Thank You

Before our class end, I just want to say how grateful I am to be part of DLSU MBA. Ms. Pia Manalastas who interviewed me when I applied the MBA program. And in God's grace, I was given a chance to fulfill my dreams. I am very glad to be part of her students, from CSR to CEO Series.

Photo credit: Tebby Estrellie

Honestly, we have fun and we learned a lot from the different perspective and experience of different CEOs. I will always remember all the lessons that was taught to us. And lastly, I won't forget her until my last breath. I love you Ma'am. ^_^

And from the bottom of my heart, thank you Ms. Pia!

Servant Leader

Great Leader is seen as servant first. Robert K. Greenleaf defined the servant leader as "The servant-leader is servant first... It begins with the natural feeling that one wants to serve, to serve first."

Servant leader makes the best leader. The important role of being a servant leader is to serve the people and not to bring glory, wealth and faith to himself/herself.

10 Characteristics of a Servant Leader

Image Credit: https://www.dsc.org.uk/wp-content/uploads/2016/02/Servant-Leadership.pdf

From my perspective, Servant Leadership is about good business ethics and doing good to your employees, customers and people around you. When people feel they are important part of your organization/business, creativity and productivity increases. In addition, when people feel valued, they value what they do and produce better work. And becoming a servant leader is a lifelong learning and development process.


References:
http://toservefirst.com/definition-of-servant-leadership.html
http://www.smartceo.com/schmincke-miller-servant-leaders-make-best-leaders/
https://www.dsc.org.uk/wp-content/uploads/2016/02/Servant-Leadership.pdf
modernservantleader.com/preso/ServantLeadership_Introduction.ppt

Can Nice Guys Finish First? (case 2)

This is a case study about Adam Baker, currently the COO of  Straus Event Specialists and had a prior experience as a CEO in Tallyrymple. He is currently peturbed with the reply of Merwyn Straus, his mentor and the CEO. Merwyn feels that Adam does not rank on the higher end when it comes to the person job fit analysis for the position of being the CEO of the new venture.

Should Adam ask Merwyn to make him CEO of the new venture?

From my point of view, Adam should not ask Merwyn for the CEO job. Its a no win situation. Forcing the issue by asking to become CEO in the new venture only works, if Adam has the confidence that he can actually succeed. If Adam succeeds, he proves Merwyn wrong and it might create an uncomfortable partnership between the two. However, if he fails, he proves Merwyn right.

Working to change Merwyn's assessment will be a long process that may or may not yields benefits. In real scenario, if your boss writes you off, you are usually done. Instead, Adam should continue to work hard in his current role and eventually find the right CEO opportunity for him outside the company.

I think, the importance of this case is don't train leaders instead coach them, mentor them, develop them and discipline them so they can expand their personal view.

Reference:
https://hbr.org/2011/10/case-study-can-nice-guys-finis

Marshmallow Challenge

What is Marshmallow Challenge?
We were divided into teams of five and within eighteen minutes, the team must build the tallest free standing structure using 20 sticks of spaghetti, one yard tape, one yard string and one marshmallow. And the marshmallow needs to be on top.

We build a small foundation first but unfortunately it was broken so we change it immediately. We don't have leader in a group and we don't draw or sketch on what will we be our structure. We just start doing it by listening to each other and helped without being asked.

Through team collaboration, we finished doing our marshmallow spaghetti structure. I have a great team (Belle Ayop, Anne Capinpin, Tebby Estrellie, and Mira).

The lesson we've learned from the activity, we cannot just rush things without organizing how the work will be done and building prototype is essential.

Honestly, it's amazing fun game and activity. We don't give up until it's free standing structure. Even it's not too tall, I can proudly say that it stand long enough before we finished our class.


References:
https://www.youtube.com/watch?v=H0_yKBitO8M&list=PLPPXyh6szAzYcTpFer7UaknRFL2tuWmCB
http://www.tomwujec.com/design-projects/marshmallow-challenge/

From Housewife to CEO (speaker #8)

A fashionista, a mother, President and CEO of Mansmith and Fielders, Inc is our last speaker. She is super kalog. She told us that honestly she didn't prepare anything but only her outfit for tonight.  ^_^

Ms. Chiqui Escareal-Go was graduated with double degree in AB Communication Arts and BSC Marketing Management (Accelerated Program) at DLSU. She also finished her M.A. English Language and Literature Teaching Degree at the Ateneo de Manila University and currently taking up her MA Anthropology course at the University of the Philippines.

photo credit: Ms. Pia Manalastas

To start with, she is an entrepreneur and managing Mansmith and Fielders, Inc., the leading marketing and sales training company in the Philippines for 27 years. They specialized in marketing and sales training. The company was started as an hobby of Mr. Josiah Go, her husband with hash tag hugot. Her husband was a brand manager prior becoming an entrepreneur and she learned to become an entrepreneur from her husband as well as the lakas ng loob.

To learn more about the life of Ms. Chiqui, her background is more on Filipino. Her father was a former Judge in Sandigan Bayan that passed away last year and her mother was a typical housewife. They are seven in the family and she was the fifth.

Destiny was send her to study in DLSU and she was active in DLSU extra curricular. She has good background and credentials. However, during her time, it was freeze hiring so she can't find the right job and that's the reason why she got married at the age of 22 and became housewife for 10 years. The big challenge was when she got married to a Chinese. She never put her husband in a situation that he need to choose between her and his parents. She was really blessed, typically if parents are pure Chinese they won't agree their son to marry a Filipino.

It inspiring to know that being a housewife for 10 years, she got a part time work in insurance and she can closed 90% of her clients. And the reason for it, she has an excellent prospective skills in selling insurance. She will only go to her clients who will surely buy an insurance from her and who will pay annually. Her husband never help her in selling insurance. And lastly, I admire her for being a true mom, even she's busy, she always think of her children. 

Ms. Chiqui encourage us to become an entrepreneur. She said being an entrepreneur is the key to many things. And being an entrepreneur you are not dependent on the economy and you will learn a lot from the business.

She emphasized that the role of a leader is to know the problems and provide solutions as well as to know to train people. Some people are very hard to learn, and as a leader it is important to be patient in training people. In able to do their job effectively on their own as much as possible.



References:
http://mansmith.net/
http://www.freemanagementbook.com/1/post/2014/03/patience-is-extremely-important-when-training-employees.html

Corporate Governance and Challenges of a Leader (speaker #7)

A simple person and smiling face, Mr. Ramoncito "Mon" Fernandez is the President and CEO of Maynilad Water Services Inc. and Metro Pacific Infrastructure. He also has wide exposure in telecommunication such as SMART Communication and Philippine Long Distance Telephone. He took his Bachelor's degree in Industrial Management Engineering at DLSU and MBA in Asian Institute of Management.

photo credit: Camille Esquillo

Integrity, Ethics, and Corporate Governance

Mr. Mon shared how Maynilad Services practice integrity, honesty, transparency and corporate governance and being part of their core values. From the shareholders then to the board of directors, and down to the management. The Board of Directors provides the framework of Corporate Governance as well as defines the role of the board and co-membership to the nomination committee, compensation of senior management down to compensation committee, strategic direction, review ethical standard and risk management of the Corporation.

Corporate governance is a system of rules, processes and practices in a company. In addition, corporate governance is a requirement and it really helps to run the business. He recalled, when he started implementing their corporate governance it was tough because their was resistance to change and received questions such as asking why are they doing the change? What they did - they do a lot of educating, a lot of brain storming and involving the team leaders in the change. In result, they manage the resistance and able to proved the purpose of meaning and change is eventually for the employees.

Whistle blower policy is also another act of Corporate Governance, wherein whistle blower is allowed to share confidential information. Another one is the Vendor Supplier Management, ensuring that the vendors are periodically measured in terms of performance. Corporate governance is essential in every business such as good corporate governance ensures corporate success and economic growth. Thus, corporate governance should be fully recognized and acted upon.

He highlighted that being the CEO, he is the leader role model and management by example. As a CEO, he ensures that those core values are applied consistently from top to bottom and across all departments as well as ensure that he practice what he say and the people see that he really practice what he preach as a leader.

Core values are the essence of the companies identity such as the principles, beliefs or philosophy of values. Establishing strong core values provide internal and external advantages to the company. Having core values helps the companies in decision-making processes. As a leader, he follow the policy for no tolerance for dishonesty and he shares his experience of letting go of reliable employee because of dishonest and he also fire top notch project manager because of colluding of one contractor. There are lot of due diligence and a lot of validation done before unpleasant firing.

Another one was his recent experience on one of the board, wherein they discovered an executive who falsifying the diploma. They deliberate in the board and most of the board, the initial reaction was lot of compassion because the person was the only bread winner in their family and the person was performing, delivering the expectation of the management. So, the case was overruled and the board decision was suspension. However, the head of the organization decided to pursue the investigation. They find out that aside from falsifying the document, the person was colluding with the vendors. The moral lesson that I've learned from his experience, "People who are dishonest in small things, are probably dishonest in big things"

Leadership and Challenges
Mr. Mon site sample of management challenge wherein he experience to worked with three different cultures.
1) Swedish Culture - where he experience to worked in Swedish multinational company and where he see how socialist. Example of socialism was the net salary of factory worker is not far from the salary of the executives. They are trusting.
2) Thai's - similar to Filipinos, showing respect to the person.
3) Germans - very strict to deadline and strict to accuracy. They were bias and tendency to discriminate.

People management is very important in any industry. As a leader, we should understand the problem and analyze to reach to a solution as well as understand what is going on the team. Mr. Mon also shared the major decision that he made, when he moved from one industry or one company to another, the only people he decided to bring was his executive secretary and driver only. He want to try the management team of the new company, by giving them a break and giving them the right assignment.

In addition, he mentioned the practice of when to let go, for first two years he joined the weekly MANCOM to know the nature of the problems and nature of opportunities. After the first two years, he decided to leave the MANCOM and let the management do it by themselves, let them fly and make them commit their mistake. He will involve only when he needed such as for major improvement or venturing for something new. Now, I understand why some CEOs don't attend MANCOM. ^_^

The practice of patience patience and patience....
He discussed, while patiently waiting for government action, they went to Vietnam for partnership and another venture in Thailand. That's when he practice of being patient. I've also learned that patience can reward us with positive recognition, greater sales or sales profit. Success always begin with patience. As Thomas Edison said, "Many of life's failures are people who did not realize how close they were to success when they gave up."

For his parting message -  He is promoting Engineering Technical Field because the number of engineering are going down and some are going abroad. And most of all management and leadership requires continuous learning.

References:
https://www.entrepreneur.com/article/250211
https://www.linkedin.com/pulse/core-values-why-so-important-your-company-nicolas-schoenlaub
http://www.managementstudyguide.com/corporate-governance.htm#

Success Story of a Leader & Technology Innovator (speaker #6)

CEO Series 6th guest speaker was Engineer Diosdado "Dado" Banatao. The event was free and open to the public and I was fortunate to attend even it was held on a Friday morning.

Engineer Dado has a wide experience as an entrepreneur and invented the chips that we used in our mobile and laptops. He is the managing partner of Tallwood Venture Capital. With three kids from Maria, 2 Engineers and 1 Fashion Designer.

I was amazed of the life story of Engineer Dado. It's a rags to riches story. He came from the North of Cagayan Valley Province. His father was a rice farmer and he was really hardworking so that his children can finish their studies. He studied high school at Great Glory of God where he learned his arithmetic skills and no memorizing but instead they count things like an abacus. Then he went to Ateneo de Tuguegarao where he started to learn from the Jesuits. He studied high school at the age of 11 and done his home work alone. After high school, he studied at Mapua Institute of Technology and passed the board exam. After college, he started to looked for the job but can't find the right job for him. In addition, he turned down the job offer in Meralco. Instead, he found an interesting job in Philippine Airlines as a trainee pilot.

photo credit: Ms. Pia Manalastas

Engineer Dado worked at Boeing 747 as a Design Engineer in Systems Integration Department for the company's new commercial airliner where he also learned a lot from the company. When he got bored, he wanted to study again and go back to graduate school. He took the Graduate Study Program at University of Washington for 18 months, where he was full time student with full salary for two hours worked. Then he transferred to Stanford University where he learned a lot from his Master Degree in Electrical Engineering and Computer Science and this was the beginning of who he is today. The school have good program in computing architectures and the beginning of Silicon Valley, the chips that they used.

Six (6) years later as a Design Engineer from different individual contributor managing small group, then he started his first company. Unfortunately the company failed because it ran out of funds. However, he didn't give up. With the same idea and starting from scratch again, he improved the second company and offer it to the public and this is the beginning of his innovation. He studied the PC upside down and he didn't give up and took it as a challenge, the more difficult the probabilities, the more they stay in their office.

He encouraged the students to study reverse engineering as well as do some designs and challenge themselves to do something new. Most of all, he emphasized that they should not give up; there will always be challenge in life. Its either you give up or challenge yourself. If you give up, you're done.

According to Engineer Dado, if you are in the technology field, in future we only worry about the eradicating poverty and the only known solution is economic development. And the only solution to economic development is sustain growth. Development is innovation and the solution to innovation is to have the experts. In addition, there is a wide gap between the rich and the poor, and the only know solution to disrupt that is entrepreneurship.

He wishes that before he die, he sees a progressive country with a government funding the right thing such as the Institution like the University system and doing the right thing in considering the innovation.

I've learned a lot from Engineer Dado and one of this is hard works really leads to success. Let us continue to pursue our dreams, ambitions and aspirations in spite of adversities in life. We should dream, believe, act and achieve.

Kudos Engineer Diosdado Banatao! May you inspire more Filipinos. 

The Journey of a Leader (speaker #5)

When she entered our class room, she smile to us sincerely.  You can feel at ease with her even you don't know her....ang bait nya and I like her. That's my impression to our guest speaker last night.....

Our guest speaker is Ms. Maria Ester "Maret" Follosco Bautista....
She took her Bachelor of Science in Business Economics at University of the Philippines and Master in Business Administration concentrating on Finance and Investment Banking at Fordham University. Currently, she is the President of CL Follosco Group of Companies. She is an active speaker and delegate in International Conferences and Seminars. She  is also the Philippine representative to the different APEC activities concerning Entrepreneurship and Management. Moreover, she hold different local lectures and seminars on Financial Management and Entrepreneurship. She is also affiliated with the Financial Executive of the Philippines, Management Association of the Philippines, Philippine Chamber of Commerce and Industry, Go Negosyo and other organizations. Also, she is married to Mr. Ponciano C. Bautista Jr.

Photo credit: Ms. Pia Manalastas

She show us the video about the CL Follosco Group of Companies and this is their journey....
In the 1960s, CL Follosco Group of Companies started implementing modernization programs in the agricultural business sector in the Philippines. The company's founder and patriarch and who is also the father of Ms. Maret,  is  Dr. Ceferino L. Follosco. He saw a business opportunity in the trading of agricultural disc and spare parts. With minimal capital, Dr. Follosco established Alpha Machinery and Engineering Corporation (also called Alpha) in 1966. When it started, the company had no office and no staff, just a P.O. box address in Manila.

Ms. Maret oversees the CL Follosco Group of Companies from the agricultural in machinery and engineering business. And over the year's, Alpha's product line expanded.

Alpha ventured into local fabrication in 1974. This paved the way for the establishment of the second company in the Group - the Follosco Manufacturing and Industrial Corporation (FMIC). In 1979, Allied Sales Corporation was created to provide support services for CLFGs manufacturing, trading and agriculture related activities.

Management and consultancy company was organized in 1982, Agro-Industrial Management and Consultancy Inc. (AIMCON) in identifying potential agribusiness projects and provide the proponents with management and technical advice.

Recognizing the opportunity in power plants and industrial plants, Acetech Construct Corp. (Acetech) was established in 1988 to construct power plants using bunker-fed engines. In 1992, the financing business, Active Alliance Finance Corporation was initially registered as a lending investor and it was later incorporated into a full-service finance company.

Cef and Ester Follosco Foundation, Inc. (CEFFI) was registered in 2001. CEFFI provides financial assistance, medical assistance, disaster and calamity assistance, and training to CLFG's employees, their dependents and relatives, and to other foundations and institutions.

As part of the Group's growth strategy, CLFG represented John Deere Tractors in 2003 that led to the establishment of the AG-MECH Systems Corporation. In 2005, the idea to maximize CLFG's assets, founded the creation of another company, the Access Storage and Logistics Systems Corporation. This is a real estate business that suggest an office space leasing and property development.

Later on, two other companies were established - Problends Food Corporation in 2007, primarily to engage in tolling operations for custom blended juices and teas in specialty ingredients for food processors, food chains and food service establishments nationwide, and Hydrotech Systems and Resources Corporation in 2008 to provide the latest technology and widest range of water and water treatment systems.

Forty three years after the establishment of its founding company, CL Follosco Group, Inc. was incorporated  as a holding company in 2009.

In 2011, the group also launched the Aqua Care Chemicals as its own brand of swimming pool and water treatment chemicals.

The group welcomed three companies in 2012. First was CLFG Capital Corp., a private direct investment firm that aims to provide access to capital to start up firms and emerging growth companies. Next one was, WeConnect Training and Development Solutions, Inc., an outsourcing company that provides human resource and employment solution to its clients in the BPO industry. Last one was One Outsource Direct Corp., a business process outsourcing company that offer contact center management, revenue-generating channels management and back office services.

Two main companies joining the group in succeeding years, CLFG Travel House Corp was established in 2013 as a company that offer travel and tour services. The following year, Active Food Innovators Corporation was registered as food ingredient company that produces spray dried powders that offer other tolling services.

I've learned  that "the further you look back the further you can see". Today they are 50 years, after the establishment that only start for 5,000 capital, they continuous to be the country head long company. The company is not a fast moving consumer group, CLFG is behind the scene that started in agriculture and most of their products are industrial. Their business are more on agriculture, water, air and land plus the 20% is their new businesses such as the IT and business processes. Having many companies they don't compete to each other. They have their own budgets, own markets, own suppliers and own customers.

To look back, Dr. Follosco started in Lanao Del Sur and studied in public school. He wants to achieve more so he went to Manila and was given a scholarship in Mechanical Engineering but he has no math subject in high school in Lanao Del Sur public school. In addition, he wanted to take Agricultural to be a farmer, that was his lifetime dream. After 6 years, he finished three (3) Engineering degrees (Mechanical, Electrical and Industrial) with highest Latin honors, Summa Cum Laude. He also passed Mechanical Board Examination and top the board in Electrical. He was also teaching while working as well as studying for his board exam and studying another degree then started a family. He really drive to agricultural engineering in his heart that's why he took his Agricultural masters where he was granted full scholarship in IOWA and finished the two year course in just straight eight (8) months. He was very hard working and he has dedication on whatever he do such as making sure that he teach his students very well and share what he knows. Then became an entrepreneur.

As mentioned by Ms. Maret, true values come out during crisis. During 1982-1986, there's no activity, people are rallying. In support of democracy and freedom, they allow their employees to join the rallies in the street. They were committed to support their employees so they create mini livelihood projects for employees to have continuous source of income. Thus, true value comes to them as well as integrity and commitment to their people, stakeholders and suppliers. In addition, they are committed to continuous learning, employees are required to go to seminars to enhance their skill and its for free. In addition, they make sure that they contribute to National Development. They also have a foundation that run by their employees itself.

Fifteen (15) years ago, after building and setting up the business, their father turned over the business to them in such as way that the group of company were group into their own clusters. Ms. Maret's brother head the Agricultural and Trading and the other brother head the Manufacturing and food and Ms. Maret in financial and general management as well as the other groups. They were trained to have specialties and they don't compete to each other. They have different background but combination of different ideas and experiences. They argue but follow the same principles and values.

After Dr. Follosco turned over the business. he focused on giving so he serve the country for six years as a Secretary in Science and Technology. After his term, he was asked by different President of the Philippines for government services but he decided to serve the country in different way.

Below is the CLFG business model for inclusive growth and they used this model for almost thirteen (13) years. It center around in helping the people.

CLFG  Business Model

It's nice to know that they are also helping a lot of different industries and community groups as well as their customers. In addition, if CEO is not in their family circle, they are open to hire.

I like the way Dr. Follosco trained their children. Now, they are training the 3rd generation by following the same values and principles. They have family constitution to guide dispute and it also stated that "no in-laws". They were also trained not to involved in the business after graduation, to have outside experience for at least two (2) years. Then apply if there's a position. If none, you cannot create a position but you can create a business. And part of the constitution is everybody is required to have masters but should be related on what they are doing.

It is inspiring to know that Dr. Follosco created a family fund such as educational fund until masters for  2 1/2 generation. In addition, they also have medical fund, burial fund and retirement fund, but no "mana".  They need to grow the business for their children until apo because 10% goes to family fund. They need to work hard so they can send them to the best school and retain the family fund until the next next next generation.

As parting advice of Ms. Maret, be an entrepreneur.

I've learned a lot from the journey of Dr. Follosco. What a great journey and thank you for sharing Ms. Maret. ^_^


Reference:
http://clfolloscogroup.com/index.php?option=com_content&task=view&id=22&Itemid=46

The Puzzle of Motivation from Daniel Pink

Employee leaves the job due to lack of motivation. In every business it is necessary to have an understanding about the puzzle of motivation so that it could be solved and ensure prosperity and success in the organization.

In the video showed to us, Daniel Pink expresses the disconnect between science and business with regards to motivation. First, he introduces the candle problem wherein the job is to attach the candle to the wall with a box of thumbtacks and matches so it don't drip. Two groups try to solve the problem - one is to timing to establish the norms, average how long it takes to solve the problem while the other one is give a reward such as money in the top 25% of the fastest. This shows that the group being given a money is 3.5 minutes slower than the other. Business works by giving bonuses, commissions and incentives. Incentives are designed to sharpen thinking and accelerate creativity however, it dulls thinking and blocks creativity. For a lot of task, these contingent motivators actually don't work or often do harm. In addition, for candle problems of any kind, in any field, the if-then rewards often destroy creativity and often don't work.

According to Daniel, there are three elements that combine to give intrinsic motivation. In the business setting it revolves around the following elements:
1) Autonomy - the desire to direct our own lives. Having complete control over the way you want things done to achieve a particular objective is what motivates people.
2) Mastery - the urge to get better or to develop skills. To achieve the best and keep on improving the performance standards is what mastery is concerned.
3) Purpose - the need to do what we do for reasons bigger than ourselves. Doing something meaningful and that is larger than the desires.

The secret to high performance isn't reward and punishments, but that unseen intrinsic drive - the drive to do things for their own sake. The drive to do things cause the matter. We can make business stronger as well as we can change the world, if we allow people to be more motivated by autonomy, mastery and purpose.

image credit: http://image.slidesharecdn.com/thesecrettoemployeemotivation-150121223132-conversion-gate01/95/the-secret-to-employee-motivation-7-638.jpg?cb=1439418050

What drives employees to peak their performance as well as to achieve business goals? I think, we need first to understand what motivates employees. Not every employee will be motivated by the same thing and not every program needs to be monetary. Some employees become more motivated when they are recognized and appreciated. Employees want to feel that they are good at their jobs as well as they want to feel that they are being heard.

References:
https://www.youtube.com/watch?v=rrkrvAUbU9Y
https://tedsummaries.com/2014/06/06/dan-pink-the-puzzle-of-motivation/
https://www.ted.com/talks/dan_pink_on_motivation/transcript?language=en
https://www.psychologytoday.com/blog/fixing-psychology/201301/the-puzzle-motivation-and-behaviorism
http://mollyl2018.blogspot.com/2015/04/puzzle-of-motivation-presented-by-dan.html
http://www.nateleung.com/the-answer-to-the-puzzle-of-motivation/

Our Approach to Leadership (speaker #4)

Mr. Robin Bradshaw, the country manager for Philippines of Cathay Pacific Airways, was our 4th guest speaker. Prior to his assignment, he was assigned as Country Manager in Indonesia for 7 years. He also worked for Cathay Pacific in Middle East, Malaysia, Brunei and Italy. He joined SWIRE Management trainee in 1995 and had been involved in Sales, Marketing and Country Management for Cathay Pacific Airways and John Swire and Sons.  He holds the Bachelors degree of Philosophy and Theology from St. Peter's College, University of Oxford as well Advanced Management at INSEAD.

photo credit: Ms. Pia Manalastas

He shared what he learned and experience he had. He shared first about the company he has working for. According to him, they recruit people wanting to stay for life and they value the experience their people get inside the company. This is unusual proposition and I was amazed to Cathay Pacific. How I wish that I work for them ^_^

To begin, SWIRE has been going for 200 years (1816-2016).  The company was established by the Swire family and still running by Swire 5th generation with the same values and integrity. Their headquarter in London and 49 share in Cathay Pacific headquartered in Hongkong. Swire business includes properties, aviation, beverages and food chain, marine services and trading and industrial.

He worked for 21 years in SWIRE such as in automotive, offshore, agriculture, and logistic. In addition, 12 years in Cathay Pacific, he done management pilot, sales and distribution. The company move him out, 6 years in Philippines, 2 years in Malaysia, Indonesia for 3 years, Singapore, Hongkong - move you in different countries, move in different industries and move in different functions.

What he can share? He shared his technical expertise - if you can manage people and you can manage numbers it doesn't mean what matter in business you are in. You will find your specialist by doing your best out of it. The genuine general manager is about - "Finding the right people and getting the best out of it."

And to learn more about SWIRE, here are their motto, training principle and five core values:
SWIRE's motto - "Esse Quam Videri" which means "To be, rather than to seem to be".  -  Let the brand do the talking, let good people in front, let the product do the talking and do what we say.

The training principle that SWIRE practice is the  70  -  20  -  10  which is 70% for learning  the job, 20% training, and 10% mentoring and relationship build.

Five (5) Core Values of SWIRE:
1) Integrity is essential in individual and in company.  Treating people with integrity
           such as telling the truth what's happening to the company.
2) Humility - humble inside and with service mentality who wants to help others.
3) Endeavor - continue to work hard to get the job done and think for the long term.
4) Continuity - work with the same strategies
5) Excellence - caring not hurting the staff

photo credit: Ms. Pia Manalastas

Here are some questions that he answered:
What were your defining moments where you exercise leadership? 
- Under pressure from the manager to do something I did not agree with
- Having to terminate a long serving staff
- SARS

If I am going to business in the future, I've learned that I should think about the education of my people by keep training them. Good managers open up and good people develop.

The most difficult things Mr. Bradshaw did was when he terminated a long service staff. I think there are times when we need to do something that can be better for both parties. Employers have the basic right to terminate the employment of the employee however as long as the company will comply with the labor standards and human rights legislation.

During the SARS issue 80% of their passengers cancelled their flights. What Cathay Pacific based in Hongkong did? The management called the team and told them to go to leave (2 months unpaid leave). But at the end of the year when everything went well, they paid and return to employees all the unpaid leave. Because they build trust and integrity to their staff, it went smoothly. That's the true management - face the staff and tell them the truth.

What have been the issues your organization/industry faced over the past three years (or are still facing)?
- over capacity
- non level playing field
- loss of prestige over the idea of flying

How are you harmonizing your work and the other facets of your life?
- stay interesting keep learning
- put your health first, stay active/sleep well
- use my experience to share and teach/my passion

I've learned that you should keep learning and have passion for your work. You should also know yourself - who you are? what do you want to do? what's the importance of your life? In addition, take good care of your health, sleep at least 8 hours. And the most important, to be more effective manager, he advise to always communicate. Hence, I need to improve my communication skill.

He showed the video about the selective attention test (https://www.youtube.com/watch?v=vJG698U2Mvo) - count how many times the players wearing white pass the basketball. The moral lesson for this "don't missed the gorilla in your life, in your personal life - understand what's going on and what's important to you, to company and to family"

The Real CEO (speaker #3)

Our group (group 3) was assigned to welcome and  introduce Mr. George Chua as our guest speaker last night. 

Mr. George Chua took his Mechanical and Industrial Management Engineering at De La Salle University. He also earned his MBA at UPenn's Wharton School.

He is serving as President for Federation of Philippine Industries (FPI) and Financial Executive Institute of the Philippines (FINEX) as well as the President and CEO of Bayan Automotive Industries Corporation (BAIC).

photo credit: Ms. Pia Manalastas

What would CEOs advise to their younger selves? This was the first video Mr. Chua showed to our class. In this video, I've learned that in doing something, don't hesitate to do it. Don't be afraid to do what is assigned to you. Think this as an opportunity to learn  and work for people. Be more creative and accept challenge.

What are the successful CEOs requisites? 
For Mr. Chua, here are the list of requisites based on his experience....
  -  Education and Training acquire at every opportunity
  -  Working SMART is better than working HARD
  -  Efficiency is the key
  -  Excellent communication skills a necessity
  -  Learn to play the part
  -  Networking is essential
  -  Positive thinking attracts luck
  -  Timing is everything
  -  See the big picture
  -  Know how to execute a plan and turn dreams into reality

I've learned that working SMART is very important. When working SMART you tried to figure out, if there is a better way, if there is an efficient way to do it, if there is an effective way to do it and if there is  a cheaper way in doing it. One of Mr. Chua's advise, to become a Chief Executive you should know how to manage your time; need to learn multi-tasking; and know how to speak - you speak for the institution - you are the face of the company and at the same time you represent the company. Positive thinking attracts luck that it open to opportunities and see good things.  In addition, when making a decision, sometimes you need to make bold decision. Involve in something you like and you understand. You should be the visionary and you should also need to know how to execute a plan, its' something like knowing where you're going.

What are the defining moments that Mr. Chua encountered as a CEO? 
CEO as the one who is in-charge....
   - Know what the problem is;
   - Make sure you have the authority;
   - Put your money where your mouth is;
   - Have a dream;
   - Come up with a strategy;
   - Execution;
   - Professional vs. owner

I now understand that being CEO, you should have first the authority to execute such as firing and hiring people. Be responsible for something, and to be responsible you should have the authority to do it. You need to know where you want to go and you need to come out with a strategy and visualize a road map. In executing, do it right with the right people.

photo credit: Mr. George Chua (with Ms. Pia Manalastas)

I truly adore our speaker especially when he appreciate the effort done by her daughter in selling BAIC vehicles. Her daughter sold 18 cars in one month and she just finished her marketing course in DLSU. For a fresh graduate who can sold 18 cars in just one month - that's the reason why Mr. Chua was very proud. 

Crisis Management & Crisis Communication

Last Friday night, our Professor discussed about the crisis communication and crisis management.

What is Crisis?  A crisis is any situation that would threaten the reputation, the integrity of the company or the organization. Crisis is an unexpected;  there is a threat or challenge that require immediate attention. 

I learned that I should be prepared before, during and after crisis. There should be preparation before anything happen and people should know each other. Let the team organize so they will know what to do in a particular crisis. Also, people should be brief and build trust and let them know what's happening.

Image credit: http://www.roughhousemedia.co.uk/all-posts/crisis-communications-quote-warren-buffet/

What is Crisis Management?  A crisis management is the process where the company or the organization deals with unexpected event or sudden situation that can ruin the company or the organization. To help the organization to deal with sudden and significant negative event.

Company should have a plan, failure to plan could be disastrous. For instance, put a back-up system in place to have a copy of key data in the event of a system failure. It is important to have a plan in place that will allow you to handle  any crises with ease as well as keeping the business running.

What is Crisis Communication?  A crisis communication is the exchange of information within and between the authorities, organizations, media and interested individuals and groups before, during and after a crisis.

I learned that during crisis, don't let the lawyer to speak up for your. Keep the good name of the company and your reputation by being honest and by not lying and not hiding the truth. People will remember you on how the company presented during crisis. Always remember that it is always best when a mistake has been made to admit.

Being the future leaders in the business world, it is our duty to call the team and inform them the truth of what's happening; show concern for the safety of our people; encourage; stand up; and take responsibility. 

References:

http://www.roughhousemedia.co.uk/all-posts/crisis-communications-quote-warren-buffet/

The Secret to Successful Crisis Management

What is the secret to successful crisis management?

We watched the video of Melissa Agnes as she discussed the secret to successful crisis management in the 21st century. I've learned that the successful crisis management is depend on your teams ability to manage the real time challenges and simultaneously managing the actual crisis in the real time. I also learned that in order to manage the team there should be trust, credibility and leadership in the crisis ultimately. In addition, let the team know how to identify risk and opportunity and instinctively know how to communicate, when to communicate and where to communicate in real time of crisis.

It is a great start to prepare for issues before it happen. Having a crisis management plan allows the company to react fast to any situation.

My goal is to take this things I have learned and apply them in my life. As Human Resources in our organization, I will take the lead to help the organization such as discuss with employees on the identified areas of concern as well as prepare management plan which work best during emergency situations.

image credit: http://image.slidesharecdn.com/101inspiringquotesaboutcommunication-curatedbyjeremybalius-130729080255-phpapp01/95/101-inspiring-quotes-about-communication-76-638.jpg?cb=1375085228

References:

Inspiring quote. Retrieved from 
http://image.slidesharecdn.com/101inspiringquotesaboutcommunication-curatedbyjeremybalius-130729080255-phpapp01/95/101-inspiring-quotes-about-communication-76-638.jpg?cb=1375085228

The Secret to Successful Crisis Management in the 21st Century - Melissa Agnes TEDx Talk from: https://www.youtube.com/watch?v=VQGEPEaEWtg

CEO Can't Afford to Panic (case 1)

"The CEO Can't Afford to Panic" is a case study that explores the area of social responsibility. Gerald Smarten, CEO of Kaspa Financial Services is having a dilemma. While presiding over the usual Tuesday meeting of the company, a bomb exploded at nearby train station causing confusion, uncertainty, and even fatalities on the area. Given this circumstance, the city requested whether Kaspa Financial Services is willing to help to the community by providing its space to become a triage center and a temporary morgue. Standpoints of the members of the management team also exists at this point with some agreeing to the city’s request and others arguing against it.

Thus, our group recommendation is to offer the company’s lobby and cafeteria to the city to help the victims of the subway bombing incident. We believe that going beyond the boundaries of the ordinary course of business, as traditionally set by society, is the best action to take. This is because in the realm of ethics, moral conscience and civic responsibilities are expected to be exercised and mere compliance with regulations and a good achievement of one’s financial performance are outweighed by different things affecting society.

In addition, Mr. Smarten demonstrated his abilities to remain calm and logical in times of crisis. At the same time, he considered the different factors that will be influenced by his final decision. It was also exhibited that he believes that ethics must play an important role in making a decision and a positive response for people and victims of crisis will have a lasting impact on Kaspa Financial Services and its employees.

In this case, we also learned much about the important role of the CEO in an organization. The decision related to crisis, problem and major opportunities that must be overseen and integrated by the Chief Executive. CEOs are increasingly exposed to all kinds of pressure such as from the government, regulatory agencies, consumers and ordinary citizens. To deal with this, the CEO must learn to function effectively in an environment of openness and transparency, as well as learn to respond to such pressure and to unexpected events. A great CEO has the ability to turn threats into opportunities and crisis into solutions in a very humane and ethical manner.

“Let each of you look not only to his own interests, but also to the interests of others.” —Philippians 2:4

Leadership (speaker #2)

Leadership is about you, according to our 2nd guest speaker last night.
On July 15, 2015, Mr. Aftab Ahmed was appointed as Citi Country Officer for the Philippines. He started his career with Citi as an executive trainee after getting MBA from Tulane University in New Orleans, U.S.A. He has worked for Citi in 10 countries across North America, Europe, Middle East and Africa, and Asia Pacific. For 40 years, he works in the bank and 39 years managing people.

Anne, Belle, Mr. Aftab, Antz, Me (Group 3 with Citi CEO)

He talked about ethics challenge, new opportunities and crisis management. He share that whether ethics, whether opportunities, there should be strong communication - by discussing the issues; discussing the opportunities. Communication is two way - you need to be engaged, involved and present. You cannot handle the crisis alone; you need to consult. You need to believe - if you don't believe, no one will believe on you. It always start to you. And most of all, God will prevail to achieve your objectives.

Ethics is about telling to your organization if you see something wrong as well as doing the right thing and escalation is the best policy. Let people know the issue to solve the problem. In addressing the problem, you need to hold yourself accountable before holding others accountable; and need to be on the ground to manage a crisis and not be an absentee leader. Escalation, communication and ongoing engagement with partners as well as interface with and address the needs of all constituents such as senior management, regulators, media and staff. Stay composed and stay in control. Always remember, "if you are the captain of the ship, you should stay". As a leader, "you need yourself to be accountable first and you need to keep everybody informed."

In his work life balance and to keep up his health - he has passion for life and acknowledge everyday what he had. He don't drink coffee and watch what he eat. He proposed to his wife at the age of 17, engage at age 19 and married at the age of 21. Up to now, he still married at the same woman. He has a supportive family who truly stand for him. He also makes quality time for his family by focusing when spending on them.

photo credit: http://bayanacademy.org/citi-microenterprise-development-center-set-to-train-over-600-aspiring-microentrepreneurs/

Mr. Aftab Ahmed share his work experience - at the age of 24-25 he already manage people. He became a corporate bank head before consumer finance head. Then became a commercial banker in New York.

I learned that if a role is offered to you, ask yourself consequently - can I make a difference, can I contribute and can I learn. Then if the answer is - you can make a difference, you can contribute and you can learn - then sure take the job. Don't look on the context of how many people you manage and don't look at one area and another area. In that, look at the opportunities of what it can provide.

To be successful you have to dream big. Nothing happens right away. Challenge happen so believe in yourself and be open to criticism. As a leader, take the risk, willing to fail and believe in yourself. Have the willingness to learn from your failures by staying the course and not being discouraged. When a problem surfaces do not point a finger at others. Be consistent, be honest, be yourself and be humble.

People will follow you because of your role. People will follow you because of what you've done in an organization. People will follow you because of what you've done to them. But the true leadership is when people follow you because of what you stood for. Leadership is about managing others and leading them. Though, leader is more about leading and not managing them. The best leader leads and let the management teams manage the work at hand. Good leadership is essential to business and organization.

Leadership and Inclusive Growth (speaker #1)

Our guest speaker last night (September 28, 2016) was Ms. Maria Yolanda B. Capistrano Sevilla (aka Yoling). She is the CEO of The Leather Collection, Inc.  She graduated in UP Diliman, with AB and MA major in Philosophy and MA in Family Ministry in Ateneo de Manila. At the age of 52 she took her Masters in Entrepreneurship in AIM. She become an entrepreneur from 35 years. 

photo credit: Ms. Pia Manalastas

She talked about the leadership and how to address the issue of inclusive growth from the point of view of business. The Leather Collection is an entrepreneur. She shared the company experience in promoting and inclusive growth. From the point of view of the company, inclusive growth simply means equal opportunities for productive employment. Productive employment means increase in income and raise standard of living. Also, she talked about the Integral Humanity Development, access to market and resources thru inclusion in the value chain.

Applied/Address Integral Human Development  (sa loob muna magsisimula)
1)  "Hanap Buhay" is the big word in their company. It is full flourishing of mental
       capabilities, emotional capabilities, materials needs and spirit capabilities.

      She became the better person because of her role in the enterprise. Her skill was behold and developed, from enterprises to masters, and from single skill to multi skill as well as actively engaged in the enterprise.

      The teamwork and relationship is important to the company. They build relationship to their employees such as they share common room/cubicle and eating with the same place. They have weekly assembly, discuss issues and bond to them even they have different faith. They also show their commitment - "hindi pwede ang pwede na". They also pay performance based on the income of the company.

2) "Magkabalikat"
        They know what to expect from them and responsible for it. Also, "hindi ito trabaho lang" - everyone is involve in the company with expected output.

The Leather Collection Interventions
 - Taught women to weave leather
 - Provide appropriate work tables and solar lights
 - Provide leather strips, jigs and molds to ensure consistent quality of output and
                increase productivity
 - Assist women in pricing their output.
 - Income based on their output/weaver/day

With the help of Ayala Foundation, The Leather Collection (TLC)  was established. Its' objective is to taught women in marginalize community; women in the countryside. The most important part of their intervention, they do not intervene with their lifestyle. In addition, they enhance their skill as well as increase their income.

We also learned that her husband is a graphic designer. They are couple entrepreneur with vision and mission to help the community such as during the eruption of Pinatubo. They project to build a relocation in Pampanga by borrowing a land; and raise the fund for housing. They are also working for Itas, for the last 23 years and sponsor scholarship. 

At the age of 27 she's already an entrepreneur and she's the eldest. Women as leaders are very nourishing. She advise that -  know to bring out the yin and bring in the yang.

What's amazing about her is her relationship with God, husband, customers, suppliers and employees. As well as she build trust to their employees. She overcome the bankruptcy by praying to GOD and told him that she does not like to go bankrupt...and at the end of the day.... its' faith, hope and trust with GOD. And everytime she pray, may dumarating na order. "It's never say die until pantay ang paa mo". But her prayer is to continue the company to survive then lead in financial growth and turnover the manufacturing to the employees as a cooperative and continue to manage. This is true, in our journey in this life, only GOD knows what the best for us. Prayer can move mountains.

And the most important thing I learned is her dream to turnover the company to their employees. I salute her because she truly value her employees. Dreams come true and hard work does pay off.

Love and Integrity in Business

Image Credit: http://quoteaddicts.com/topic/love-and-loyalty-quotes/

We watched Oonagh Harpur talks on "Love and Integrity in Business" for my CEO Series class a few days ago. The video has such a powerful message, and this is where Oonagh's inspiring talks come in, when she talked to their clients, customers and employees, she found out that they came to them because of who they were. Clients feel respected while employees feel trusted by the firm. She mentioned that, if they tell values of their company, they will attract people who will like them. People will work for them and clients go with them. Hence, it will good for their business. I truly believe in this statement, when you feel trusted, you enjoy working with them and you will stay longer with the company.

Oonagh site 3 examples of her experience:

1) Loving Clients - business more with clients will result business grow and create job

2) Recession during crisis - experience done during recession, help people to find a job

3) Loving people during good times -  ask four questions:   (1) Is it legal? 

             (2) How does it smell?  (3) What if it hit from the front page news? 

                     and (4) How would you tell your mum?

To relate my experience in #2...

During my previous work in Ayala Life, BPI take over to Ayala Life. Our Department (Mortgage Loans) was closed down by BPI. Some of my colleagues transferred to other department but most of them resigned including our executives. I was transferred to Group Department. It was disappointing because nobody talk to us on what will happen to the company. After a year, when BPI HR Manager, meet us and discuss about our salary and benefits.

Another experience I encountered, during the joint venture between BPI (Ayala Life) and Philam Life, our Sales Department was closed down while other departments stayed in joint venture. Our Sales executives and staff were given an early retirement. Some of them, re-apply to BPI and fortunately they were hired. Some of the staff that were hired, are now BPI officers. 

As parting message of Oonagh, people look to the leaders. Business is all about relationship between us human being, furnish by love and integrity.  This is true, a good leader is not all about how you will gain more money in the company. A good leader should also build a good relationship to co-workers and clients; by loving and respecting them as well as operating the business with integrity.

Reference:
https://www.youtube.com/watch?v=CObOhORvaYA

1st day class in CEO SERIES

This is the first day of our CEO series class, September 14, 2016. I'm so excited to listen to CEO's experience and advice.

Today, there are so many new and interesting things I learn from our class. Our Professor discussed the ten of the best known leadership theories, and asked "What kind of a leader would you like to be?"

According to Dr. Kurt Lewin, there's nothing so practical as a good theory. To improve our ability to lead, below are the ten of the best known leadership theories in five minutes.

Image Credit: https://www.youtube.com/watch?v=XKUPDUDOBVo&list=PLXWdKqyVt7JCsSqNKaUXdjQndxONcJGC-

1)  The Great Man Theory:

        -  Good leaders are born, not made 
        -  Some have more leadership gift than others

2) The Trait Theory:

        -  Determined which traits needed to lead effectively

        -  Problem it's identified dozens of traits 

3) The Skills Theory:

        -  Practical skills needed rather than just general qualities of a leader

        -  There are 3 types of skills - technical skills in your field; people skills and 
                            conceptual skills

4) The Style Theory:

        -  Best known style-based theory is called "The Managerial Grid";

                     concern for people vs concern for performance

        -  Goal: people-friendly and uncompromising on performance. 

5) Situational Leadership theory:

        -  No "one-size-fits all" leadership

        -  Must adapt to situation, assume static 

6) The Contingency Theory:

        -  Situational leadership approach

        -  Situation is static and leader should adapt to it

        -  Effective leadership is contingent on matching the leader's style to the setting

7) Transactional Leadership:

        -  There's a reciprocity of behavior between the leader and the follower

        -  Leader's job is to find the right mix of rewards and punishments

8) Transformational Leadership:

        -  Leaders encourage, care and inspires them toward a vision

        -  Cultivating followership rather than paying for it or punishing non-compliance 

9) Leader-Member Exchange Theory:

        -  Basically about leadership is fair exchange between the leader and the member

        -  However, exchange creates an in and out group that lowers the performance 
                            and retention

        -  Leaders must not alienate people

10) Servant Leadership Theory:

        -  Leaders ask "How may I help you?"

        -  Leader creates an environment of trust, cooperation. reciprocal service and 

                          higher performance

        -  Started and much of Jesus's influence; that result of compassion, service 
                          and sacrifice

        -  People follow out of love and gratitude rather than out of compulsion or fear

For me, I rather be a good servant leader. A leader that focus on the need of others first before considering my own. When people know that I care about them; in return, they will trust me. Trust of people can be earned by the way you behave toward them. Trust conquers all - it is important especially when it comes to our relationship with our clients and customers as well as our employees. In addition, a good leader ensures the team morale remains high and they are motivated to perform well to achieve company objectives.

Image Credit: http://www.thoughts4.com/uploads/3/7/7/0/37709085/servant-copy_1.jpg

References:
https://www.youtube.com/watch?v=XKUPDUDOBVo&list=PLXWdKqyVt7JCsSqNKaUXdjQndxONcJGC-
https://sethtan.wordpress.com/2016/05/10/summary-ten-leadership-theories-in-five-minutes/