Editor’s Letter
Leadership today is not only about learning new skills. It is equally about unlearning habits that once served us well and stepping into new ways of leading.
This month, we focus on the Leadership Shift – where curiosity, empathy and growth redefine how leaders lead.
Unlearning Command and Control
by Julius Ordonez, MCC, ACTC
As leadership evolves, so must the habits that define it.
Leadership is no longer about giving orders—it’s about asking the right questions, listening deeply, and drawing out the potential in others.
A great people manager once said, coaching is the leadership style of the future. And I add—that future is here, and it is now.
Many leaders have been used to directing, instructing, commanding, and controlling. At times, especially when speed is of the essence, this approach is necessary. But when it becomes the default, it misses the opportunity to build people’s capabilities and develop the potential that resides in them.
“Leadership is no longer about giving orders—it’s about asking the right questions, listening deeply, and drawing out the potential in others.”
Two primary Humanistic Psychologists, Carl Rogers and Abraham Maslow, theorized about self-actualization. They define it as the lifelong drive to realize one’s full potential, creativity and purpose.
It was Rogers who introduced the concept of Unconditional Positive Regard. UPR is a non-judgmental support that fosters self-worth and self-actualization. It reflects the belief that potential exists in everyone, regardless of behavior or feelings. That potential is unlocked when leaders cultivate curiosity—drawing out creative ideas, innovative solutions, and what people themselves think, rather than imposing what the leader believes should be done.
Aligned with UPR, leaders practice empathy through active listening, helping people feel seen, heard, and valued. They are recognized, encouraged, and empowered to rise to the occasion.
Maslow’s “hierarchy of needs”, on the other hand, theorized that self-actualization is a lifelong drive to realize one’s full potential. He placed it atop his hierarchy of needs. Once physiological, safety, love and esteem needs are met, individuals are driven to satisfy their highest need which is self-actualization.
From telling to asking. From directing to exploring. Gone are the days of command and control. Today’s leaders lead with curiosity and empathy at the core, building capabilities, helping people reach their full potential and shaping the future of leadership.
From Expert to Leader: The Shift from Knowing to Becoming
by Lynne Reyes, PCC, A.npn
One of the most defining moments in a professional’s career is the shift from being valued for what one knows to being entrusted with leading others.
From expert to leader—how does one make that shift? How does one move from a space of knowing to a state of becoming?
Consider a young talent in the finance department who was recently promoted to a managerial position. Without a doubt, her track record spoke for itself.
She now finds herself at the helm of a team. Most members of her team are either older or more tenured than she is.
In her rather soft voice, she asks, “How will I navigate this new leadership position when I am not feeling so self-assured?”
Transitioning from a specialist role to a leadership position is an exciting and rewarding career move. Yet the shift is not always easy. While expertise drives success as a specialist, stepping into leadership requires a different set of capabilities—managing people, developing strategy, and inspiring teams.
She begins to realize that she is used to making individual contributions through her field of expertise and is now faced with the demands of making even greater contributions—not by herself, but through people. Leadership, she begins to see, is no longer about having the best answers, but about enabling others to bring their best thinking forward.
“Leadership, she begins to see, is no longer about having the best answers, but about enabling others to bring their best thinking forward.”
What, then, is the way forward? And how does one see that path with clarity?
The way forward always begins with the self. The confidence she needs to build starts with the openness to go inward—to see who she is, who she wants to become as a leader, and what she can give.
“The way forward always begins with the self.”
Self-assurance grows from mustering the inner strength and courage to:
- Acknowledge what she feels and what she is afraid of — afraid of failure, of making missteps, of being seen as incapable. Only after naming these feelings can she take responsibility for them and address them.
- Lead with authenticity. Authenticity comes from knowing and acknowledging her strengths and what she can contribute. It also means recognizing her weaknesses and intentionally equipping herself in areas of growth.
- Be willing to show her vulnerability. No leader has all the answers. Contrary to what many believe, vulnerability is not a weakness but a strength—the strength to accept that she does not have everything figured out.
- Truly and actively listen. Remain open to listening and ready to accept the contributions of others, and in the process harness the collective capability of the team.
“Contrary to what many believe, vulnerability is not a weakness but a strength – the strength to accept that she does not have everything figured out.”
When a leader shows up this way, something important begins to happen—the team starts to meet her halfway.
From this courage emerge the collaborative partnerships and emotional connections needed to build a team that is inspired, takes ownership of its objectives and outcomes, and feels both empowered and enabled.
With intentionality and consistency, the rest begins to follow—building a shared vision, developing strategic thinking, managing conflict, rising to challenges, and growing people.
The shift from expert to leader is not simply a change in role—it is a journey of becoming.
When Was the Last Time You Did Your Spring Cleaning?
by Joanah Mendoza
Assistant Vice President for Regional Restaurant Operations, McDonald’s Philippines
It has been over a year since I first met Coach Lynne. She must have sensed my demeanor, yet she also saw that I was open to being coached. What followed was a six-month journey of self-discovery.
During our first session, she asked how my weekend went. I casually said, “I just did my spring cleaning at home.” From that simple remark emerged the most organic metaphor. I began to recognize the emotional baggage I had accumulated over the years. I was confronted with the difficult choice of what I needed to let go of versus what still served me—what deserved space in my trunk, and what no longer had a place in my life.
It was the spring cleaning I needed—literally and figuratively. Afterward, I felt lighter. Freed from burdens that had weighed me down, I was finally able to create space—mentally, emotionally, and strategically—for better mindsets to grow. That renewed outlook shaped how I led, how I engaged with my peers, and how I related to my superiors.
“Freed from burdens that had weighed me down, I was finally able to create space—mentally, emotionally, and strategically—for better mindsets to grow.”
Fast forward to today, Coach Lynne and I met again.
Have I sustained the changes I once embraced so eagerly?
Throughout our coaching journey, she helped me recognize that some long-held beliefs remained—beliefs that hindered my growth and no longer served me well. With courage and intention, I released them. New perspectives surfaced. Clarity followed.
Here are excerpts from our reunion:
Coach Lynne: What have you gained from coaching that you continue to carry forward?
Joanah: I’ve become more self-aware and reflective. I no longer give in to my emotions right away. I know my tendency to be reactive, so now I pause. I think before I respond. That brought better results—not only for me, but for the people I lead. Natuto akong makinig. I used to resist feedback and take it personally. Now, I accept my weaknesses and welcome constructive feedback. I even ask for it.
CL: I’m glad to hear about your continued growth in self-awareness and emotional regulation.
J: I’ve also changed how I talk to my team. I still look at their performance, of course—but now I listen more. Before I react, I try to understand their reasoning and what’s behind their actions.
“I still look at performance, of course—but I now listen more.”
CL: That sounds like coach-like conversations. I sense empathy.
J: Yes, empathy has truly grounded me as a leader. I didn’t just receive coaching to improve my performance—I also learned how to coach my people. Recently, I acknowledged the reputation I had built in the past and how it affected the way others related to me. I told my team that those perceptions belonged to the past and reassured them that we are moving forward. I am now more mindful of their feelings and what they need, so I can support them better.
CL: If you were to describe your transformation in a few words?
J: From directive to supportive. From reactive to empathetic. From task-oriented to people-oriented. From coachee to coach.
Ever since I had my coaching with Benchmark Consulting, I’ve become an advocate of coaching—I believe it’s truly beneficial for one’s mental health and well-being.
My transformation is ongoing. I want people to feel more comfortable with me as I become more approachable and supportive. Recently, after facilitating a training session, I received unsolicited feedback from a manager who shared that he admired my leadership and wanted me to be his mentor. That affirmation meant a lot to me.
With everything I have gained from coaching, I remain intentional about carrying a presence that is firm yet soft, fierce yet tender, action-oriented yet thoughtful. More than a year later, I continue to evolve—striving to radiate a transformation rooted in inner strength, expressed through empathy.
Without realizing it, that weekend of spring cleaning became the springboard for the clarity I needed to create lasting change.
“I continue to evolve—striving to radiate a transformation rooted in inner strength, expressed through empathy.”
As a coachee, I couldn’t be more grateful for the guidance that helped me embrace my self-discoveries and step fully into the leader I now understand I have always been capable of becoming!
(Joanah has been with McDonald’s Philippines for 37 years. She started her career as a crew member, served as Director for Franchising during her coaching engagement with Benchmark Consulting, and is now Assistant Vice President for Regional Restaurant Operations.)
When someone comes to you with a problem, pause before offering advice.
Instead, ask:
- What options are you considering?
- What would success look like?
- What feels like the wisest next steps?
Expect silence to follow. Allow it.
The wisdom we have gained from deep and varied experiences may have turned us into “fixers”. This makes it quicker and easier to solve the situation at hand. But when we ask them questions, we develop them into thinkers and strengthen their ability to build their capacity.
Leadership is not about having all the answers. It is about strengthening one’s ability to find them.
“The way forward always begins with the self.”
Program Offerings
We’re excited to share two NEW programs in partnership with Excelia!
1. AI-Powered Coach™ Certification Program
Whether you’re just starting out or are an experienced coach, this program will equip you with the tools and confidence to take your coaching career to the next level.
WHEN & WHERE:
12-week program, starting March 26, 2026 Pacific Time (US)
(March 27, 2026 Philippine Time)
Online via Zoom
2. AI-Powered Leader™ Program
This is a hands-on leadership working session built around the AI Leadership Maturity Map™ — helping leaders move from ad-hoc AI use to confident, visible AI leadership.
WHEN & WHERE
April 16 & 23, 2026 at 5PM-9PM Pacific Time (US)
(April 17 & 24, 2026 at 8AM-12PM Philippine Time)
Online via Zoom
Coaching Skills for Leaders (Coaching for Success)
Benchmark Consulting’s coaching course equips leaders with the skills to develop their teams and unlock their top performance. Our program goes beyond traditional coaching models, providing a unique blend of theory, practice, and ongoing mentorship to ensure lasting behavioral change. This ensures that leaders integrate them into their leadership style for long-term impact on their teams and the organization.
WHEN & WHERE:
April 7–8 and 14–15, 2026 at 9AM-12PM Philippine Time
Online via Zoom
Leadership evolves when we do. The question is not whether we are capable of transformation. Most leaders are. The deeper question is whether we are willing to pause, reflect, and let go of what no longer serves us to define the leadership identity we want to create.
What might shift – in our teams, in our culture, in ourselves – if we choose to begin?
What is one thing that resonated strongly with you? Let us know below!
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