The important thing is that it is in our hands to decide which path we take and if we take advantage of the opportunity to improve personally and as a group. When I prepared the talk you mentioned. That’s when I became fully aware of the improvements I had made in my life: improvements that have benefited my physical and emotional health. As well as my social and spiritual life. What’s more. Living through that situation allowed me to realize that during the crisis I was happier than before I had the pain. How should we present the proposals for improvement so that they do not sound like a complaint? When we detect a problem. We must communicate it.
But presenting alternative ideas that imply an improvement. And argue these proposals so that the company sees what it will gain from the change. My team already knows that if one of them thinks to Ecuador email address up with a problem. They should also come with 3 alternatives. In addition. The person who has detected the problem is the ideal one to find solutions. Since they have had the ability to see what is failing. And the fact that one of its proposals is implemented will motivate it. We have a tendency to blame. Managers hold workers accountable and workers hold managers accountable. Yes.
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And it is not about looking for blame. But responsibility. And that responsibility is usually shared: it is co-responsibility. How many times have I thought “this director or this manager is doing really well. But there are some toxic habits that are very ingrained in the company”. How do you change a company culture. Taking into account that what costs people the most is precisely the change? Company cultures are very solidified. In order to start a process of change. It is first necessary to analyze the moment in which the company finds itself; that is
Knowing where we are starting from and identifying the benefits and costs derived from the current situation (economic. Personal. Emotional. Team. Etc.). And the second step? Work on how to avoid or reduce harmful costs and how to improve profits. And even how to get new ones. That is. Analyze what we have. Detect what is causing what we have and see how we can introduce changes. All this before the swot. It is a job that must be carried out by asking the entire echelon of the organization; a job that must have the active participation of the teams because they have first-hand information that will probably be very valuable.
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The leader is the one who facilitates the development of potentialities. Abilities. Talents; of both teams and professionals. And facilitating. In many cases. Should be read as ‘not hindering’» to achieve significant changes. All staff must be incorporated. That’s how it is. I always tell managers: “Everything for the employees. But without the employees” doesn’t work. You have to know their expectations. And to move in that area that cipolla explains in which the objectives of each other are compatible; that is. In which everyone can maintain their objectives. If we make the company’s objectives compatible with the professional and personal objectives of the workers.
