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Monday, April 22, 2019
DAVAO

Healthy Leadership

YOU can stay as a leader in an organization for many years but that would not assure that you are a healthy leader. People at work will not tell you that you are an unhealthy boss but that would not mean they find you to be very comforting. Sometimes you fail to welcome innovations that make your people stagnant and not growing professionally. How then can you become a healthy leader and make your people also healthy and happy?

Calming presence. These are leaders that in their absence, people feel bad and sad. They are leaders who do not manipulate people to do things for their own credits. They don’t shut down people’s opinions and dreams.

Listening to your people. These are leaders that love people who have the ability to think and decide quick and right. And not being dismayed if great ideas will come from their subordinates. They are not annoyed with freedom of thoughts and welcoming potential leaders.

Learning all the time. These are leaders that are open to change and are not threatened by change. They are seasoned leaders that are willing to learn new things even from the novice. They don’t brag about their credentials and does not underestimate their subordinates.

Non-complaining. These are leaders who does not complain to the people they are leading. They don’t want to elicit negative vibes that will demotivate their people. Remember that thought sharing is different from complaining.

Saying no. These are leaders who know when to say yes or no to opportunities. They would opt to decline task, seminars or big projects that would impede the completion of their prior commitments because they know their limitations.

Living happily. These are leaders who make the work and home environment full of positive energy. They leave for work with family members happy and they begin work by driving people productive without envy. They end the day with a prayer to God and sleep with a peaceful heart.

If you desire to be a leader who is valued, it is also your duty to value your people. If you truly value organizational goals, then it is your basic duty to transform people and welcome change.


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