Villanueva, Arthur C.

CRI21

• New paradigm of Leadership is a stabilizer to change managers. Why?

The new paradigm of leadership pertains to yearning for the interest of others rather than

himself. The method will change managers to be serious in the position they handle if this requirement is

applied. Most companies are tired of having a traditional manager who only focuses on the survivability of

the company or organization. We should have a leader who will be goal-oriented, progressive, and have a

methodological aspect in planning. This paradigm will stabilize their decision-making based on the analyzed

data, and in that way, the leader will find more efficient solutions. Every organization should have a leader

who can change the system where the opportunities apply regardless of the position, and promote equal

treatment. A leader who has a purpose, not just for profit. To sum up, management skills are common, but

there are few of have leadership capabilities.

• New paradigm of Leadership is the controller to the facilitator. Why?

Some problems need to address where the facilitator acts as a controller to his subordinates.

It is wrong. After all, the work of the facilitator is to help people around them. And to facilitate their

subordinates if they need guidance. They don’t need to act as the controller because of the authority given

to them. But the new paradigm of leadership provides a solution to stop those people from being excessive

in power. This leadership produces a limitation to the facilitators. As the controller, it is right to have

expectations and get things done properly. The controller should give clear direction and have intelligent

discretion in their decisions. Every mistake should be corrected in a good manner. Lastly, A good leader is

a controller because they can make their co-leaders on being submissive to them through discipline.

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