Q Can you explain your ideas about the nature of leadership?

A Leadership is the process by which one person influences others to accomplish a certain goal,
and directs the organization toward coherence.in another word, one affects others in order to
achieve specific goals
Q Do you consider your – self a leader or a manager?
A The main function of management is sequence and consistency in a number of processes such
as planning, setting financial goals, organization, staffing and problem solving while The main
function of leadership is to create constructive change. For example, there is a vision to create a
direction, to connect people, motivate, and inspire.I'm a leader because I make employees want
to achieve high goals, Not simply instructing people around
Q What do you think are the characteristics of a good and effective leader? Why?

When I was in university I did learn about the Big five leadership theory and I think is quite good for
a leader so I try to keep myself follow it. Also, in my opinion, a good leader has to be confident, be
honest, integrity and drive. Also :

A Be a good example for your employees: “They do not just listen to what you want to them, they
also want to see the headphones. We must change to become the kind of people we expect of
employees” - Mahatma Gandhi says.
A Must be the leading person:

You must have a true view of who you are, the knowledge and the abilities you have. Also, do not
forget that the person who decides the success of a team is not the leader but the team members. If
the members do not trust or lack confidence in their ability, they will feel lack of motivation. So to
be successful, you must be able to convince your followers (not yourself or your superiors) that you
are a competent leader who deserves to be followed.

A Be observant:

Each employee is aligned with a different leadership style. For example, a new employee requires
closer supervision than a veteran employee. Or as a lack of motivation requires a different approach
to a motivated person. To better manage your employees, first understand their personality: what
they need, how they feel and what makes them more motivated to work ... In other words, you have
to understand your staff, know Who are they, who they know, and what they do

A Communication:

You lead through two-way communication. For example, when you "set the example for an
employee," you convey the message: You do not want employees to do things differently. as well as
the way you communicate will directly affect the relationship between you and the staff.

A Know the situation:

Not every situation is the same, so what you do in this situation is not likely to work in another
situation. You must use your judgment to determine the best action and leadership style needed for
each situation. For example, you need to talk to an employee directly for improper behavior, but if
you do not do it right or wrong, you will not be able to solve the problem.

Q What can you do to increase your self-esteem?

A Promise less, do more: This came from the advice of Tom Peters in his 1982 book, "In Search of
Excellence." Although there are disagreements, this advice is always No. 1 with leaders today.
Peter once said,
"In today's market, when a business has to compete with a lot of competitors, trust, and not just
the promises, it's the most valuable strategy, especially in the long run. Quick response to
customers is what every business has to do, but fulfilling all the new commitments is the most
important thing. "
However, this does not mean that leaders must do everything at the same time. Instead, they
need to keep their promise to everyone, from customers, partners to employees. Only in this
way can they build their trust and respect.
A Show respect: Express gratitude for the dedication of employees:
• Write employee praise letters
• Praise employees at company when you see them
• Have personal encouragement and feedback
A Always modest: Lazlo Bock, Google's senior vice president for human resources operations, said
in the Harvard Business Review that "humility is what he always looks for in new employees.
When members of a group have a modest attitude, they can solve problems together and be
ready to learn. " Humility is one of the characteristics that every leader has.
As a humble leader, you need to be open about your mistakes and take them as lessons for
everyone. You also need to encourage the exchange of information among team members and
provide opportunities for employees to demonstrate their leadership.
A Share your vision: Whether your vision is based on a living maxim or an immortal quote from
someone, you should also learn how to create and share your vision to keep your staff engaged.
and always full of motivation
A Always tell the truth: Whether good or bad, being honest with employees will help you build
trust because honest feedback will help employees develop their strengths or make the right
adjustments to improve their work.
A Work effectively, not just busy: There is a clear difference between effective people and those
who are always busy. For example, people with high performance often have clear goals, have
little priorities, are not afraid to say "no" when needed, take advantage of the time at work and
always want others to work. As effective as you.
A Inquisitive and sharing: The leader is also a learner. They must constantly learn and improve
themselves. Only in this way can they share their knowledge, knowledge, and help.
Leaders can learn from books, get people's opinions, participate in teaching activities,
workshops, workshops. However, they need to remember that learning is just the beginning,
and the next step is to share and communicate what they already know, learned for everyone.
A Have passion
A Keep track of your progress: You can see how you grow up, how your company develops and
how your leadership is improving.
A Encourage people to become leaders: leaders not only create happy employees, they are also
the inspiration for others to become leaders. They will be happy not to be threatened when
their employees achieve higher achievements and positions in life.
Q Can you give examples or share stories that illustrate when you think that you have displayed
good and effective leadership?
A This is quite interesting, when I first take this position, I was still young while most of my staff
are older and have more experiences with this building than me, they have worked in here for
more than 8 years.At that time, They don't accept a younger to lead them because they thought
they have more experiences in running this building than I did and they still have to consult me
and let me lead them?some people even jealous with me because I have a good start and I got
promoted faster then anyone did.So it took me a long time to gain their respect and trust.At
first, I tried my best to make them thought that they were important by consulting them when
making decisions, and it was a good decision because they are professional in their work, I tried
to do the works by teamwork, not just me on my own view to make the decisions.Secondly, I
tried hard to know them well, tried to be their friend and made my presence became familiar
but still ensure them keep me in mind as their boss, maybe outside of work I’m their friend but
in the company I’m their boss. I try to keep things balance like that, after 3 to 4 years they got
familiar with my existence in the company and because I respect them so they also did the same
with me, plus my achievements and dedication to the company, they have no problems with me
anymore and I still keeping that way till today.
Q Can you talk specifically about your leadership skills in your present working context?
A Develop a sense of responsibility in your staff: Help your staff develop good personality traits
that can assist them in fulfilling their business responsibilities.
A Be proficient in techniques: As a leader, you must know your work and have a deep
understanding of the duties of the employee.
A Leading: This is an indispensable skill of a leader. Good leaders are challenged by success in
changing systems and people. Managers need to lead well to change products, systems, and
people dynamically. A good leader must be the one who motivates the process of deciding a
problem and giving his or her staff the decision. If you are a good leader, power comes to you,
but you must also harness the power of others. You have to accelerate the process and make
the process work. That is a difficult math problem.
A Planning skill: The leader is the decision maker and the whole company will act according to the
decision. It is the leader's decision that greatly affects business fortune. A bad plan can lead to
unintended consequences. Therefore, planning skills are important to ensure that leaders are
able to plan and reach all employees in accordance with the objectives of the plan. WHEN FIXED
PLANS, the leaders or managers must communicate information to their superiors and
subordinates for comments. During the implementation of the plan, the leader will need
problem-solving tools and, when necessary, make decisions within the scope of his or her
mandate.
A Problem-solving skills: Problem-solving can be done through the following steps: identifying the
problem, finding the cause of the problem, sorting the problem, finding the solution, and
choosing the optimal solution. A good leader will conduct this process in a nutshell and
effectively.
A Good communication skill: You must be proficient in spoken and written communication. You
have to know how to impress with your voice, body language, eyes, and expressions. Contracts
today are highly dependent on negotiation. Good communication skills also work in human
resource management. An expert in human resources has concluded that money can buy time,
not buy creativity or passion for work. The level of creativity or passion for work depends on the
ability to motivate employees to assert loyalty and employee commitment that cannot be
 earned by paying high salaries. The fact is that high salaries and a well-equipped office are just
the conditions, not enough for managers to keep a good employee.
Q How can you deal with staff who result in poor work? fastidious customer?
A 1. Have their own plan
A In the company, there are people who are always on time, someone often late and avoids work
every time possible. And their interpretation is always diversified as the manager does not even
know what to say.
A Solution: You must give them a specific time schedule and a very serious penalty for late or
disciplinary action. Only if everything is included is a general rule, even if you want it can not be
changed.
A 2. Not impatient but expressing disappointment
Refusing lazy people is very limited and needs to talk to them privately. But best of all, the
leader should let them recognize their mistakes and make new ones by themselves.
Expressing disappointment makes them feel guilty and feel that they are trusted and respected
boss should be disappointed in themselves, not the kind of annoying. It is a scandal for
employees to scold people for not being able to bear such words, even if they really do
something wrong.
A 3. Give them more work
It is a great mistake for a leader not to give work to lazy people and to think that they are not
capable of doing and failing well. However, you need to consider the fact that the person is lazy
but works well, because not everyone lazy means less work than a diligent person. According to
Bill Gates, "I always choose lazy people for hard work ... because they always find the easiest
way to do it."
A 4. Find out who they are
No matter what the reason, it may be that they often travel late in the morning because they
have to carry their children away from school, often thinking of Monday because they have to
go to the doctor or other reasons you have. It is easy to learn from other colleagues.
By finding out what other employees will do for you, you will have a solution for each situation.
For example, Brother A is often late because he has to carry his children to school so far, so
often 30 minutes late. From there, you can let him go 30 late in the morning and be late at work.
As mentioned above, it is reasonable for a lazy person to do something. Your job is to find the
best path and gradually improve the situation is most beneficial to both parties because if you
have admitted them to work and can stick for a while, then surely they are not human having
ability. What you need to do is a plan for yourself and follow the above behaviors to solve
problems for your employees.
Q What do you do when you think that you have disappointed someone or people?
A I haven’t disappointed anyone, if I do I think I will first try to find out the reasons why they have
disappointed with me and then when I have known it I will see if that reason is fixable or not,
right or wrong for example if they are disappointed with me just because they jealous with me
then I have to gain their trust and respect first then showing that I am better then them
Q Some leaders have concern for their employees and interpersonal relationships, they try to be
friendly and supportive.Other leaders concern for completing tasks and focuses on goal
achievement, they define the role of leader and employee.What do you think about these two
leadership behaviors?which one do you think that suit yourself?Why?
A I try my best at balancing between these twos, you cannot simply give tasks and expect people
to have good result without care about them and motivate them, the important thing is you
have to keep them feel comfortable and familiar with your existence but still define the roles of
boss and staff so that they don’t use your kindness as a reason for lazy
Q Between Tasks and relationships which one do you prefer to be the most important for
successful leadership and why?have you ever helped your employees solve their conflicts?
A I think is relationships, in my opinion, relationships are the main reason for achieving goals or
follow the orders of the leader and so on success on leadership. In normal human behavior, it is
difficult to like someone we never associate with and we tend to find the people we like. People
love to do things that bring them a reward. Friendship is a great gift to them.I did help my
subordinate solve their conflicts once, I call both of them in my office and try to find out the
source of their problems ,it turned out to be a personal problem so I told them to remember
that this is working environment and any conflicts between them have to put aside to work,then
I told them to hug each other and later days it seems like the problem had been solved.
Q
Q Do you think your leadership is effective or not?why?
A At the present, everything is all fines so I think that I’m still a good leader, we have achieved the
goal we set for and things all good.
Q Using Myers-Briggs personality test(MBTI Katharine Cook Briggs & Isabel Briggs Myers)
Q Can you give examples or stories where you traits affect your work and your leadership?
A I consider myself an extrovert person, I often going out with friends and colleagues for beers or
playing soccer and it ties the relationship between me and people in the company, it makes my
leading work easier when people are happy to see me around
Q Let's talk about your power, can you tell me about, how you gain your power and how you
influence people?
A My power comes from being well liked by others, my position as a chief director and I have the
ability to reward or punish people, also I have expertise in my job, I held the certificate of
Bachelor of Business Administration from Hanoi University of Commerce, Master of Economic
Management from the Hanoi National University of Economics, certificate of Intermediate
political theory study.I influence people through ingratiation, rationality, exchange favors or
knowledge and expertise, coalition formation.
Q What do you think about participative leadership?
A Using this style does not mean you are a weak leader, but the opposite, it shows that you are
holding the power that all employees must respect. This style is usually used when the leader
holds a piece of information, while the rest belongs to your staff. Of course, a leader cannot
know everything, and that's why you hire someone who is knowledgeable and skilled. Using this
style of work makes employees pleasant because it makes them feel they are parts of the team
and allow them to make more effective decisions, then listening and collecting diverse ideas will
help you be more creative and avoid narrow thoughts.
Q Do you agree that different situations demand different styles of leadership? why? for
examples, what you do when you have to deal with experienced,non-experienced employees?
A Yes I do agree that different situations demand different styles of leadership because not all
style have the same outcome, with non–experienced worker, I use participative style so that
 they can learn from others, with experienced worker I use task-oriented to give task to them
but also use relationships oriented style to ensure they keep on tracks
Q Finally, what you think it takes to lead successfully based on your experience and what not to
do?

A Everything I said before plus some lucky

→ Thank you for the information, I wish you success with your work and your life, may the
father of understanding guide us.