-rate version of yourself, not a second-rate version of someone else.” — Judy Garland (Maging magaling kang bersyon ng iyong sarili, hindi mahinang kopya ng iba.)

4. “You may succeed when others do not believe in you, when everybody else denounces you even, but never when you do not believe in yourself.” — Orison Swett Marden (Pwede kang magtagumpay kahit walang ibang nagtitiwala sa kakayahan mo, kahit batikusin ka man ng lahat, pero hindi ka magtatagumpay kapag hindi ka nagtitiwala sa iyong sarili. )

5. “Don’t worry about what other people think, there will always be people who want to see you fail, because they can’t succeed.” — Source Unknown (Huwag mong alalahanin ang iniisip ng iba, may mga taong gusto kang makitang mabigo dahil hindi nila kayang magtagumpay.)

6. “If it’s never our fault, we can’t take responsibility for it. If we can’t take responsibility for it, we’ll always be its victim.” — Richard Bach (Kung hindi natin ito kasalanan, hindi natin kayang kuhanin ang responsibilidad para dito. Kapag hindi natin makuha ang responsibilidad para dito, tayo’y palaging magiging biktima lang.)

7. “More people would learn from their mistakes if they weren’t so busy denying them.” — Harold J. Smith (Mas-maraming tao ang matututo mula sa kanilang mga pagkakamali kung hindi sila abala sa pagtanggo dito.)

8. “Alone we can do so little; together we can do so much.” — Helen Keller (Kapag nag-iisa lang tayo kakaunti lang ang ating nagagawa; kapag nagkaisa tayo napakarami tayong makakamit.)

9. “Your life works to the degree you keep your agreements.” — Werner Erhard (Ang buhay mo ay aayos ayon sa kakayahan mong tuparin ang iyong mga pinapangako.)

10. “No man will make a great leader who wants to do it all himself, or to get all the credit for doing it.” — Andrew Carnegie (Walang taong mamumuno nang mabuti kapag siya’y gustong gawin lahat, o makuha ang dangal para sa lahat ng kanyang mga gawain.)

11. “Leaders keep their eyes on the horizon, not just on the bottom line.” — Warren Bennis (Ang mga leader ay nakatanaw palagi sa himpapawid o posibilidad, hindi lang sa trabaho o karaniwang gawain.)

12. “Do what is right, not what is easy nor what is popular.” ― Roy T. Bennett (Gawin mo ang nararapat, hindi ang madali o popular.)

13. “Management is doing things right; leadership is doing the right things.” — Peter F. Drucker (Ang management ay para sa tamang paggawa; ang leadership ay para sa paggawa ng tama.)

14. “To lead people, walk beside them. As for the best leaders, the people do not notice their existence… When the best leader’s work is done, the people say, ‘We did it ourselves!’” – Lao Tzu (Para mamuno ng mga tao, kailangan mo silang samahan. Para sa pinakamabubuting namumuno, hindi sila napapansin ng mga tao… kapag natapos na ang trabaho ng pinakamagaling na pamuno, sasabihin ng mga tao ‘Kami ang may gawa nito!'”)

15. “Never tell people how to do things. Tell them what to do, and they will surprise you with their ingenuity.” — George Patton (Huwag mong sabihin sa mga tao kung paano sila dapat magtrabaho. Sabihin mo kung ano ang kailangang gawin at gugulatin ka nila ng kanilang katalinuhan.)

16. “Any fool can criticize, condemn, and complain—and most fools do.” — Dale Carnegie (Ang kahit sinong hangal ay marunong pumuna, bumatikos, at magreklamo—at ito nga ang ginagawa ng maraming hangal.)

17. “High achievement always takes place in the framework of high expectations.” — Charles Kettering (Ang mataas na tagumpay ay palaging nagmumula sa mataas na pag-aasa o pag-asam.)

18. “Nobody rises to low expectations.” ―Calvin Lloyd (Walang sumisikat ng dahil sa mababang paghahangad.)

19. “There is more hunger for love and appreciation in this world than for bread.” — Mother Teresa (Sa mundong ito, mas maraming mas nangangailangan ng pag-ibig at pagpapahalaga kumpara sa tinapay o pagkain.)

20. “You can have everything in life you want, if you will just help other people get what they want.” — Zig Ziglar (Makakamit mo ang lahat ng pangarap mo sa buhay, kapag tinutulungan mo ang iba na makamit ang kanikanilang mga pangarap.)

Sana nagustuhan mo ang aral dito sa article na ito! Kung nais mong makapagbasa pa ng iba, i-click mo lang ang “Like” button sa YourWealthyMind Facebook Fanpage sa ibaba!

About Ray L.

Ray is the main writer behind YourWealthyMind.com. He is a proponent of self-improvement and self-education, and he believes that anyone can achieve their goals once they learn the knowledge and skills they need to attain them. He considers it his mission to enrich lives and end poverty by teaching people lessons they may need to succeed.

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Exploring purpose-driven leadership: theoretical foundations, mechanisms, and impacts in organizational context.

1. Introduction

2. theoretical perspectives on leadership: an evolutionary analysis, 3. purpose-driven leadership: a new perspective on leadership, 4. methodology.

• Conceptualization of Purpose-Driven Leadership.
• Importance of Purpose-Driven Leadership in contemporary research and practice.
• Theoretical foundations of Purpose-Driven Leadership.
• Mechanisms and impacts of Purpose-Driven Leadership.
• The role of purpose in navigating times of VUCA.
• Measurement approaches for purpose in leadership.

5. Findings

5.1. purpose-driven leadership research landscape, 5.2. purpose, organizational purpose, and purpose-driven leadership.

• Consistency: Purpose does not manifest as a fleeting intention but is grounded in its enduring nature ( Gavarkovs et al. 2023 ; Jasinenko and Steuber 2023 ; Knippenberg 2020 ). Demonstrating resilience against ephemeral shifts in external conditions or situational variances, purpose consistently maintains its vigor and steadfastness ( Rindova and Martins 2023 ; Trachik et al. 2020 ). It acts as a constant lodestar amid the dynamic terrains of both personal and professional spheres ( Bhattacharya et al. 2023 ; Qin et al. 2022 ; Rindova and Martins 2023 ).
• Generality: In contradistinction to a limited, task-centric objective, purpose is distinguished by its comprehensive scope ( By 2021 ; Gavarkovs et al. 2023 ; Jasinenko and Steuber 2023 ). Instead of being confined to proximate tasks or circumscribed aims, purpose spans a more expansive purview ( By 2021 ; Gavarkovs et al. 2023 ; Jasinenko and Steuber 2023 ). This ubiquity of purpose guarantees its applicability across multifarious contexts ( By 2021 ; Gavarkovs et al. 2023 ; Jasinenko and Steuber 2023 ).
• Two dimensions: - Internal Dimension: The internal dimension of purpose refers to the individuals’ intrinsic motivations and impulses, which are connected to their sense of purpose ( Crane 2022 ; Knippenberg 2020 ). It serves as a source of meaning, supporting the rationale of every decision, direction, or objective delineated ( Handa 2023 ; Jasinenko and Steuber 2023 ). This introspective aspect emphasizes the congruence and alignment between an individual and their purpose ( Gavarkovs et al. 2023 ; Jasinenko and Steuber 2023 ). - External Dimension: Beyond its internal impact, the influence of purpose extends to the external environment, through the efforts generated by the individual within their context ( By 2021 ; Gavarkovs et al. 2023 ; Handa 2023 ; Jasinenko and Steuber 2023 ). This is underpinned by the individual’s commitment to promoting positive change in a broader environment ( Ocasio et al. 2023 ; Qin et al. 2022 ).
• Daily embodiment and expression: Purpose manifests as a palpable instantiation in quotidian activities since it is part of every decision and action made ( By 2021 ; Jasinenko and Steuber 2023 ). Such perennial articulation provides consistency and influences daily activities ( Bronk et al. 2023 ; Hurth and Stewart 2022 ; Ocasio et al. 2023 ).

5.2.1. Attributes of Purpose-Driven Leadership

5.2.2. purpose-driven leadership construct conceptualization, 5.3. theoretical foundations of purpose-driven leadership, 5.4. mechanisms and impacts of purpose-driven leadership, 5.4.1. potential antecedents, 5.4.2. potential outcomes, 5.4.3. potential mediators, 5.4.4. potential moderatos, 5.5. purpose-driven leadership as a guiding light, 5.6. measurement approaches for purpose-driven leadership, 6. discussion, 7. conclusions, supplementary materials, author contributions, data availability statement, conflicts of interest.

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Ribeiro, M.F.; Costa, C.G.d.; Ramos, F.R. Exploring Purpose-Driven Leadership: Theoretical Foundations, Mechanisms, and Impacts in Organizational Context. Adm. Sci. 2024 , 14 , 148. https://doi.org/10.3390/admsci14070148

Ribeiro MF, Costa CGd, Ramos FR. Exploring Purpose-Driven Leadership: Theoretical Foundations, Mechanisms, and Impacts in Organizational Context. Administrative Sciences . 2024; 14(7):148. https://doi.org/10.3390/admsci14070148

Ribeiro, Marco Ferreira, Carla Gomes da Costa, and Filipe R. Ramos. 2024. "Exploring Purpose-Driven Leadership: Theoretical Foundations, Mechanisms, and Impacts in Organizational Context" Administrative Sciences 14, no. 7: 148. https://doi.org/10.3390/admsci14070148

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Leadership in the Philippines: How to Lead the Filipinos

January 19, 2012 Vic 3 Comments

Every country needs great leaders to attain its common goals, such as economic progress, national security and sustainable living for its citizens. That is why local and national elections of government officials and leaders are considered as among the most important events that happen in any nation. In the Philippines, poverty, crimes and corruption are still among the imminent problems that most Filipinos are grousing. These problems have already become so common that many Filipinos have already lost their hope of a great grand change. Instead of having a strong desire to join others in developing our nation, many of us have been stuck in making that goal only a dream.

Now, we all need to stop dreaming. Let us again transform that dream into a strong desire. Let’s put that desire in our heart – the heart that we can’t live without. A great leadership in the Philippines must become alive, and it’s never too late to start. If you’re a Filipino whose love is for his own country, you should learn how to lead the Filipinos. The following discussions shall guide all of us. Start leading the first Filipino that you can – yourself

Leadership is not only for mayors, governors, congressmen, senators or for the president. It’s not only for priests, famous artists or the business icons. Leadership is for all of us. You can be a leader of yourself. That is why if you want to lead the Filipinos, you should start by leading the nearest Filipino within your reach – you.  Corruption is not only happening in the government agencies or in the house of legislations. Corruption can also occur within us. There, it actually starts it all. Ask yourself why there are some people who succeed in life despite of the perhaps dirty politics that’s happening in our country. They actually live a better life despite of that. The reason is that they are not affected and corrupted by that external force of corruption. They are on their own uncorrupted selves which they have achieved through personal development. So how can you lead yourself anyway? Here are some things you can do to accomplish it.

– Lead yourself to finding your real talents and in developing it. – Lead yourself to learning good virtues, such as patience, diligence, kindness, generosity, compassion and humility. – Lead yourself to evaluating your current values and principles, and in correcting what’s wrong with them. – Lead yourself to a healthy lifestyle and in overcoming your vices. – Lead yourself to bringing your own business or profession to success. – Lead yourself to financial freedom. – Lead yourself to keeping honesty and integrity. – Lead yourself to loving God, your family, and our country. – Lead yourself to becoming a law abiding citizen. – Lead yourself to many other activities that can cause your self development. Analyze our national problems

If you have made yourself great and personally developed, you are now capable of becoming a selfless person. This is because you are now a stronger person who can prioritize others rather than yourself. You are now more capable of leading other Filipinos. To lead our countrymen, we need to find out the problems that our country is experiencing. We need to explore not only the problems that we see, but also the roots of these crises. Here’s how you can be aware of what’s wrong with the Philippines now.

– Watch, read and hear the news about the Philippines inside and out our country. You can do these with TV, radio, newspaper or the Internet. – Join and observe people’s discussions about what’s happening in our country. You can join forums and groups online, such as on Facebook or in Twitter. – Study economics – Learn the right politics. – Read our Philippine History and the previous governments. – Study the current laws and regulations in our country. – Look around you. – Talk and discuss with your friends, classmates and officemates any current issues about our country. – Do other things that will increase your awareness about the Philippines.

In other words, you should not ignore what’s happening with our nation. Remember that loving starts from knowing. Hence, if you want to love our country, you should start by knowing it. Know our country and analyze our problems. You can start it by gathering important data though the list above. We need to sacrifice our self-interest. If you spend more time in following the news about Lady Gaga, Britney Spears or Justine Bieber, why not start allocating more time on the news about the Philippine realities. If you are already bored and uninterested in hearing the current news, you can go back to our history or look forward to our future to get information that can be useful for our nation today. Discover solutions to those problems

After collecting information about our country and about us, it’s time to do something with those pieces of information. Leadership is not all about knowing, isn’t it? Thus we need to find solutions on those problems that we realize. But how? There are obvious crises that we are facing, such as poverty , war in Mindanao, street crimes, the possible destruction of our natural resources, overpopulation and corruption in the public offices. If we make researches, we can actually understand that the solutions to these problems are simple. It’s just not easy.

Because there can only be one president in our republic, it’s not practical to try to solve all of those problems above. What we can do is to choose the specific problem which we believe we can have the highest rate of success in solving it. For example if you’re an environmentalist, you can focus on protecting our environment. If you’re a businessman or an entrepreneur, you can concentrate on providing more jobs in the country. If you’re a financial expert, you can educate more Filipinos with financial literacy. If you’re a blogger, you can influence people online with nationalism. In other words, be an expert – be an expert servant. Test and practice those solutions

We need to ensure that we’re doing something right. That is why we need to not just promise ourselves to do them, but we need to actually execute them. For example, if you want to lead many Filipinos to good governance, you need to be a role model. You need to prove that you’re an effective leader. You need to show that you can indeed govern effectively even in just your small organization. The key to determining our effectiveness is to start doing what we need to do. Remember that as we go on, we will know what we need to change and improve. Therefore make your talk your walk. Influence other Filipinos

To better inflict a major change in our country, you need to expand your influence. This is because the more people you will convince the more force you can create. If you don’t have enough financial resources, you can use the Internet and the social media to widen your reach. Here are some ways on how you can leverage the social media to leading people into a common goal:

– Create a blog and post stories, images and videos that are related to your cause regularly. – Make a Facebook page and promote it to more people. Post your blog posts on your page. – Start a Facebook group, invite people and make it grow. – Create a Twitter account and also tweet your motivational messages, as well as the links to your blog posts. – Build your personal Facebook profile or timeline and attract more friends and subscribers. – Build a presence in Google+ and other popular social networking sites.

Nowadays, everyone who wants to promote something to a wider audience should not ignore the power of social media . Join forces with other leaders

It’s time to collaborate with other leaders who also want to bring our country to progress. We might have been in different and unique groups, but when it comes to uniting a nation, we should all go along to create a single force. Uniting with other organizations can help each group in strengthening their power. They can use each other to lift each other. This is the essence of collaboration, where everyone can enjoy their shared assets and resources. So if you are leading a group of people whose goal is to make our country clean and green, you can join forces with other groups, such as those in the financial, social, and spiritual groups. Conquer the problems and seize victory

It sounds pretty tough to accomplish, isn’t it? Of course it is. That is why we have discussed all the tough instructions above. But leadership is what it’s all about. And since our country is suffering from a difficult problem, we need leaders who can do the hard work. The hard work will actually start in developing ourselves – that’s what we’ve discussed at the top, right? It’s really tough to develop ourselves. The self-discipline, selflessness, compassion, kindness, generosity – those things are actually hard to achieve. But if we can overcome our own weakness, we can be stronger to conquer the problems of our society. The key to success is simply persistence, that is, we should not quit until we can claim our victory. Let’s not lose hope. Let’s try it all over again. Create new generation leaders to maintain success

We have a long way to reaching our nationalistic goals. But, if we become better leaders, we can lead a significant number of Filipinos to our righteous goals. We can also create our own success with the organizations we lead. And to reproduce and multiply that success, we should create new leaders. We should ensure that our legacy will be passed on to the new generations. This legacy is not about ourselves; it’s not about our fame or name. This legacy is about what we did. This legacy is about what the generations should be doing now and in the future.

Final thoughts

Making the Philippines as one of the most developed country in the world is such a difficult task. However, it is not impossible to realize. If our neighboring countries can make it, then why can’t we? I’m not proud to be a Filipino because I don’t want to give pride to my country. But I am honored to be a Filipino because I want to bring not pride, but honor and glory. In this kind of hard situation that our nation is facing, we don’t need pride. What we need is humility – the virtue we need to serve humbly. Yes, bringing our country to the top is such a tough mission. But if we will tell everyone we can’t accomplish a great goal like that, then it’s just the same as telling that there are already no great Filipinos that are living in our country today. I believe that there are still Filipinos who can raise their power to do the most difficult things for our country. I know that there are still many Filipinos in our time that can be great leaders. I believe that you are one of them.

Victorino Q. Abrugar is a marketing strategist and business consultant from Tacloban City, Philippines. Vic has been in the online marketing industry for more than 7 years, practicing problogging, web development, content marketing, SEO, social media marketing, and consulting.

January 20, 2012 at 3:24 am

Sir Vic can I have your permission to repost this article on my blog. Thanks.

January 20, 2012 at 7:44 am

Hi Rolly, thank your for your interest on this post. However, publishing this article on your blog will only hurt both of our sites, since it would amount to duplicate content. If you will publish the whole article on your site, you might be penalized by the search engines, like Google. That is why our website policy doesn’t allow publishing any articles on this site in any other websites or blogs. What is only allowed and what you can do is to just make a summary or post a phrase/excerpt from this article and give a link back to this site so that your visitors can read the whole story on this site.

January 23, 2012 at 12:52 pm

Thank you for the advice Sir Vic. I guess I still have a lot to learn on rules of blogging.

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Leadership Essay for Students and Children

500+ words essay on leadership.

First of all, Leadership refers to the quality of leading people. Probably, it is one of the most important aspects of life. Above all, Leadership has led to the progress of human civilization . Without good Leadership, no organization or group can succeed. Furthermore, not everyone has this quality. This is because effective Leadership requires certain important characteristics.

Qualities of a Good Leader

First of all, confidence is the most quality. A leader must have strong self-confidence. A person lacking in confidence can never be a good leader. A person must be confident enough to ensure others follow him. The leader must have confidence in his decisions and actions. If he is unsure, then how can people have the desire to follow him.

A good leader must certainly inspire others. A leader must be a role model for his followers. Furthermore, he must motivate them whenever possible. Also, in difficult situations, a leader must not lose hope. How can a leader inspire people if he himself is hopeless?

Honesty is another notable quality of a leader. Honesty and Integrity are important to earn the love of followers. Above all, honesty is essential to win the trust of the people. Probably, every Leadership which loses trust is bound to fail. People will not work with full effort due to an immoral leader.

Good communication is a must for a good leader. This is because poor communication means the wrong message to followers. Furthermore, good communication will increase the rate of work. Also, the chances of mistakes by followers will reduce.

Another important quality is decision making. Above all, if a leader makes poor decisions then other qualities will not matter. Furthermore, good decision making ensures the success of the entire group. If the leader makes poor decisions, then the efforts of followers won’t matter.

A good leader must be an excellent innovator. He must display a creative attitude in his work. Most noteworthy, innovation is a guarantee of survival of a group or innovation. Without creative thinking, progress is not possible.

Get the huge list of more than 500 Essay Topics and Ideas

Real-Life Examples of Good Leadership

Mahatma Gandhi was an excellent example of a good leader. He was a staunch believer in non-violence. With his brilliant Leadership skills, he made the British leave India. Probably, this was the most unique independence struggle. This is because Gandhi got freedom without any violence.

Abraham Lincoln was another notable leader. Most noteworthy, he ended the slavery system in the United States. Consequently, he made many enemies. However, he was a man of massive self-confidence. His struggle against slavery certainly became an inspiration.

Sir Winston Churchill was a great patriotic Englishman. Most noteworthy, he led Britain in the 2nd World War. Furthermore, he was extremely inspirational. He inspired Britain to fight against Nazi Germany. His great communication motivated the entire country at a time of hopelessness.

To conclude, Leadership is required in probably every sphere of life. Good leadership is the door to success. In contrast, bad leadership is a guarantee of failure. Consequently, good leaders are what make the world go round.

FAQs on Leadership

Q.1 Which is the most important quality for being a good leader? A.1 The most important quality for being a good leader is self-confidence.

Q.2 Why Sir Winston Churchill is a good leader? A.2 Sir Winston Churchill is a good leader because he inspired Britain to fight in 2nd World War. Furthermore, his excellent communication also raised the motivation of his people.

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Guest Essay

I Share a Birthday With President Biden. Ask Me About Our Age.

By Clark Hoyt

Mr. Hoyt was a reporter, editor, Washington bureau chief and news executive for Knight Ridder and later served as public editor of The Times.

President Biden and I have something in common: We were born on Nov. 20, 1942 — he in Scranton, Pa., I in Providence, R.I.

He and I once even joked about it, long before anyone could suggest we were too old for our jobs. He was vice president of the United States. I was a journalist.

Mr. Biden is having a very hard time right now, and I get it. That awkward, stiff walk of his? The White House physician says it’s the result of “wear and tear” on his spine. Tell me about it. I’ve had to get shots into my spine to alleviate excruciating pain caused by a collapsed vertebra.

The president and I share other health issues common for folks our age. We have atrial fibrillation, an occasionally irregular heartbeat that can lead to a stroke. We take Eliquis for it. (Thank goodness for Medicare for me, the White House physician’s office for him. It’s an expensive drug.) We also suffer from sleep apnea, which can make you wake up over and over, snorting and choking, leaving you tired and unable to focus during the day. We’re both being treated with continuous positive airway pressure that involves wearing a mask attached to a machine by the bed that pumps air into you all night. My wife laughingly calls me Mr. Hose Head.

There’s more, but you get the point: Aging isn’t fun. We do what we can. Mr. Biden works out five days a week. I work with a trainer twice a week and walk at least 10,000 steps a day. None of our physical problems would be disqualifying, perhaps, even for the most demanding job there is. Yeah, that gait might be embarrassing for the leader of the free world, but it’s not disqualifying. But there’s another aspect to getting old that few of us like to admit. It’s the mental decline that goes with the physical.

For nearly half a century I was a journalist, reporting and editing the news. Put me at a keyboard, and the prose flowed. Now there are good days and bad — days when I know the word I’m searching for but just can’t bring it up from the La Brea Tar Pit of memory. Sometimes, if I sit for a few minutes, it will pop out. Other times I have to resort to tricks, like Googling what I think might be synonyms or, when that doesn’t work, reconstructing the whole sentence to circumvent the missing piece. When reading a news story, I’ll often find myself asking “Who?” when someone’s last name appears on second reference. Worse are those days when I read an entire page of a book and realize I haven’t absorbed a bit of it.

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