Often,
I have been invited to conduct a training session about “personality
development for the leaders” particularly for educators from various
universities; I have gathered the like and dislike Thai leadership styles or
behaviors from Thai subordinates. And I
am pleased to share with you the top 5 of both aspects and I hope you find them
interesting and valuable.
Top
5 preferred leadership styles:
- Strong in decision making
- Well-mannered with good
personality - Hospitable and friendly
- Ethical and fair
- Be a good role model both
professional and personal
Top
5 un-preferred leadership styles:
- Self-centered and lacking
empowerment - Nepotistic and discriminating
- Emotional and moody
- Selfish and lazy
- Unethical and seek for own benefit
The
most remarkable is the number 1 of both liked and disliked modes, most Thai
subordinates in educational field views that being a good leader, one must be
brave in making decision but in the mean time the bosses must be empowering as
well.
Some
Thai managers / leaders in universities do not have management background, this
made them sometimes very self-centered but for some matters, it takes 100 years
to make decision. Most managerial positions
in Thai education grow from their research outputs and years of teaching, they
are knowledgeable in their field but not quite about managing people. Because they are rich in their knowledge,
some of them are over confident and very self-centered. But this should not be transferred into
people management as normally they have many knowledgeable educators /
lecturers under their supervision. In
general, people who choose to work in universities or educational institutions;
they must hold certain field of knowledge and skills, therefore, everyone is
somehow very good at certain field no matter he or she is at a managerial
position or not. Thus, managers in
educational settings need to listen more to their people and understand much more
WHEN to empower and WHEN a sharp decision needs to be demonstrated by the
managers, as a good role model.
Simple
ordinary example: observations from many
training sessions I conducted, people are mostly looking for an ethical leader
who is very sharp to make a remark when certain person who has a connection
with the top management is un-qualified to teach or to be a role model due to some
unprofessional behaviors. A simple comment
like this would surely enhance Thai educational quality a great deal, of
course, only if it is accepted by the top management. However, I think top management at present
century is much more open-minded anyway, what is lacking is simply; “bravery” of
their managerial workforce to constructively make fair and honest comments for
the betterment of any institution.
© Tevabanchachai N. (2009), Honorary Advisor
/ Director, Mai-BS (THAILAND) http://mai-bs.com
©
Tevabanchachai N. (2009), Program Director at Travel Industry Management
Division and Acting General Manager at Salaya Pavilion Hotel and Training
Center at Mahidol University International College http://www.mahidol.ac.th
