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“Lo importante no es responsabilizar a alguien por el error sino, en cambio, descubrir qué ocasionó el error” – Akio Morita
Estos días, mientras estamos poniendo el poder de las reflexiones en juego, mientras estamos pensando y reflexionando en nuestros pensamientos, iba revisando la biblioteca de Scoop It, y me encontré un informe sobre la importancia de un liderazgo ético, es decir, la importancia de la ética y de los valores en las organizaciones y los diferentes tipos de centro, como los destinados a la ensñanza-aprendizaje. Semanas atrás os hablaba de La cultura del miedo dentro de las organizaciones, es aquí donde radica ya una falta de valor y de ética. Estos días, mientras estamos poniendo el poder de las reflexiones en juego, mientras estamos pensando y reflexionando en nuestros pensamientos, iba revisando la biblioteca de Scoop It, y me encontré un informe sobre la importancia de un liderazgo ético, es decir, la importancia de la ética y de los valores en las organizaciones y los diferentes tipos de centro, como los destinados a la ensñanza-aprendizaje. Semanas atrás os hablaba de La cultura del miedo dentro de las organizaciones, es aquí donde radica ya una falta de valor y de ética.
También hablamos sobre los equipos-logia para mirar el futuro de la organización, pero este no lo podemos mirar, si no miramos nuestro pasado, es decir, las raíces de nuestro centro, de nuestra organización, el valor, la misión, la visión y, sobre todo, el comportamiento ético.
Por todo ello la gestión del cambio va a ser
fundamental
"Deja de hacer hoy lo que no quieres terminar haciendo toda tu vida". Robert Kiyosaki Hace tiempo leía el libro de Los 7 Hábitos de las Personas Altamente Efectivas por Stephen R. Covey, uno de los hábitos que más nos llama la atención es el cuarto hábito. También hacía tiempo que no escribía en el…
juandon Si ya hemos madurado lo suficiente y hemos entendido que aprendiendo con elearning, es mayoritariamente hacerlo por nosotros mismos, de manera autogestionaria (autoaprendizaje), por lo que nos acercamos y mucho a lo que la sociedad quiere. Ya ni el docente nos enseñará, ni los directivos tendrán que decirnos que nos pongamos al…
During the first half of 2014, I trained for and ran two half-marathons, back-to-back. This was a huge achievement for me as for the first time in my life, I didn’t get out of breath just from climbing stairs. Finally, I had become the holy grail of “fit”.
Shortly after the second half-marathon, I moved house. On moving day, I got up bright and early to load the crammed boxes into the van. However, as I went to carry the first box, I found I couldn’t lift it. But I was so fit, I’d just run two half-marathons – what happened?! Well, it turns out, not all exercise is created equal. Although I had strong legs and stamina, my arms had not been trained at all, so I was weak as a kitten in my upper body. I was not what is known as functionally fit.
Functional fitness is the concept of linking exercise back to everyday movements found in daily life so that you can sense and respond to any external force or challenge that may come your way. For example, lifting boxes, running for the bus and dodging pedestrians.
This is the same type of strength needed in organisations if they are to thrive in the 21st century. Large corporations have traditionally been good at developing the structures and practices to enable efficient and predictable results, but this is the equivalent of just jogging on a treadmill every day. This worked when external conditions were stable and could be predicted. But what happens if you have to run outside, on unknown terrain, at varying speeds and with potential obstacles? Jogging on a treadmill doesn’t prepare you for a more uncertain and complex environment.
You must encourage and nurture certain attributes in order to have a culture that can thrive in unpredictable conditions. As part of our recent Digital Transformation Barriers Report, we have analysed best practice cultures and drawn on our experience with clients and our own teams to define these. These are the five muscles of your culture that must be exercised so that your organisation is functionally fit, and primed to respond to changing market dynamics:
Via David Hain
Facebook, Google, Tesla, Zappos, Twitter, SquareSpace etc. These are some of the companies that have set such high standards that every person wants to work for them. But, what is it that they are…
Via Anne Leong
Change is one of the most common causes of stress inside organizations. Leaders struggle to inspire their teams amongst constantly shifting priorities, while individual employees feel uncertain about the future resulting in higher levels of anxiety. Advertisement There are many reasons that change occurs in an organization, but it may feel like the amount of change we experience at work is increasing.
Via Sandeep Gautam
As an employer, you know that striking the balance between being respected and being liked is a stunningly hard task. I would like to offer you a type of management that refuses this premise entirely. The most successful employers work with all their employees, and are often seated alongside their lowest tier employees. This model completely smashes the damaging hierarchical system that most companies have.
Learn how “going for breakthrough” radically increases your chances of achieving transformational change in business results, culture and leadership.
Via Virtual Global Coaching
“La resignación es un suicidio cotidiano”. Honoré De Balzac
Hasta ahora hemos hablado de la creación de empresas que valoren las ideas, estas además nos proporcionan una colaboración, dónde además intentamos definir la cultura de la propia organización para así definir las estrategias dentro de la empresa, como la mejora de los procesos. A todo ello si le sumamos la creación de una cultura de colaboración de gratitud, por fin podremos empezar a ver un poco de luz, hacía dónde podríamos ir.
Tiempo atrás hablamos de la importancia de la creación de la cultura en las empresas. La creación de la cultura necesita mucho trabajo. No es un uno y hecho. Requerimos el mantenimiento y el cuidado continuo para mantenerla sana y en consonancia con nuestros valores. La cultura no es un concepto abstracto etéreo que existe y funciona en un vacío. Se crea, influenciada y dependiente de la dirección. Y allí entra en el desafío, entra nuestro desafío.
Company culture is a strategic imperative that must be created and transformed by design, not by default.
Your people make your company and their beliefs and behaviors determine a company's culture.
Tango Card's CEO David Leeds explains how he created an organizational culture of transparency and results.
La cultura empresarial ha de ser acorde a los cambios acontecidos en el seno de una organización. El problema reside en que si la organización debe asumirlos en
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por Angélica Pineda - Para ocho de cada diez altos ejecutivos de empresas, la cultura organizacional es hoy en día una ventaja competitiva, entonces sorprende
por David Herrera - Si analizásemos apenas algunos casos de empresas exitosas y empresas no exitosas, seguramente encontraríamos estrecha relación entre ese
por Isabel Carrasco - Sigal Barsade, profesor de management en la Escuela de Negocios Wharton y Olivia O´Neill, profesora de management en la Universidad George
Facebook, Google, Tesla, Zappos, Twitter, SquareSpace etc. These are some of the companies that have set such high standards that every person wants to work for them. But, what is it that they are…
Via Coloma Canals
In an earlier post, we discussed what it was like to work at a startup from early funding through Series C. To recap, we looked at 71,000+ respondents in our employee feedback and analytics platform…
There is a fine line to walk while balancing a company’s bottom line and attracting great talent. Because the employees who work for you are the most valuable asset that your company has at its disposal, making sure they are productive and healthy and happy both in and out of the office is
Unconventional ways to boost innovation, productivity and collaboration in the workplace.
Read more about Amit Tandon: Nurturing corporate culture on Business Standard. How often does the board discuss company culture?
por Susana Baizabal - En la vida del emprendedor hay cierto encanto ¿sabes? Me encanta escribir en distintos medios por ejemplo, desayunar con distintos
Author Caroline Webb’s new book, "How to Have a Good Day," dives into the latest behavioral science research on a question we all want answered: What can we do to be happier at work – and elsewhere?
Via Marc Wachtfogel, Ph.D.
Culture is the single most important factor in organizational success or failure. It tells employees how to behave, how to do their jobs and how “things are done around here.” But would your employees, middle-management and executives all describe your culture the same way? Articulate your culture Being intentional about culture means you
Via Manuel Jorge García
Simple strategies such as getting a good night's sleep and tapping into your creative strengths can impact your career.
Via Bobby Dillard
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