Siguraduhin natin ang paglago ng ating mga lider sapagkat ito ang susi sa epektibong pamumuno. Ang Panginoon ang susi sa paglago sa pamamagitan ng Kanyang mga salita. Ang paglago sa Kanyang mga salita ay kailangang gumugol ng oras para sa pag-aaral dito.
Napakamainam na makamit ang karunungan kaysa ginto, pang-unawa kaysa pilak ayon kay Solomon sa aklat ng Kawikaan 16:16. Ang karunungan ng Diyos ay habang-buhay ihambing sa kayamanan dito sa lupa na temporal lamang.
Ang mga lider ay natutuksong mamuhay sa temporal na mga bagay at sa pagnanasa para sa sariling kapakinabangan at kapangyarihan ngunit ito’y mga bagay na walang kabuluhan.
Maraming lider ang hindi lumalago sa personal at ispiritwal na buhay at sa abilidad na gampanan ang trabaho. Ang solusyon ay patuloy sa paglago hindi ito pinipili ito’y nararapat at kailangan.
Ang mga kahilingan na mapasa-atin ay mapagpakumbaba, makaDiyos, kahinahunan at mabuting pagpapasya na ang gabay ay ang Diyos at Kanyang mga salita.
Wednesday, June 9, 2010
WINNERS vs. LOSERS
By: Dr. Samuel R. Chand
The winner is always part of the answer.
The loser is always part of the problem.
The winner always has a program.
The loser always has an excuse.
The winner says, let me do it for you.
The loser says, that’s not my job.
The winner sees an answer in every problem.
A loser sees a problem in every answer.
The winner says, it may be difficult, but it’s possible.
A loser says, it may be possible, but it’s too difficult.
A winner listens…
A loser just waits until it is his turn to talk.
When a winner makes a mistake, he says, I was wrong.
When a loser makes a mistake, he says, it wasn’t my fault.
A winner says, “I’m good, but not as good as I could be.”
A loser says, “I’m not as bad as a lot of people.”
A winner feels responsible for more than his job.
A loser says, “I only work here.”
The winner is always part of the answer.
The loser is always part of the problem.
The winner always has a program.
The loser always has an excuse.
The winner says, let me do it for you.
The loser says, that’s not my job.
The winner sees an answer in every problem.
A loser sees a problem in every answer.
The winner says, it may be difficult, but it’s possible.
A loser says, it may be possible, but it’s too difficult.
A winner listens…
A loser just waits until it is his turn to talk.
When a winner makes a mistake, he says, I was wrong.
When a loser makes a mistake, he says, it wasn’t my fault.
A winner says, “I’m good, but not as good as I could be.”
A loser says, “I’m not as bad as a lot of people.”
A winner feels responsible for more than his job.
A loser says, “I only work here.”
Monday, June 7, 2010
THE POWER OF GOALS
WHY ARE GOALS IMPORTANT?
1. GOALS give a sense of direction and purpose.
2. GOALS give us the power to live in the present.
3. GOALS promote enthusiasm and strong organizational life.
4. GOALS help us operate more effectively.
5. GOALS help us to evaluate our progress.
Strategy for Leadership
Edward Dayton & Ted Engstrom
1. GOALS give a sense of direction and purpose.
2. GOALS give us the power to live in the present.
3. GOALS promote enthusiasm and strong organizational life.
4. GOALS help us operate more effectively.
5. GOALS help us to evaluate our progress.
Strategy for Leadership
Edward Dayton & Ted Engstrom
HOW GREAT LEADERS RECOGNIZE A PROBLEM?
1. They sense it before they see it-INTUITION.
2. They begin looking for it and they ask questions-CURIOSITY.
3. They do not simply rely on intuition or curiosity, they gather data-PROCESSING.
4. They share their feelings and findings to a few trusted colleagues-COMMUNICATING.
5. They define problem and they do not just verbalize it, they WRITE it.
6. They check their resources and that is EVALUATING.
7. They make a decision-LEADING.
2. They begin looking for it and they ask questions-CURIOSITY.
3. They do not simply rely on intuition or curiosity, they gather data-PROCESSING.
4. They share their feelings and findings to a few trusted colleagues-COMMUNICATING.
5. They define problem and they do not just verbalize it, they WRITE it.
6. They check their resources and that is EVALUATING.
7. They make a decision-LEADING.
ACCOUNTABILITY: Motivating Employees to be Accountable
First: Accountability must be part of the workplace culture.
Second: We should remind our employees that they are accountable for their mistakes.
Third: Encourage your employees to admit or report their mistakes the soonest time possible.
Fourth: Praise your employees for dealing successfully with their failures.
Fifth: Instituting teamwork is also another way to motivate your workers to be accountable.
Second: We should remind our employees that they are accountable for their mistakes.
Third: Encourage your employees to admit or report their mistakes the soonest time possible.
Fourth: Praise your employees for dealing successfully with their failures.
Fifth: Instituting teamwork is also another way to motivate your workers to be accountable.
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