THMN09H – MR. JOSE RIZALITO B. CABAYAN JR.

, MBA, CGSP, CHIA

What is Personal Development?

According to Maslow PERSONAL DEVELOPMENT is the basic needs need to be fulfilled in order to reach a
person’s fullest potential.

• In other words, to self-actualization means we’re reaching the highest levels of self- awareness,
self-confidence, personal growth, and self-realization.

CATEGORIES OF PERSONAL DEVELOPMENT:

MENTAL - When it talk of personal development, it is critical in exercising and staying mentally fit.

To bring together realities, this comes to life in a few ways: coaching, learning opportunities, and career
growth. For example, right now, I’m attending yoga class to help keep my mental creative endurance.

Mental development can be anything from workshops, training sessions, or even just rest. Rest is just as
(if not more) important than mental exercise. And as your mental fitness improves, so does your
resiliency, innovation, and self- awareness. It is like people living more meaningful, vibrant lives with
greater clarity, purpose and passion.

Improving mental aptitude can benefit anyone and everyone without any side effects. Some activities
that you can do in order to grow mentally are:

• Reading more

• Taking therapy

• Learn a sport

• Learn a new skill, take up an online course

SOCIAL – Social and relationships are also a must-have for any personal development. After all, self-
improvement is not a solitary pursuit. Humans are social creatures — we need that connection to learn
and grow.

And from social connections, we gain important skills. Like communication skills, problem-solving,
relationship-building, and the ability to receive (and give) feedback. We also learn from those around us
and their experiences.

Some activities that that may help a person grow socially are:

• Focusing on being a better friend

• Studying body language and tone

• Improving listening skills

• Learning a new language

SPIRITUAL - Whether a person is religious or not, personal growth and development—can come through
in spirituality. It’s important to recognize that religion and spirituality are not synonymous. In fact, far
from it, spirituality means you’re investing in a deeper understanding of your own self in the world
around you.

To get in touch with spirituality helps you get to know yourself and uncover your values. And in any form
of deliberate and ongoing reflective practice that increases awareness of self, others, and the systems in
which complex social problems arise, the spiritual personal development tool can bring greater
awareness to self and change.

Some activities that a person may take up in order to grow spiritually are:
• Spending some time alone to help you be comfortable with your own company

• Meditating

• Spending a few minutes to perform gratification

• Practice understanding your values and beliefs

EMOTIONAL - Emotional personal development often goes hand-in-hand with emotional intelligence. At
its simplest, emotional intelligence is the ability to understand feelings. Beyond feelings, it’s
understanding how those feelings shape our thoughts and actions.

Any number of experiences lends itself to emotional personal development. And those experiences can
help you in your pursuit of self-improvement. Looking back at one’s journey and identifying the growth,
it’s likely you’ve fostered a sense of emotional development along the way. This requires emotional
intelligence to understand what role your feelings and thoughts played.

Some practices that grow a person emotionally are:

• Write down your emotion, journal — it helps you understand them better

• Talking to your close friend

• Taking up therapy

• Educating yourself through online platforms

PHYSICAL - A healthy body nourishes a healthy mind. There’s an intrinsic link between your physical,
mental, and emotional well-being. This aspect of personal development is focused on physical health —
like nutrition, sleep, exercise, and movement.

When your physical self is nourished, it’s likely your mind is also reaping those benefits. Consider ways
you can build this area of personal development and take note of how your body and your mind feel.

Practicing habits in physical growth may help a person:

• Sleeping 7–8 hours every day

• Meal prepping

• Minimum 1 hour of physical activity in a day, which can consist of — walking, running, playing a
sport, etc.

• Healthy eating

Personality

It is the sum total of all-natural and acquired traits and qualities an individual possesses.

It is the sum total of traits and qualities that a person has as reflected in his/her manner of talking,
dressing, ways he/she deals with others, feeling, temperament.
Interests, his/her mental capacities, and attitude and beliefs.

Personal Strengths

Positive psychology has made one of the main contributions to helping people analyze, evaluate, and
recognize their core strengths and use them to live a productive life (Boniwell, 2006).

Personal strengths within positive psychology are described as our built-in capacity for ways of
thinking, feeling, and acting (Linley, 2008).

PERMA:

P – POSITIVE EMOTIONS (happiness, joy, comfort)

E – ENGAGEMENT (flow, being one with the music, something that an individual can get
engrossed with or absorbed in, focus natin, being committed, being connected,

R – RELATIONSHIPS

M – MEANING (purpose in life, meaning in life

A – ACCOMPLISHMENT ( yung smol wins mo)

- Measurement of Perma is a good state. Each is measurable. Each is teachable.

We also have distinct qualities of character which are associated with the six principles of positive
thinking theory (Seligman, 2002)

Wisdom

• Creativity

• Curiosity

• Love of learning

• Open-mindedness

• Perspectives

2. Courage
• Bravery

• Honesty

• Persistence

• Zest

3. Humanity

• Kindness

• Love

• Social intelligence

4. Justice

• Fairness

• Leadership

• Teamwork

5. Temperance

• Forgiveness

• Modesty/Humility

• Prudence

• Self-regulation

6. Transcendence

• Appreciation of beauty and excellence

• Gratitude

• Hope

• Humor
5. Religiousness/Spirituality

Peterson and Seligman (2004) have been researching what personal strengths could look like for
three years and have come up with the list of 24 core strengths above. They called them
Character Attributes and concluded:

• Those 24 qualities are visible in human history and worldwide cultures.

• Each of the 24 attributes occurs to varying degrees in each of us.

Positive psychology allows us to understand that in some ways we may be better and weaker in
others, and that's cool, that's what makes us all special. The aim is to recognize your strength
pattern so you can tap into them to lead a fuller life.

Identified Personal Weaknesses

One of the other Positive Psychology aims is to reconcile our perceptions of strengths and
weaknesses. Traditionally, positive psychology believed other fields of psychology had put so
much focus on pain, trauma, and negative feelings and perceptions and tried to change this
(Seligman, 2002).

Having that in mind, a weakness in positive psychology is perceived to be one of the 24

Character Strengths of which you are weaker than, of fact, a full force deficiency. Peterson and
Seligman (2004) agree that each of us carries all the Character Strengths within us and knowing
how each fit within our personal capacity enables us to react and behave more positively.
Positive psychology does not see weaknesses as an 'unfixable' field, and we can work through
different positive psychology strategies and resources to improve some of our lower character
qualities if we so wish.

Professional development is the skills, knowledge and ongoing learning opportunities undertaken to
improve an individual's ability to do their job and grow as a professional. In the modern and ever-
changing workplace professional development is key to career longevity. Professional development is
about keeping your skills and your career fresh and on top of the game.
1. Professional Development

In some professions, development is an ongoing necessity and expected if one wants to maintain their job.
For example, doctors must stay abreast of new medical advancements, surgeons must learn new
techniques, even teachers are required to undergo further training.

Professional development can be undertaken by individuals hoping to develop their skills in order to gain
a promotion or a new job or can be requested by employers to give their employees further training to
improve their job performance. The advantage of on-the-job professional development is the employee
gets training specific to their current role and employers' precise requirements. Also, it is usually at no
cost to the employee.

There are numerous benefits to the employer as well as the employee. For example, sending employees to
industry conferences keep abreast of new developments in the industry, for companies in quickly
changing markets such as advertising or online technologies it would be very beneficial to advertising or
online technologies companies to have employees who are on the cutting edge.

Professional Development can come in many different forms. Workshops, degrees, coursework,
conferences, training sessions, online podcasts, discussion boards, and classes, can all be forms of
professional development. Different companies and industries prefer varying approaches to professional
development, depending on the outcomes required.

Some of these approaches are outlined below.

The Case Study approach involves a group leader talking students through a case study and encouraging
them to discuss options and come up with a solution. This approach helps with group communication,
confidence in problems solving, and group dynamics.

The Consultation approach is similar approach to the Case Study Approach, in that it addresses problem-
solving, but this approach focuses on uses specific processes to arrive at a solution. This approach is more
structured and helps employees to learn to follow the correct procedures in a timely fashion.

The Coaching approach works with the process of observation, reflection and then action. It looks to help
employees in a range of areas through the art of watching and thinking before rushing to do.

The Communities of Practice approach groups employees together with common learning goals and
teaches them to work together as a group to reach a common goal. This approach can be good for
teaching teams about reaching organizational goals and networking.
The Mentoring approach helps the individual to self-assess their own abilities through reflection and
observation techniques. This approach helps to improve self-awareness.

LEADERSHIP AND TEAMWORK

- True leaders know who they are and what they stand for. They know their values and the rules
they will abide by, regardless of the circumstances they face. They allow their people to
understand the values they are committed to uphold. Which lays a foundation for the rules their
people will be expected to adhere to. True leaders both know and communicate their values
openly with the people they lead, creating an atmosphere of certainty and trust.

- True leaders have integrity. Integrity is the very core of their influence. Living the values they
profess to believe is what gives them credibility and allows others to place their trust in them.
True leaders are able to say “do as I do” rather than just “do as I say” because they lead by
example.

- True leaders work right alongside the people they lead in order to get to know and care about the
people they are leading. Working with people allows leaders to lift and inspire their team.

- True leaders listen without being condescending. They are willing to hear what others
have to say without rushing to judgment. They are patient and genuine in their desire to
understand the thoughts and feelings of the people they lead.
- True leaders are forthright with their people. They communicate openly and often. True
leaders take the time to communicate often to their team in order to show that their team
is valued and important to them. They understand that as the leader they have an
obligation to communicate directly with their people so they never allow a void that
someone with mal-intent can fill. True leaders take on the responsibility of
communicating for themselves.
- True leaders reprimand their people from a place of love and a genuine desire to help them
improve. They reprimand without anger, and they relay feedback in a direct, yet kind and
respectful way. Even when they see bad behavior needing to be corrected, they don’t view the
person doing the behavior as a bad person. They listen and attempt to understand what led to that
person making the mistake or exhibiting the bad behavior in order to understand the underlying
cause that needs correcting. True leaders understand that when a person feels valued and cared for
by their leader, they will be far more willing to take the feedback and implement the needed
changes. They understand that no value comes from the use of sarcasm, beating around the bush,
or sugar-coating things that need to be communicated. They understand that using those things
breaks people’s trust and leaves them feeling uncertain or belittled, which ultimately leads to
harboring bad feelings toward their leader, none of which inspire a desire to change or improve
their own behavior.

- True leaders don’t control their people, they inspire them to do great things. They give them the
values and rules, which set the boundaries to operate within. Then they encourage people to go
out and make choices on their own. True leaders understand that employees cannot grow and
progress until they are given the freedom to make choices, to try things, and yes, even to make a
few mistakes so they can learn from those and improve.
 - True leaders delegate. They give important and specific tasks to their people that will allow their
people to learn and grow in their positions. Often times it would far easier for the leader to simply
do the task themself. They could get it done more quickly, effectively, and exactly to their liking.
However, true leaders understand that doing so allows no growth for the people they are leading,
and therefore they see their greatest role as a delegator and a teacher to the people they lead.

- True leaders are not afraid to make demands of the people they lead. True leaders understand that
it is a mistake to be too soft, just as it is a mistake to be too harsh. They have the courage to direct
people in the work that needs to get accomplished, expressing their belief in the people’s abilities,
delegating duties, and teaching and correcting their people along the way. They help people grow
by making reasonable but real demands. They don’t assign people tasks that are beyond their
ability, but they do assign tasks that cause people to stretch themselves. They recognize the
possibilities of what their team can accomplish and they motivate each person to recognize their
potential.

- True leaders use their time wisely. That doesn’t mean they can’t take time for leisure and fun, it
simply means they do their best not to waste the time they have. They are selfless and they work
tirelessly to help make their team a success.

- True leaders hold themselves and their people accountable. They hold themselves to a high
standard so they can hold their people to a high standard as well.

- True leaders keep things in perspective. They don’t rush into making short term decisions that
will benefit their organization today only to cause even greater problems in the future. They try to
take all the facts into account, keeping a long-term view in their approach, with the desire that
any fixes they put in place today will be to the benefit of the organization and the people both
now and in the future.

- “True leaders understand that leadership is not about them but about those they serve. It is not
about exalting themselves but about lifting others up.” –Sherry Dew

- We all have room to improve as leaders, but our ultimate goal should be the same: To be leaders
who are loved, admired, and respected by the people we lead as we motivate and inspire those
people to achieve their full potential.

What is Leadership according to some famous people.

Leaders influence people so that they will strive willingly towards the achievement of group goals. A
Leader is a person who influences a group of people towards the achievement of a goal.

Mahatma Gandhi - “A sign of a good leader is not how many followers you have, but how many leaders
you create.”

President Barack Obama - Change will now come if we wait for some other people or for some
other time, we are the ones we’ve been waiting for. We are the Change that we Seek.”

Oprah Winfrey - Leadership is about empathy. It is about having the ability to relate and connect
with people for the purpose of inspiring and empowering their lives.”
Margaret Thatcher - Don’t follow the crowd, let the crowd follow you”

Martin Luther King, Jr. - A genuine leader is not a searcher for consensus but to a molder of
consensus.”

Mother Teresa of Calcutta - Do not wait for leaders; do it alone, person to person.”
Leadership is an important function of management which helps to maximize efficiency and to achieve
organizational goals. The following points justify the importance of leadership in a concern.

1. Initiates action - A leader is a person who starts the work by communicating the policies and
plans to the subordinates from where the work actually starts.
 2. Motivation - A leader proves to be playing an incentive role in the concern’s working. He
motivates the employees with economic and non-economic rewards and thereby gets the work
from the subordinates.
3. Providing guidance - A leader has not only to supervise but also play a guiding role for the
subordinates. Guidance here means instructing the subordinates the way they have to perform
their work effectively and efficiently.
4. Creating confidence - Confidence is an important factor that can be achieved through expressing
the work efforts to the subordinates, explaining them clearly their role and giving them guidelines
to achieve the goals effectively. It is also important to hear the employees with regards to their
complaints and problems.
5. Building morale - Morale denotes willing co-operation of the employees towards their work and
getting them into confidence and winning their trust. A leader can be a booster by achieving full
co-operation so that they perform with the best of their abilities as they work to achieve goals.
6. Builds work environment - Management is getting things done from people. An efficient work
environment helps in sound and stable growth. Therefore, human relations should be kept in mind
by a leader. He should have personal contact with employees and should listen to their problems
and solve them. He should treat employees on humanitarian terms. of a leader.
7. Co-ordination - Co-ordination can be achieved through reconciling personal interests with
organizational goals. This synchronization can be achieved through proper and effective co-
ordination which should be the primary motive of a leader.

All leaders do not possess the same attitude or the same perspective. As discussed earlier, few leaders
adopt the carrot approach and a few adopt the stick approach. Thus, all of the leaders do not get things
done in the same manner. Their style varies. The leadership style varies with the kind of people the leader
interacts with and deals with. A perfect/standard leadership style is one that assists a leader in getting the
best out of the people who follow him.

Autocratic leadership style

• In this style of leadership, a leader has complete command and hold over their employees/team.

• The team cannot put forward their views even if they are best for the teams or organizational
interests.

• They cannot criticize or question the leader’s way of getting things done.

• The leader himself gets the things done.

• The advantage of this style is that it leads to speedy decision-making and greater productivity under
leader’s supervision.

• Drawbacks of this leadership style are that it leads to greater employee absenteeism and turnover.

• This leadership style works only when the leader is the best in performing or when the job is
monotonous, unskilled and routine in nature or where the project is short-term and risky.
The Laissez Faire Leadership Style

 The leader totally trusts their employees/team to perform the job themselves.
 He just concentrates on the intellectual/rational aspect of his work and does not focus on the
management aspect of his work.
 The team/employees are welcomed to share their views and provide suggestions that are best for
organizational interests.
 This leadership style works only when the employees are skilled, loyal, experienced, and
intellectual.

Democratic/Participative leadership style

 The leaders invite and encourage team members to play an important role in the decision-making
process.
 The leader guides the employees on what to perform and how to perform, while the employees
communicate to the leader their experience and the suggestions if any.
 The advantages of this leadership style are that it leads to satisfied, motivated, and more skilled
employees.
 It leads to an optimistic work environment and also encourages creativity.
 This leadership style has the only drawback that it is time-consuming.

Bureaucratic leadership

 Leaders strictly adhere to organizational rules and policies.

 They make sure that the employees/team also strictly follows the rules and procedures.
 Promotions take place on the basis of employees’ ability to adhere to organizational rules.
 This leadership style gradually develops over time.
 This leadership style is more suitable when safe work conditions and quality are required.
 But this leadership style discourages creativity and does not make employees self-contented.
Teamwork is the collaborative effort of a group to achieve a common goal or to complete a task in the
most effective and efficient way. This concept is seen within the greater framework of a team, which is a
group of interdependent individuals who work together towards a common goal.
1. Project Team - it is a group of employees that work collectively and have shared goals and
strategies; allowing clear roles and responsibilities to set specific deadlines.
Four (4) Types of Project Teams
a) Functional Team – permanent members of the same department
b) Cross-functional Team – members from a different department
c) Matrix Team – ‘2-boss system’
d) Contract Team – outsourced team members
2. Self-Managed Team - it is a group of employees of the same company but without a manager.
Advantages
• Improved motivation because of autonomy
• Ability to manage own time
• No pay for office
• Shared responsibility
3. Virtual Team - it involves employees who work in different locations and who rely
on communication and collaboration tools to get things done together.
Three (3) Dimensions (Types) of Virtual Team
a. Time
b. Space
c. Culture
4. Operational Team - Deal with supporting other types of teams. It is formed to make sure that all
office processes go smoothly. They have well-defined roles and responsibilities
5. Problem-solving Team - It is usually temporary. It is focused on solving a specific issue.