Leadership books often talk about finding your “style” and sticking to it. But for Dick Arnel Sevilla, Certified Management Accountant, effective leadership means doing the exact opposite.
“I apply ‘different strokes for different folks’ as I believe there is no such thing as ‘one size fits all,’” Sevilla tells Financial Adviser PH.
Over his career in finance and logistics, Sevilla has learned that the best leaders adapt—not just to market changes, but to the people they lead.
Why adaptability matters more than ever
In today’s workplace, teams are more diverse than ever—spanning different generations, skill sets, and cultural backgrounds. That means one approach to leadership simply won’t fit everyone.
Sevilla sees adaptability as not just a nice-to-have, but a requirement for success.
“Being a good communicator and an agile strategist are essential leadership qualities in today’s workplace,” he says.
This agility allows him to shift between being a hands-on coach when a team member needs guidance and stepping back to empower others who are ready to take the lead.
Communication is the foundation
For Sevilla, flexibility starts with understanding his team. And that begins with communication.
“I always share my vision, passion, and direction,” he says.
By clearly communicating where the team is headed, he ensures everyone understands the bigger picture. From there, he can tailor his management approach—whether that means providing step-by-step guidance or giving someone room to experiment.
Re-establishing commitment during conflicts
No workplace is free from conflict. Sevilla’s way of handling it reflects his flexible leadership style.
“When I deal with difficult employees or workplace conflicts, I focus on re-establishing their commitment to the organizational goals,” he explains.
Rather than relying on rigid rules, he takes the time to remind people why they’re there and how their contributions matter. This shifts the conversation from blame to shared purpose.
Balancing company goals with employee well-being
Sevilla believes that flexibility isn’t just about adjusting your leadership style—it’s also about ensuring that company goals and employee well-being are not competing priorities.
“Part of company goals is employee well-being,” he says. “I am lucky to be in an industry where most companies believe that their best asset is their employee.”
By keeping both objectives in mind, he can adjust workloads, timelines, or priorities when necessary to protect both performance and morale.
Making tough calls without losing the team
Flexibility doesn’t mean avoiding hard decisions. In fact, Sevilla says some of the most difficult moments in leadership—such as letting go of good people due to circumstances—require both decisiveness and empathy.
“Sometimes, you have to make tough decisions and you have to be ready to stand for it,” he says.
By being transparent about the reasons behind these decisions and showing respect to those affected, Sevilla maintains trust even in challenging times.
Why flexible leaders get better results
In Sevilla’s experience, adapting to the needs of each team member creates a stronger, more motivated workforce.
Some people thrive with close guidance; others prefer autonomy. Some respond best to data and logic; others are driven by recognition and encouragement. By meeting people where they are, he’s able to unlock their full potential.
The result? Teams that perform better, communicate more openly, and stay engaged even in high-pressure environments.
The bigger picture
For Sevilla, flexibility isn’t a leadership trend—it’s a long-term strategy for building resilient, high-performing teams.
“I believe there is no such thing as ‘one size fits all,’” he says. “The more you understand your people, the better you can lead them to success.”
In a workplace where change is constant and talent is diverse, leaders who adapt will always have an edge. And for Sevilla, that adaptability starts with listening, communicating, and remembering that leadership is about people, not just processes.
