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The way of the shepherd. roman cruz
- 1. ROMAN M. CRUZ TS ENTREP ATENEO GRADUATE SCHOOL CLARK CAMPUS THE WAY OF THE SHEPHERD
- 2. INSIGHTS
- 3. Know the condition of your flock• Knowing the status of your people and not just plainly the status of their work • Get to know your flock/ your people on a personal level • Engage with your people on a regular basis • Keep your eyes and ears open and follow through
- 4. Discover the SHAPE of your sheep• S- Strengths • H- Heart • A- Attitude • P- Personality • E- Experiences
- 5. Help your sheep identify with you• Constantly communicating your values and sense of mission • Set high standards of performance • Be a person with integrity, authenticity and compassion • Great leadership is more of personal.
- 6. Make your pasture a safe place • Keep your people well informed. • Infuse every position is important • Regularly rotate the sheep to fresh pastures • Don’t give problems time to pester • Cull chronic instigators from the flock • Be visible
- 7. The Staff of Direction • Know where you’re going in, get out in front and keep your flock on the move • Use persuasion rather than coercion • Keep your people freedom of movement. But make sure they know where the fence line is. • When they are in trouble, go get them out
- 8. The Rod of Correction • Protect- Stand in the Gap and fight for your sheep • Correct- Approach discipline as a teaching opportunity • Inspect- Regularly inquire about your people’s progress
- 9. The Heart of the Shepherd • Great leadership is a lifestyle, not a technique • Everyday you have to decide who’s going to pay for your leadership- you or your people • Have a heart for your shepherd
- 10. The Heart of the Shepherd • Great leadership is a lifestyle, not a technique • Everyday you have to decide who’s going to pay for your leadership- you or your people • Have a heart for your shepherd
Editor's Notes
- Peter Drucker- management is doing things right, leadership is doing the right things. Sometimes we almost always interpret leadership as to the former. Factors such as deadlines, deliverables, results and others. Sometimes it is because we want attention and recognition immediately from us bosses that we failed to see our people as our partners, the most integral part of our success lies on how committed and motivated they are to support your vision This sharing/book will probably help us re align on how we should be as a leader, as a shepherd leading its flock
- >Some managers tend to be too focus on the projects, forgetting the needs of his/her people >people are treated just as any other employee >we always have to remember that our people is our greatest competitive advantage ____ We have to be a little bit more personal on our approach. We need to know their skills, interest, and even their personal lives as well. So that we may be able to understand them well, and help them right. Show interest in them by following through any events that they may have either in work or personal By engaging with them, we have to show genuine care to our people. > If you view them as just one employee number, you cannot expect them to drop everything and follow your visions.
- Your choice of sheep can make the flock management a lot easier Good fit to your for the company and the position S- skill set.- Always try to place people where they can operate out of their strengths so they could help you better. Ex. People with good communication skills might be a job fit for sales and mktg H- passion. Motivation to exercise their strength. Putting people that reflect their passion will make the job easier/ results are almost optimistic to achieve A- examine their attitude. Skills vs. attitude. Eradicate with bad and boastful attitude. people with negative attitude might drag everyone to death. P- put people that reflects on their personality. So they can work best and without any dragging happening. ( extroverts, introverts ) ex. Introvert accounting graduate to be put in a mktg position E- check on your people experiences. It may give you a better understanding on them and how you can use their experiences in making him/her reach their full advantage ex. Someone that all the way work his way up to success. You are pretty sure that they can handle change at any given time.
- It is more of being a good example of what you preach Show the values you wanted to grow in your team > the kind of excellence you wanted to achieve A man of action and dignity, as well as a man for the masses Ex. Erap on how he triumphantly connects with the masses.
- >Don’t let rumors surround your place without you doing something to cleat things out >Instill a deep sense of appreciation that every position is vital to the achievement of the goal. Efforts either big or small are counted Give chance to others to experience something. Ex. Incentives etc. Be always visible. Good or bad happens. Be always be with your team
- It is more of leading your team, directing. They should feel your presence. Instead of making pronouncements, make suggestions and ideas. Don’t always dictate and demand, instead advocate and recommend When some of your people are leaning towards the wrong direction, pull them in instead of waiting for them to practically commit mistake. Use failures as teaching opportunity. Instead of pounding them out with their mess
- If the staff represent the responsibility to direct your people, the rod represents the responsibility to correct them. Using the rod incorrectly means losing the good will of your people. They will just follow you bec they are scared not because they believe in your cause. When your people are attack, we have to learn to fight for them, especially if they have a point. If indeed, they committed mistake, take the blame and sit down the erring individual privately. Regularly inquire about they progress, so that you will know where to come in and make some valuable interventions
- On becoming a great leader, it is not a technique bounded by rules, but more of a lifestyle. You have to do it, everyday, you have to do it, with all your heart. Kumbaga nasa puso. The price you are willing to pay is relative to the value you attribute to something. Don’t look them as an opportunity to get paid. Love them and make them better people, better managers in the future. Have a heart to your people. Invest yourself to them. It may be even at your own expenses!