PALAWAN STATE UNIVERSITY

College of Business and Accountancy

\ Department of Marketing, Entrepreneurship and Public Administration
Puerto Princesa City

MODULE 2:
GOOD LEADERSHIP

COURSE TITLE: LEADERSHIP AND

DECISION MAKING
COURSE CODE: PAS 15
2nd Semester | SY: 2023-2024
BSPA
 MODULE 2:
GOOD LEADERSHIP
Overview

How are you students? After the lecture on the Introduction to Leadership. I’m
sure you learned a lot from Module 1 and you can apply the knowledge you gained
from this subject. Our next lesson is about Good Leadership. The lecture from this
Module will guide you on how to become a good and effective leader.

Intended Learning Outcomes:

1. Learn the strategies to become a good and effective leader.
2. Determine the vision and values of a good leader.
3. Discuss the role of values and ethics at work.
4. Adopt the strategies in effective leadership
Topics:
1.0. How to Become a Good Leader?

2.0. Strategies for Effective Leadership

3.0. Vision and values of a Good a Leader?

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Topic #1: How to Become a Good Leader?

"I think a great leader

is one who makes
those around them
better,"

Learning how to be a good leader can greatly impact the success of your team, your organization
and yourself.
• To be an effective leader, you must understand your own motivations, strengths and weaknesses.
• Great leaders connect with their team by facilitating open communication, encouraging
employee’s growth and development, and giving and receiving feedback.

1.1. The Skills of Today’s Most Effective Leaders

Globalization and technological innovation have extremely transformed the skills required to
become a successful leader. By developing these evolved leadership skills, Ludden says,
professionals can increase their ability to make an impact at any organization they choose. He also
stated that the “traditional leadership qualities” are effective communication and strategic thinking.

1.2. The Qualities of Effective Leader Today are the following:

 adaptive skills to address the trends and changes in the world
 combining intellectual hardship
 creative problem solving with ethical behavior
 culturally agile interpersonal skills.
(Interpersonal skills called as set of skills in political socio-economic global toolbox.”

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Topic #2: Strategies for Effective Leadership

"I think a great

leader is one
who makes
those around

Anyone can sit in a corner office and delegate tasks, but there are more ways to
effective leadership than that. Effective leaders have major impacts not only to the team
members they manage, but also their company as a whole. Employees who work under great
leaders tend to be happier, more productive and more connected to their organization – and
this has a ripple effect that reaches your business's bottom line.

A recent study by the Center for Creative Leadership showed that roughly 38% to more
than half of new leaders fail within their first 18 months. Leaders can avoid becoming part of
this staggering statistic by incorporating good leadership strategies that motivate their team
members to accomplish their goals.

2.0. Strategies for Effective Leadership:

2.1. Engage in honest, open communication

2.2. Connect with your team members

2.3. Encourage personal and professional growth

2.4. Keep a positive attitude

2.5. Teach employees instead of giving orders.

2.6. Set clear goals and expectations to your members.

2.7. Give direct feedback about performance.

2.8. Ask for feedback on your leadership.

2.9. Be open to new ideas

2.10. Understand your own motivation.

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 1. Engage in
honest, open
communication.

One of the most important elements of effective leadership is creating an open line of
communication with your team members. Your department, unit or company and its employees
are a reflection of yourself, and if you make honest and ethical behaviours as a key value, your
team will follow.

"When you are

responsible for a
team of people, it is
important to be
straightforward,"

According to Brownlee “Great leaders are able to customize their interactions and
communication styles to suit each situation and team member, based on individual
preferences. “This means that they take the time to figure out which communication mode is
preferred by each team member – Ex. are they persons who uses text messages?, email?,
phone?, or face-to-face? They're also great listeners and are authentically interested in other
people."

The leader should have an active communication skills and transparency that can build
trust among his team and improve overall morale.

2. Connect with your

team members.

Leading a group of people requires a mutual sense of trust and understanding between
the leader and their team members. To achieve this, leaders should learn to connect.

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 According to Terry "Starbucker" St. Marie (a leadership writer and consultant) “Being a
"more human" leader requires positivity, purpose, empathy, compassion, humility and love.
These key traits will put you on the road to genuine connections with the members of your
team. "Building a real, personal connection with your teammates is vital to developing the
shared trust necessary to build a strong culture of accountability and exceptional
performance," St. Marie said. "With that culture in place, the team can achieve a successful
business, a happy team and a fulfilled leader."

To build a connection with each of your team members, focus on getting to know their
personality, interests, strengths, weaknesses, hobbies and preferences. This can give you
insight into their goals and motivations.

Successful leaders allow their teams to develop autonomy and add value according to
their own personal strengths. "Being able to recognize the strengths of individuals within their
team, and allowing them to be responsible and accountable, not only increases employees'
confidence in themselves and their leader, but also increases their performance."

3. Encourage personal
and professional growth

Acting as your team's cheerleader is an important part of being an effective leader. You
should be invested in their success and growth.

1. Set a budget for team members’ growth to continue learning of new skills or develop
existing skills in training and seminars. "Empower your team members to take the time to
learn and infuse that in the work they do."

1. In addition to investing in your team members' growth financially, you should invest
emotionally. Great leaders empower their members and employees to grow by giving
them challenging opportunities and guiding them as needed.

"To motivate and inspire the team members and employees, leadership strategy is about
empowering others to do their best and take on new challenges," he said. "Employees and
team members like challenges and feeling the satisfaction of overcoming them. Whether it's a
tough client, a hard situation or whatever the case, it's always good to let them take on these
challenges."

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When leaders believe in their employees and members, they should be given the opportunity
to learn and grow, they might be surprised how much they can accomplish. Don't be afraid to
delegate tasks and encourage freedom and creativity.

4. Keep a positive
attitude.

Robert Mann, author of The Measure of a Leader (Universe, 2013), recommended

focusing on the good in any set of circumstances. "Look at three positive things about a
problem before you identify what makes it dissatisfying. The more you look at the positives in a
problem, the more positively people react with one another."

The leader should point out things with a problematic situation and figure out some
things you’ve done in the past that have worked out. Leader needs to improve his strategy to
clearly solve the problem. Focus on solutions rather than problems, can help your team
maintain positive engagement.

"A positive environment can create a more engaged and productive workforce. By
displaying enthusiasm and confidence, a good leader will see the impact that they can have in
their working environment."

5. Teach employees or
team members instead
of giving orders.

An effective leader knows how to show others what is required, rather than simply
telling them. Luke Iorio, president and CEO of the Institute for Professional Excellence in
Coaching (iPEC), said leaders should coach their team members toward a more collaborative,
committed work environment – without persuading them. If you control people to do certain
things in certain ways, you will not get the level of engagement that you're looking for."

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 "Coaching is about helping the people you lead to recognize the choices they have in
front of them. People will take a great deal of ownership over the direction of the project."

Good leaders should encourage growth by teaching. "People wouldn't grow if leaders
never taught them anything. Leaders need to be teaching so they can grow new leaders to
take their place."

6. Set clear team

member and employee
goals and expectations.

Setting clear goals and expectations for your team is a key to employee’s success.
When setting these objectives, encourage team member or employee questions and feedback.
Including them in the process can increase engagement. Amish Shah, president of ALTR
Created Diamonds, said that good leaders will also explain the company vision and how team
member goals fit into that equation.

"For a leader to motivate and inspire, they need to keep their team to know about their vision,"
he said. "This helps employees and members understand the end result they're working
towards as a unit. When goals are clearly set, everyone can track progress and identify
achievements in a tangible manner."

Regardless of seniority level, every employee should be able to articulate how the work they
do supports the success of the company.

Don't let team member goals go static. Periodically revisit goals to modify or rearrange them as
needed. This will let your team members know that you are present and aware of what they
are working on.

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 7. Give direct
feedback about
performance.

Taso Du Val, CEO and founder of the Total freelance talent network, said direct, honest
feedback – even if it's criticism – is the best way to guide your team in the right direction. You
also need to know exactly where your business is headed so you can give them the right
advice.

"If you have no direct feedback, people won't know what you truly think about them and their
work, and they will never be able to improve," Du Val said. "If you don't know the precise
direction your company is headed, no matter how much you've communicated to your
employees and leadership team regarding their individual performance, they will flounder when
it comes to making decisions and taking actions. Once those basic principles are in place,
deadlines, regular product plans, performance reviews, structure and processes can easily be
put into place."

In addition to providing constructive feedback and performance reviews, highlight the team
members or employees’ accomplishments. If a team members do something great, let them
know. Celebrate their wins and thank them for their hard work.

"Positive recognition will create an environment of productivity," said Shah. "Acknowledging

successes by outlining how it impacts the business, rather than with vague pats on the back, is
not only encouraging but also helps a person work better in the long run."

8. Ask for feedback on

your leadership.

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 Your team members aren't the only ones who can benefit from honest feedback. A true
self-assessment of your leadership can be difficult, so mentors, fellow professionals and even
your own staff are invaluable in evaluating your effectiveness. According to St. Marie, talking to
friends and peers can give you necessary perspective on your leadership style and approach.

Leadership coaching can also help you discover areas where you need improvement. A
professional who helps you develop a plan to achieve your leadership goals can be more
motivational than books and seminars alone.

"Coaching allows leaders to make the connection and apply [changes] in a real-life setting,"
Iorio said. "You need time to integrate, process and reflect, and unless you go through those
steps, you won't have sustainable change." Your team can give you critical insight into what's
working, what's not working and what obstructions you must overcome to achieve success.

9. be open
to new
ideas.

Good leaders have the emotional intelligence to understand and accept that change is
inevitable. Instead of trying to maintain a status quo just for the sake of consistency, embrace
change and innovation. Be open to new ideas and alternative ways of thinking. Everyone
brings a unique perspective to the table, and that is something to take advantage of, not
discourage.

Leaders should understand that there will be errors along the way, but if something doesn't
work, try to figure out why and how before scrapping it."

When solving a problem, encourage team members to provide their insights. When employees
feel like they can openly bring new ideas to the table, true innovation, engagement and
success can prevail.

10.
Understand
your own
motivation.

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 If a person in a leadership position views their role as "just a job," it's going to show. To
be an effective leader, you need the right motivation. Is it the money or the prestige you care
about, or do you sincerely want to inspire people to do their best?

Leadership should ask themselves why they want to lead? Is it for honor or a vocation?
If, you feel that you are destined to be a leader and thinking of that you will make changes in
this world as a leader, then leadership is your destiny and think of how you'll make a difference
in this world, then you are certainly starting from the right place.”

Topic # 3: Vision and values of a Good a Leader?

“If you want to build a

ship, don't drum up people
to collect wood and don't
assign them the tasks and
work, but rather teach
them to long for the
endless immensity of the
sea.”
Antoine de Saint-Exupery

The most effective leaders unite their followers and every individual with whom
they interact, regardless of their position or status within an organization, around a
singular vision.

3.1. What is Vision?

 is both a reflection and a constant reminder of an organization's initial reason for

existence.

 unites the members of an organization through the same inspirational viewpoint.

Without vision, effective leadership is not possible

 “A vision encompasses both the present and the future potential and values
core of followers.” (Fairholm, G., 2011, p. 120).

When an established or understood vision is adopted by every individual within

an organization, the exercise and results of leadership occur with relative ease. It is the
role of a leader to establish a singular, clearly defined, collective vision for his or her
followers and the organization as a whole. If a vision is not established and
subsequently adopted, leadership becomes less of a reality - mere directional
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management begins to define the practiced path of effectiveness in lieu of the more
impactful alternative: potential-maximizing inspiration.

3.2. What is Vision Statement?

A vision statement incorporates personal goals and aspirations and applies

them to the organization’s purpose. Thus, vision relates much more to leadership,
while a mission relates to management.

3.3. What are Values?

 Values are the personal tools, or adopted guidelines, by which a vision is

created, followed, and enforced.
 Values are moral standards and principles as individual human beings. They
serve as our basic foundation, what we perceive as acceptable behavior to our
very core.

According to popular developmental psychologist Howard Gardner, “Most human

beings crave an explicit statement of value - a perspective on what counts as
being true, beautiful, and good.” (Gardner, 1995). It has been suggested that
values are universal, that everyone has the same values, but that each individual,
or group of individuals, merely organizes values according to a slightly different
hierarchy of importance.

Values as “broad, general beliefs about the way people should behave or some
end state that they should attain” (Fairholm, G., 1998, Science of Management to
its Spiritual Heart, “p. 60). This definition serves as a rather accurate description,
as it captures the connection between an individual’s personal belief and their
personal vision.

3.4. Importance of Values and Vision

 guides the purpose of the organization’s existence

 It also provides a common ground - or collective vision - upon which leaders
and followers can build a relationship.

“(An effective leader) must be very clear about where are we trying to take the
organization or the team, what is it that we really stand for, what are the values and
principles we’re going to build this upon, and what kind of business are we in and
why we exist.” (Clemmer, 2007; “Pathways to Performance,”).
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3.5. Distinction of Vision, Mission and values statements
The vision, mission, and values statements form the foundation for all activities in an
organization.
Vision statement describes what the organization will become in the future. It is a
broad and inspirational statement intended to engender support from stakeholders.
Mission statement defines how the organization differentiates itself from other
organizations in its industry. It is more specific than the vision statement and is
intended to show how stakeholders’ needs will be satisfied.
Values statement defines how people in the organization should behave. It provides a
guideline for decision making.
3.6. Role of Vision and Values in Leadership

The relationship between a leader and his or her followers is very important as it is
exceedingly delicate. The incorporation of a leader’s established values within an
accompanying, clearly defined vision not only allows the opportunity for this
relationship to exist in the first place, but can also serve to solidify this bond. Without
these crucial components, the relationship between a leader and his or her followers
would not truly serve its purpose and the entire premise upon which the relationship
was built would be utterly invaluable.

“You can’t build a

team or organization
different from you”
By Clemmer, 2007

The role of vision and values is the essence of leadership. Without shared
values at the core of any relationship serving to define it, the relationship is much
weaker than its potential might suggest. If values in leadership exists in the
organization, any conflict and misunderstanding of the subordinates can be solved with
the implemented values.

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 On the other hand, vision serves as a nurturing source for future direction and
should be combined with the values in order to be strengthened their relationship.

This indicates that the best form of leadership is personal example. To be a successful
leader, he/she has to believe first in his/her own personal values, and effectively
communicated them to his/her followers without hesitancy. Truly successful leaders do
not require a strainer because they believe faithfully in their core values, whatever
those values may be.
Example of Vision, Mission and Values of Palawan State University
PSU VISION
“An internationally recognized university that provides relevant and innovative
education and research for lifelong learning and sustainable development.”
PSU MISSION
“Palawan State University is committed to upgrade people’s quality of life by providing
education opportunities through excellent instruction, research and innovation, extension,
production services and transnational collaborations.

PSU SHARED VALUES

E – Excellence;
L – Leadership;
A - Advocacy for Sustainable Development;
S – Social Responsibility;
T – Teamwork;
I – Integrity;
C – Commitment

The role of the leader of the university is to make sure that the vision, mission and
values stated above will be followed and implemented in order to become a dynamic
organization. On the other hand, the managers or unit/department heads should help
the leader of the university to supervise the implementation of the PSU mission to have
a successful organization.

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