Originally published February 2007 · Updated November 2025
This refreshed edition adds insights from my 10 years at SM (1998–2008), when I helped open 20 SM Cinemas and Supermalls and lived Henry Sy Sr.’s 14 Work-Life Principles in action.
When I joined SM in 1998, I didn’t realize I was stepping into a leadership laboratory that would shape my management philosophy for life. Ten years later—two as Training Officer for SM Retail and eight as Senior HR Manager for SM Cinemas—I had helped launch around 20 new SM Cinemas and Supermalls nationwide. Those years built the foundation of how I lead, think, and build organizations today.
How 10 Years in SM Shaped My Leadership and Management Journey
From 1998 to 2008, I was privileged to be part of the core HR leadership team that handled the end-to-end rollout of new SM branches—from hiring and training pioneering employees to corporate governance, performance management, and regularization.
After a decade of growth, I moved to an executive role in another company, carrying with me the values and discipline learned from SM’s people-first culture.
“He bears no arm, but his weapon is more powerful—investments—and the war he wages no less significant than those fought by soldiers—the fight against poverty, the battle for his country’s prosperity.Henry Sy Sr. is a patriot. Webster’s Third International Dictionary defines a patriot as: 1. a fellow countryman; and 2. a person who loves his country and defends and promotes its interests; 2. : a soldier who fights for love of country. Sy, 82, fits both definitions—a fellow countryman and a person who loves his country.” – Nick Legaspi. February 9-10, 2007 issue of Business Mirror | Mr. Henry Sy Sr., Graphic Man of the Year.
Living the 14 Work-Life Principles of Henry Sy Sr.
Mr. Henry Sy Sr., founder of the SM Group of Companies, was more than a business tycoon—he was a nation-builder whose leadership was anchored on discipline, humility, and long-term vision.
Having spent 10 years under his organization, I didn’t just study these principles—I experienced them firsthand.
1. Strive to Be a Leader in Your Chosen Field
When I was still a probationary employee, my branch manager advised: “Find your place, and once you find it—keep growing.” Leadership begins by owning your role and growing from there.
2. Be a Person of Integrity
SM’s built-in checks and balances ensure integrity at all levels. Breaches are dealt with seriously—proof that trust is non-negotiable.
3. Have a Long-Term Vision and Strategy
Every SM decision is anchored on vision and longevity. From mall locations to HR systems, it’s about sustainability, not quick wins.
4. Focusing Means Concentrating and Prioritizing
With simultaneous projects nationwide, focus was critical. We learned to cut distractions and prioritize what truly moved goals forward.
5. Have Great Passion to Achieve
Passion drives perseverance. Those who thrived at SM were fueled by its mission to serve Filipinos and build communities—purpose fuels performance.
6. Work Hard
Every mall opening was a grind—late nights, site inspections, and interviews. Excellence through consistency molded our work ethic.
7. Be Patient and Persevere
Building something enduring takes time. We learned that steady hands build lasting results.
8. Recognize Opportunity
Many of SM’s best ideas started from small insights. The culture trains you to spot opportunities others overlook.
9. Be Optimistic
Optimism was embedded in the company DNA. Even during downturns, the mindset was, “There’s always a way forward.”
10. Be Confident
Confidence was earned through preparation and trust. SM empowered employees to make decisions—that’s how real confidence is built.
11. Be Disciplined
Discipline wasn’t optional. From punctuality to accountability, it sustained success long after motivation faded.
12. Build Your Organization
SM continuously adapts to economic shifts while investing in capacity building—from executives to rank-and-file.
13. Make It Your Mission to Provide Employment
Each new mall meant hundreds of jobs. Growth was always tied to nation-building through employment.
14. Social Responsibility Is Important
Beyond public CSR, I’ve witnessed SM’s quiet generosity and employee welfare programs. Corporate citizenship was lived, not announced.
Reflections from the SM Years (1998–2008)
Those ten years at SM were my finishing school in leadership.
The 14 Work-Life Principles of Henry Sy Sr.are practical, actionable, and timeless. When I left to take an executive position elsewhere, these principles became part of my DNA. They continue to shape how I help organizations Align, Strengthen, and Kickstart (ASK) their people strategy today.
Related Henry Sy Sr. Reads
- Henry Sy: Dreams Can Be Realized
- 10 Secrets of Henry Sy’s Success
- How Integrity Is Demonstrated in the Workplace
💡 The ASK Takeaway
Henry Sy Sr.’s 14 Work-Life Principles remain timeless because they echo the heart of our
ASK Framework — Align • Strengthen • Kickstart:
- Align your purpose and values with long-term vision.
- Strengthen your discipline, integrity, and people-first culture.
- Kickstart sustainable growth by turning passion into service and social responsibility.
When we live by these, we don’t just build businesses — we build communities that last.
Frequently Asked Questions
Who is Henry Sy Sr. and why is he admired in the Philippines?
Henry Sy Sr. was the founder of the SM Group of Companies—one of the largest retail, mall, and banking empires in the Philippines. He is admired for his rags-to-riches journey, discipline, long-term vision, and for creating employment opportunities that uplifted communities.
What are the 14 Work-Life Principles of Henry Sy Sr.?
They are guiding values centered on leadership, integrity, hard work, patience, opportunity, discipline, and social responsibility—principles that shaped SM’s culture and its enduring success.
How did Sonnie Santos apply these principles during his 10 years at SM?
From 1998 to 2008, I served as Training Officer for SM Retail and Senior HR Manager for SM Cinemas, helping open 20 new branches and seeing these 14 principles lived daily in leadership and people management.
Why was this article refreshed in 2025?
Originally written in 2007 when I was still with SM, this article was refreshed to include my decade-long experience (1998–2008) and how Henry Sy Sr.’s lessons remain relevant for today’s leaders and HR professionals.
How can these principles be applied in today’s corporate world?
They remain timeless—build integrity systems, think long-term, invest in people, adapt to change, and link business growth with social responsibility. These are foundations of sustainable leadership in the AI era.
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