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Wednesday, August 24, 2005
Communication gap, lack of care jeopardize companies -expert
Not caring for employees and failure to communicate objectives to personnel put companies at risk, according to an expert on leadership and management skills.
“I have seen organizations that expanded so fast but they didn’t take care of their people. They foundered in the end,” said Center for Leadership and Change Inc. vice president Lirio Ongpin Mapa.
She said among the common mistakes of company leaders in the Philippines are the failure to empower people and making the assumption that they have communicated the firm’s objectives to employees.
Workshop
Ongpin Mapa, who is giving a three-day workshop on the 7 Habits of Highly Effective People at the Pag-ibig Towers Conference room, said some companies just assume they communicated their objectives to the employees and expect to get things done.
CLCI is the authorized distributor of Franklin Covey products and services in the Philippines.
Covey is the world’s authority on principle-centered leaderhip and on personal and professional effectiveness.
Authority
He is the author of the international best seller, “7 Habits of Highly Effective People,” which was also named by two US periodicals as the most influential management book of the century.
Mapa said Covey’s teachings are principle-based so they apply not only to US firms but also to companies in the Philippines.
The seven habits include being proactive, beginning with the end in mind or making plans before doing things, putting first things first, thinking “win-win,” seeking to understand before seeking to be understood, to synergize or produce results bigger than what each one can do and improving continuously.
Habits
Mapa said the workshop helps participants “internalize the habits and commit to them and apply them in their daily lives and at work.”
Aside from taking care of people, Mapa said companies need to have alignment of goals or they will have chaos. This happens when they hire managers, who introduce different managements styles in their departments, resulting in the creation of subcultures inside the company.
“They have to develop a shared culture that is principle-based,” she added.
Culture
For instance, foreign managers of companies in the Philippines need to understand the Filipino culture; Filipinos also need to understand the culture of their foreign peers or managers.
The CLCI has given workshops on leadership and productivity to companies, like Procter and Gamble Philippines, Glaxo-Smithkline, Jollibee Corp., San Miguel Corp, Land Bank of the Philippines, Department of Trade and Industry and Department of Energy.
It plans to bring to Cebu in October the workshop on the “4 Disciplines of Execution,” which will be useful to companies that will be conducting strategic planning for next year. (CYR)
(August 24, 2005 issue)
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