School and the workplace became the second home for students and

employees. It served as the residence of knowledge and source of income of

individuals. From this found home, the school and the workplace may shape
who we will be in the future. The role of an effective leader is crucial for this to
happen.

An effective leader cultivates an environment that protects mental health. The

Department of Labor and Employment mandates workplaces to implement
mental health policies and programs following the Mental Health
Act [1]. Likewise, the Department of Education launched a series of mental
health and psychosocial programs this year to support learners, parents, and
school personnel [2].

Leaders, managers, and supervisors in organizations affect the mental health

of their employees [3]. It is important to look at how Filipinos leadership
impacts our mental health.

Filipino Leadership
Classic leadership literature abounds with examples of leaders’ aim to predict,
categorize, classify, and control within organizations for every possible
variable. The majority of research academe defines leadership as a behavior,
a relationship, and in various cases, activity [4].

Filipino leadership and Filipino management may appear to be misleading

because Filipino culture is based on deeply ingrained indigenous core values.
Filipino culture focuses on kinship, family, and social acceptance. Thus,
Filipinos’ distinct leadership styles may include pakiramdam, takutan, kulit,
and patsamba-tsamba, among others. Filipino leadership styles have a
significant effect in the workplace setting, as well as in schools [5], and may
significantly affect one’s mental health. For example, leaders who use takutan
as their leadership style may cause stress and anxiety among employees.
These leaders have been taught earlier on that the best results are achieved
by those who are toughest, driven, and demanding [6].

Franco (1982), in his study, identified the different Pinoy management styles
that are distinctly Filipino.

 Management-by-Kayod and the Realist Manager. Kayod means

working hard like an ant. These are the types of leaders who work day
 in and day out. Work is their pleasure in life. The characteristics of a
manager like this include: when there is a problem, he immediately
reacts to it, is an autocrat, and yields experience to ensure the
organization’s success [7].
 Management-by-Libro and the Idealist Manager. Libro means book.
Leaders who follow this management style prefer American
management styles with technical jargon. They are characterized by
reflecting on the problem first before acting on them, a technocrat
relying on the authority of facts and statistics. He tends to be process-
oriented [7].
 Management-by-Lusot and the Opportunist Manager. Lusot means
shortcut, bribery, and rule-breaking. These are the types of managers
and leaders who often pay off problems and take shortcuts in tasks.
They are characterized by having no definite philosophy or commitment
in tasks, without conscience, and a maker of deals as if everything is a
game [7].
 Management-by-Suyod and the Reconsider Manager. Suyod means
to take away lice from the hair precisely and neatly. A reconsider
manager looks at the problem at all angles until everything is precise
and neat. The characteristics of leaders like this include having balance
in terms of work. They are also accepting, and work hard to integrate
the idealist and realist manager and have a contingency management
style. They are disciples of knowing the strengths and limitations of the
project and the members he is working with [7].
While most leadership and management theories are Western, it is also
interesting to explore the comparisons between American Management
system to the Pinoy Management system [7]:

American Management Pinoy Management

Creative function Pakulo

Planning function Bahala na

Organizing function Bata-bata style

 Motivating function Alalay or warning

Decision-making function Utos ng boss or utos ng misis

Communicating function Pakiusap or mando

Controlling function Sipa or bonus

Problems in Workplace and School

In applying Filipino leadership styles, leaders must consider their approach to
leadership and make sure how their strategy will reach their members. The
ability to relate to members requires a complete understanding of specific
groups’ historical context, norms, and dynamics.

Father of Filipino psychology Virgilio Enriquez explains that Filipino

relationships are formed through the core concept of kapwa [8]. Indigenous
values such as kapwa were passed on through generations and are rooted in
having a strong, shared identity within an organization and gives importance
to present leaders’ relationships to their followers. It emphasizes harmony.
Good relations are needed to be maintained or else a person is described as
walang pakikisama, walang hiya, and walang utang ng loob. Torres
(2019) [9] has found values such as kapwa to be present in both the school
setting and workplace. A study by Ng & Rivera (2018) [10] noted the
prevalence of this value in the workplace and how transformational leaders
should contextualize member and leader exchange to push for a more
successful organization.

Moreover, leadership in the school setting is still traditionally principal-

centered [11]. Principal-centered approaches to leadership rely on a single
authority figure to spearhead instructional and administrative tasks, with
teachers only acting as support to the principal. The principals’ perspective on
the local dynamics of educational leadership is based on a mixture of cultural,
organizational, and political factors [12]. In this dynamic type, coordination
between various sector leaders and their members primarily focuses on
kinship or pakikipagkapwa, social norms, and power dynamics. An example of
this is forming good relations with the government to gain funding in public
schools and pass policies that would improve education. However,
prioritization of kinship, while beneficial, may also foster tolerance in situations
where there is an exploitation of power [12]. Kinship and establishing patron-
client relationships like in school and government relationships result in debts
of gratitude or utang ng loob. Utang na loob is formed out of acts of favors
offered by the requesting client to the patron [11].

In following the principal-centered approach, student leaders have limited

control over school governance and decision-making processes. There is
difficulty promoting systemic change using this approach, for ideas are
enforced by a single person or governing body.

Last 2020, the Department of Health (DOH) called for a unified response
towards mental health as part of the year’s theme. It brought to light the
students’ difficulties and allowed them to have a voice during countless
crises [13][14]. In those times, petitions for a call to action from the
government and the students’ respective schools were made in response to
the growing mental health concerns. Though schools created mental health
programs, it was found that there is a considerable gap in the mental health
policies and strategies made by schools because of a lack of reference in
creating said policies and strategies [14]. There is also an added challenge
when DepEd cannot maintain the current administrative setup as principals
are being transferred to other jurisdictions [11]. This factor and other factors
lead to failure in making organizational changes [15]. Organizational change,
when done repeatedly, will affect the psychosocial environment and health of
the organization’s members [16]. Crises, such as the COVID-9 pandemic,
should be considered when reflecting on leadership and organizational
management [17].

Changing existing systems to fit the current school and workplace

environment is determined by explicit and hidden dynamics. It requires a deep
examination of the organization’s situations and knowing how to utilize
relationships and distinct leadership styles. In the event of a crisis, learning all
these things can strengthen the foundation of organizations and can provide
change and improvement on the welfare of its members. The need for leaders
who are responsive to the mental health concerns of their members while
making necessary decisions that could benefit the organization as a whole
makes one a great leader and promoter of mental health.
Improving Filipino Leadership
With the current COVID-19 situation, a study conducted by MindNation finds
out that 2 out of 25 employees are at risk for mental health problems also
brought by the COVID-19 anxiety followed by a personal matter, financial
pressure, work performance, etc. It revealed that employees experiencing
mental health difficulties have a hard time talking about these issues with their
managers. The study recommended three steps that a leader could do to
address mental health problems [18].

1. Make mental health services available to the employees [18].

2. Create mental health policy in the company to reduce the stigma about
mental health and create a safe space for mental health conversations
in the workplace [18].
3. Create virtual social activities to ease the loneliness of the
employees [18].
The COVID-19 crisis tested the leaders on how well they could handle their
people during these uncertain times. A study was conducted by graduate
students from Ateneo De Manila University to explore what Filipinos expect
their leaders to be and to do in different settings. The qualitative study utilized
interviews of 48 individuals from different sectors and socioeconomic classes.
Participants included executives, supervisors, professionals, support staff, and
informal sector workers such as tricycle drivers and market vendors. The
result shows that Filipinos want an authoritarian leader to enforce strict
obedience to authority [19].

The study also shows two distinct meanings of the term firm leader. The first
meaning indicates a firm leader as an individual with an iron fist or a strict
leader who can ruthlessly use power, while the other firm leader shows a
leader who has the courage and can stand with their convictions. The
preferred leader demonstrates both qualities [19].

Preferred What We See The Benefits

Quality

Person- Makatao, mabait, maalaga, hindi gumagawa Nurtures positive environment, helps
oriented ng dahas, mahinahon approachable, helpful, people grow
listens, treats people well, supportive,
fair. Parang magulang, maaasahan
 (character)

Servant Naglilingkod sa tao, nakikinig, bumababa sa Sinosolusyunan ang kailangan ng tao,

leader laylayan, hindi nagbibilang o nag e- make lives better, focus on
(intention) epal, grounded, feels pulse of the people, marginalized
looks after the welfare portive,

Competent Knowledgeable, innovative, decisive, does
not panic, malawak ang kaalaman,
may vision, may kakayanan
Achieve our goals, solve the
problems, set clear directions; kayang
iahon ang Pilipinas; magtutulak ng
pagkakaisa, magbigay ng kumpiyansa
sa mga tao

Firm Authoritative, commanding, strict, controlling, Implement rules and discipline dahil
(control) iron fist/kamay na bakal, matapang matigas and ulo ng pinoy

Firm Strong, courageous, independent, solid, hindi Ipaglalaban and tama,protektahan

(conviction) magpapadala, may lakas ng loob, may ang interes ng Pilipinas at Filipinos
paninindigan, may boses, may tapang

With Principled, trustworthy, respectable, tinutupad and pangako, can inspire,

integrity ethical, tapat, magandang asal, hindi kurakot set a good moral example

God – Humble, prayerful, maka Diyos, may takot sa Pag sumusunod sa Diyos, hindi
fearing Diyos gagawa ng masama

We all have differences in leadership style. Despite this, a transformational

leadership style fits the criteria of effective leadership. This style of leading
utilizes the fullest potential of every follower to have improvement for their
performances. An effective leader must need the behavior of fellowship
(kapwa), charisma, empathy (individualized consideration, intellectual
stimulation, inspirational, motivational, and idealized influence). A
transformational leader constructs an environment that aims to make a
difference and foster success [10].
Being an effective leader, embodying the Filipino leadership qualities, is still
vulnerable to health dilemmas, especially in this pandemic. Working on a
remote set-up became challenging as people are used to working with
interactions face to face.

“With great power comes great responsibility.” This famous line from the
Spiderman movie reminds us that being a leader, the source of power is
enclosed with the responsibility not just the duty to take over the people to
achieve objectives, but also the responsibility to take care of the self both
physically and mentally. With this, mental health plays a vital role for an
individual to function effectively. Here are some pieces of advice for coping up
that a leader and even a follower must consider when experiencing
stress [20]:

1. Make the team. Be a family. Being alone is not bad, but it makes us
more susceptible to sadness, worrying, etc. Having companions helps
us relieve our stress and sentiments in our life, as these people who are
close and similar can feel the same thing and can relate to us.
2. Move around, take some steps. It is important not to stay in our
working area all the time. There should be time to stand up and move
around to have fresh air and take steps for good posture. Enjoy walking
away from the busy place for a while.
3. Exercise. The benefits of exercise are indeed incontestable. It is a
well-proven approach that exercise can help us to improve our mood
and stabilize our health.
4. Me time, my time. Choose to have a schedule for rest, a movie
marathon, and any enjoyable recreational activities. Leaders and
followers deserve that time to rest.
5. Help, I am yelp. It is about ending the stereotype that a leader must be
strong all the time. It is okay to seek help from our family members,
workmates, schoolmates, guidance counselor, employee assistance
such as the human resource department. Your well-being is essential
above anything else. This supporting-care system is essential in an
environment for being able to achieve goals and be someone’s source
of comfort and peace.
Every individual must ensure that leaders are empathic, perceptive, and
responsive to maintain a productive and healthy working environment. The
school and workplace are homes of comfort, understanding, and family. Let’s
cultivate a place for an individual’s training ground for improvement and
betterment by being a good leader and a good follower.
Let’s talk about leadership styles and mental health this November 10 at 7:00
pm on #UsapTayo’s tweetchat and Twitter spaces. Tara #UsapTayo with your
regular #Usapkada!
Guide Questions:
1. What are the characteristics of a good leader for you?
2. How does good leadership at work and school affect your mental
health?
3. How can we be a leader that protects others’ mental health?
References:
[1] Department of Labor and Employment. (2020, February 19). DOLE
mandates mental health program in
workplaces. https://www.dole.gov.ph/news/dole-mandates-mental-health-
program-in-workplaces/

[2] Department of Education. (2021). DepEd to roll out mental health and
psychosocial support programs for 2021.
Https://Www.Deped.Gov.Ph/2021/02/09/Deped-to-Roll-out-Mental-Health-
and-Psychosocial-Support-Programs-for-2021/. Retrieved November 7, 2021,
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[3] Arnold, K., Hancock, A., & Dimoff, J. (2020, August 19). Mental health
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[4] Cimene, F. T. A., & Aladano, A. N. (2013). Leadership perspective from the
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573_4

[5] Ki. (2019). Filipino leadership styles – what are the four distinctive Filipino
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What-Are-the-Four-Distinctive-Filipino-Leadership-Styles/. Retrieved
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[6] Girling, N. (n.d.). Leadership, mental health, well-being and

culture. Engage for
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[7] Franco, E. A. (1982). Management, Pinoy style. Sikolohiyang Pilipino:

Teorya, Metodo at Gamit. Published.

[8] Pe-pua, R., & Protacio-Marcelino, E. (2000). Sikolohiyang Pilipino (Filipino

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Leadership. Depedbataan.Com Publications.
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[10] Ng, L. T., & Rivera, J. P. (2018). Exploring transformational leadership

and fellowship in a cultural context: The case of the Philippines. Asia-Pacific
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[11] Alegado, J. P. (2018). The challenges of teacher leadership in the

Philippines as experienced and perceived by teachers. International Journal of
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_teacher_leadership_in_the_Philippines_as_experienced_and_perceived_by_
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[12] Brooks, J. S., & Sutherland, I. E. (2014). Educational Leadership in the

Philippines: Principals’ Perspectives on Problems and Possibilities for
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[13] San Juan, A. D. (2020, August 15). Colleges, universities not required to
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[14] Mata, M. (2020, November 28). After series of disasters, students unite to
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[15] Beycioglu, K., & Kondakci, Y. (2020). Organizational Change in

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[16] Flovik, L., Knardahl, S., & Christensen, J. O. (2019). The Effect of
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[17] Rameshan, P. (2021). Crisis Leadership of Covid-19 Fightback:

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[18] Lago. (2021, September 22). Study paints a grim picture of some Filipino
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[19] Franco. (2020, April 13). The Preferred Filipino Leader: How do our
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[20] Brearley, B. (2019). Why good mental health is a leader’s best friend.
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