Gracias a Miriam Kurlat, accedí a este excelente video sobre la progresión exponencial del cambio producido por la tecnología de la información, desarrollado por Karl Fisch, Scott McLeod, y Jeff Bronman.

Parafraseando a Eric Hoffer, el vértigo que produce nos ayuda a percatarnos de que quienes no asuman una actitud de aprendizaje se encontrarán perfectamente equipados para tratar con un mundo que ya no existe. ¡Que lo disfruten!

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De la encuesta que estamos llevando a cabo surge que el fortalecimiento del liderazgo es el área de desarrollo en la que mayor interés tienen los ejecutivos que participaron hasta el momento. Como un intento de hacer un aporte a quienes desean delinear estrategias efectivas para atender este interés, compartimos una lista de 7 prácticas claves a tener en cuenta.

  1. Concebir al liderazgo como una tarea no sólo del CEO, sino también de gerentes y supervisores.
  2. Alinear el desarrollo del liderazgo con la estrategia organizacional.
  3. Reflejar los valores de la organización en las competencias de liderazgo a desarrollar.
  4. Involucrar a los ejecutivos en el diseño del programa de desarrollo de liderazgo.
  5. Desarrollar sus propios líderes, en lugar de traerlos de otras empresas.
  6. Vincular el proceso de desarrollo de liderazgo a los planes de sucesión.
  7. Evaluar periodicamente la frecuencia en la que se observan los comportamientos de liderazgo deseados, como una forma de medir y retroalimentar la efectividad del programa.
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Por Magdalena Quinteros, Consultora en Recursos Humanos, para Noticias que dan trabajo.
De casualidad es que escuché el término y por no saber nada sobre el mismo es que decidí investigar al respecto. 
Para los que, como yo, no lo conocen les cuento que es la capacidad de una persona o grupo para seguir proyectándose en el futuro a pesar de acontecimientos desestabilizadores, de condiciones de vida difíciles y de traumas a veces graves. Obviamente se puede aplicar en todos los aspectos de la vida de una persona y como profesional de RRHH es que me interesó averiguar en la posibilidad de aplicarlo en el ámbito laboral. Considero que conocer sobre este tema puede ayudarnos a intentar ayudar al resto de las personas en estos tiempos de crisis. Además descubrí un artículo publicado en una página española en el que uno de sus párrafos dice: “Los empresarios sudamericanos, por ejemplo, al haber sido formados en un entorno de inestabilidad permanente, poseen para desenvolverse en un contexto inestable un instinto mucho más desarrollado que empresarios y ejecutivos de otras latitudes… Acostumbran a ser personas criadas en ambientes menos favorables. Mucha gente ha tenido que aprender a superar momentos personales y laborales duros, cosas que le han permitido forjar el carácter y todo esto hace que su espíritu de supervivencia se transforme en resiliencia”. Se de una empresa argentina que ya está dando charlas a sus empleados sobre este tema para ayudarlos a afrontar estos tiempos de crisis. Me gustaría que me cuenten sus experiencias, quien la tenga, y la opinión de todos sobre este tema.

¡Gracias Magdalena por tu aporte!

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Ante el escenario económico actual, muchos ejecutivos se preguntan “qué hacer para avanzar con iniciativas de desarrollo organizacional”. Compartimos ahora la opinión de German Durand, Director of The Coca Cola University for Latin America:
El gran desafío ahora es convertirse en una inversión y no un gasto que siempre se corta primero que nada ante la crisis. La única forma es crear soluciones más rápidas, más específicas y personalizadas, más cortas en duración y más efectivas. E-learning, ad-hoc blended learning, JIT Training, etc. deberemos llevarlos a un nivel donde las empresas vean alternativas costeables, interesantes y efectivas para retener, desarrollar, motivar, inspirar y comprometer a sus empleados.

¡Gracias German por tu aporte!
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La calidad de las relaciones hacia dentro y fuera de una organización tiene un impacto directo en los resultados que sus integrantes son capaces de generar. En la empresa el hacer es hacer con otros. Generar y sostener relaciones de confianza, es un imperativo estratégico que requiere de atención y cuidado. “La confianza es el lubricante que hace posible el funcionamiento de las organizaciones. Es difícil imaginar una organización sin algún aspecto de confianza operando de alguna forma en algún lugar. Una organización sin confianza es más que una anomalía, es una aberración, una oscura criatura de la imaginación… La confianza implica responsabilidad, predictibilidad, confiabilidad. Es lo que vende productos y mantiene a las organizaciones en marcha. La confianza es el adhesivo que sostiene la integridad organizacional.” Bennis y Nanus, autores de Líderes.

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