Module 1: Planning (Objectives) BUSINESS OPERATING EXPENSES MONTHLY A. Secretary and or Messenger's Salary B. Representation Expense C. OTHER OPERATIONAL EXPENSES Transportation / or Car Expense Office Supplies Utilities D. Others Subtotal
Module 1: Planning (Objectives) PERSONAL EXPENSES MONTHLY A. Home / Family Expenses Food Clothing Rent Utilities B. Recreation C. Others Subtotal
SAVINGS AND ACCUMULATIONS A. Savings B. Investment C. Others Subtotal
BUSINESS OPERATING EXPENSES PERSONAL EXPENSES SAVINGS AND ACCUMULATIONS MONTHLY TARGET INCOME
CONTRACTING Reaching an agreement with the person performing the task
“ Situational Leadership is not something you do to people BUT something you do with people.”
Leadership Style Game Plan 1. START ASK How will I know the job is being done (measure)? What area of responsibility or goal do I want to influence? What constitutes good performance on this goal (standard)? then… ONE MINUTE GOAL SETTING (need agreement with person performing the task) Area of Responsibility/Goal Performance Standards/Measures
Leadership Style Game Plan 2. DIAGNOSE then… DEVELOPMENT LEVEL (need agreement with person performing the task) Competence Commitment High Competence High Commitment D4 High Competence Variable Commitment D3 Some Competence Low Commitment D2 Low Competence High Commitment D1 Developed Developing
Leadership Style Game Plan 3. MATCH then… APPROPRIATE LEADERSHIP STYLE (need agreement with person performing the task) D4 Delegating S4 D3 Supporting S3 D2 Coaching S2 D1 Directing S1
Leadership Style Game Plan 4. DELIVER APPROPRIATE LEADERSHIP STYLE (need agreement with person performing the task) Good Performance Progress Made Proceed to More Support & Direction Directing-S1 to Coaching-S2 Or Coaching-S2 to Supporting-S3 or Eventually less support Supporting-S3 to Delegating-S4 Proceed with Success- Set New Goals Poor Performance Temporary Setback Go back to More Support Delegating-S4 to Supporting-S3 or More Direction Eventually less support If necessary, return to start – review, clarify, and agree on the goal(s) Supporting-S3 to Coaching-S2 or Coaching-S2 to Directing-S1
Mr. G is a new unit manager. He was working with a telecommunication company as a senior engineer when he decided to venture the selling career. He is smart, good in interpersonal and communication skills. To him, he finds the selling career lucrative. What leadership style would be right for him?
Ms. D has been a UM for 2 months. Her production so far is stable. However, no matter how much she tries to increase her production, the turnout remains the same. Currently, she is managing her own mini-resto managed by her husband. She needs to put up an ample amount to maintain her business. What leadership style would be right for her?
Mr. T has been a unit manager for 2 years. He has earned distinctions in his performance; member of TOP 50 Achiever’s Circle for 6 times, AME awardee twice and top UM once during the Annual Awards. He is a good trainer. He has brilliant ideas that had contributed to the development of the agency. But when he is task to take on a project, he often want to test his ideas out with his agency manager first. He sometimes get disappointed when his good performance is not appreciated by his Agency Manager. What leadership style would be right for him?
Ms. V is a unit manager for 4 years. She works 12 hours a day. She has been an AME awardee five times. To date, she has 10 sales counselors. Her SCs are achievers as well. She was one of the first UMs to be accredited to conduct the Basic Sales Training. She was able to conceptualize programs for her unit. It was eventually adopted by her Agency. She is not easily bothered by low production of her SCs. In fact, she likes challenges. What leadership style would be right for her?