ACCEDE A MI WEB RELACIONES INTERPERSONALES EN LA EMPRESA

lunes, 31 de octubre de 2011

EL JEFE: SER O PARECER


¡Parece ser usted el jefe! ¿O es usted el jefe? Cuando analizamos las características, los comportamientos y actitudes de quienes tienen la responsabilidad de dirigir personas, de gestionar equipos; obtenemos el resultado de que son jefes, quienes se sienten jefes, quienes asumen el compromiso de conseguir unos objetivos beneficiosos para la empresa y para sus colaboradores.

La sociedad de la imagen, en la que vivimos inmersos, puede distorsionar la realidad de quien manda en una organización, de tal manera, que la apariencia de ser el jefe puede generar un beneficio a quienes estando en puestos de dirección, no ejercen como verdaderos jefes, y sí actúan como verdaderos actores.

La acomodación a un puesto directivo utilizando todo tipo de artimañas para asegurar la continuidad en dicho puesto, y su correspondiente buen sueldo, es el objetivo y el beneficio, de quienes quisieran que el mundo empresarial no girara, ni cambiara de temperatura, ni sufriera movimientos sísmicos en los mercados.

Afortunadamente, la vida continua, y cambia continuamente, ofreciendo oportunidades de mejora empresarial, de retos organizativos, de rendimientos colectivos. Cambios a tal velocidad que no da tiempo para utilizar otra máscara y actuar en la siguiente escena.

Están quedando fuera de escena, muchos directivos que se autoproclaman jefes, avalados por la placa identificativa de su despacho, y no por la valoración y aceptación de sus colaboradores, que lo identifican como el responsable del mal clima laboral, de la desmotivación generaliza en la empresa, del elevado índice de absentismo, y finalmente de los negativos resultados económicos.

¿Para quién es rentable “aparentar ser el jefe”? Es fácil la respuesta: para quien lo aparenta ser. Y, ¿a quién perjudica tal apariencia? A la empresa en su conjunto, a todos los actores que participan en la generación y optimización de la productividad de una organización.

Si usted considera que actúa bajo el criterio de la apariencia de “ser el jefe”, reflexione sobre los grandes y graves perjuicios que pueden estar causando a la empresa en la que ostenta el cargo de director, gerente… También es muy importante que reflexione sobre su trayectoria profesional, su desarrollo personal y profesional, en los últimos meses.

Puede contar con el asesoramiento de un coach empresarial, que le ayude a mirarse y a escucharse asimismo, observando su proceder profesional desde otra perspectiva, alejado de la vorágine, del mundo laboral, y empresarial. El coach o asesor personal, le ayudará a disminuir sus miedos profesionales; a dejar de aparentar; a ser valiente y mejorar su rendimiento profesional bajo el prisma del concepto transparencia.

Aprenderá a dirigir con inteligencia emocional, gestionando sus emociones y las de sus colaboradores; fomentando las actitudes y comportamientos productivos y saludables, para la organización, y para los trabajadores.
Puede usted contar con la colaboración, y el apoyo de uno o varios colaboradores; a ser posible personas sinceras y honestas; las que normalmente no forman parte de la escenificación que usted mismo a creado, haciendo un reparto de actores injusto, que no responde a la realidad organizacional. Quizás obtenga una importante orientación de ese colaborador que no destaca, que usted catalogó de “problemático, e incluso marginó, por ser un empleado crítico.

Así, el primer paso que debe dar, para sentirse “jefe”, es querer reaprender a dirigir, dejando de ser actor “de ficción”, y actuando con la intencionalidad de servir a sus empleados, optimizando el rendimiento de la empresa, y mejorando la calidad de vida laboral.

Una vez esté integrado en el club de los jefes auténticos, los que son reconocidos por todos los clientes: internos y externos, de la empresa; debe decidir si quiere ser un jefe normal, un buen jefe, o un excelente jefe; todo va a depender del grado de compromiso de usted, con los objetivos de la empresa y de los empleados.

Si ha decidido convertirse en un jefe excelente tiene que trabajar con inteligencia práctica, transformando los conceptos de excelencia profesional y empresarial, en acciones tangibles en el día a día de la dirección de sus equipos y de la gestión de la empresa. Cada acción de mejora del rendimiento organizacional, incrementará la cultura de la excelencia laboral, de la innovación organizativa, de una cultura de prevención de problemas interpersonales en la empresa.

Hay profesionales, que por sus actitudes, y aptitudes naturales podemos considerarlos auténticos jefes, pero incluso para estos jefes especiales es muy beneficioso estar rodeado de un equipo excelente, que retroalimente continuamente su comportamiento y acciones.

El equipo que colabore directamente con el jefe, nos servirá para poder evaluar su nivel profesional de compromiso gerencial, de gestor de equipos; pero no olvidemos que también nos va a servir este análisis para diagnosticar si el jefe con intencionalidad de mejora en la vertiente empresarial y humana, se encuentra con un equipo mediocre de colaboradores.

En estos casos, el directivo debe obtener apoyo externo de profesionales que le ayuden a iniciar un proceso continuo de mejora corporativa. Este proceso nace con la transparencia de quien quiere ser un jefe excelente, comunicando a cada colaborador el proceso de mejora que ha iniciado en la empresa, proponiéndole que participe y colabore en este cambio que redundará en la optimización de los resultados organizacionales y empresariales.














                                                     CHIEF: BEING OR APPEARING


It appears you are the boss! Or are you the boss? When we analyze the characteristics, behaviors and attitudes of those who are responsible for managing people, managing teams, we get the result that are leaders who feel bosses, who are committed to achieve objectives beneficial to the company and its collaborators.
The society of the image in which we are immersed, can distort the reality of who sends in an organization, so that the appearance of the head can generate a profit to those who remain in leadership positions, do not exercise as true heads, and do act as true partners.

The adjustment to a management position using all kinds of tricks to ensure continuity in the post, and the corresponding good salary, is the purpose and benefit of those who want the business world did not rotate, or change in temperature or movements suffer seismic markets.

Fortunately, life goes on, and changes continuously, providing opportunities for business improvement, organizational challenges of collective performance. Changes so fast that not enough time to use another mask and act in the next scene.

Being left out of the picture, many managers who call themselves leaders, backed by the nameplate on his office, and not by the assessment and acceptance of his staff, who identify him as the head of the bad work environment, the motivation generalizes the company, the high rate of absenteeism, and finally the negative economic results.

Who is profitable "appear to be the boss"? The answer is easy: for whoever seems. And, who harms such an appearance? The company as a whole, all the actors involved in the generation and optimization of the productivity of an organization.

If you believe that acts under the criteria of the appearance of "being the boss", reflect on the great and serious damage that may be caused to the company that holds the position of director, manager ... It is also important to reflect on his career, his personal and professional development, in recent months.

You can count on the advice of a business coach, to help you look and listen well, observing their demeanor professional from another perspective, away from the vortex, the workplace, and business. The coach or personal adviser will help you lower your professional fears, to stop pretending, to be brave and improve their job performance through the prism of transparency concept.
Learn to lead with emotional intelligence, managing their emotions and their associates attitudes and behaviors promoting productive and healthy for the organization, and employees.
You can count on the collaboration and support of one or more employees, to be sincere and honest as possible, which are not normally part of the staging that created yourself, making a cast unfair, unresponsive to organizational reality. Maybe get a major contributor orientation that emphasizes not, you labeled a "problem, and even marginalized, being a critical employee.

So the first step to be taken, to feel "boss" is wanting to direct relearn, ceasing to be an actor, "fiction", and acting with the intent to serve their employees, optimizing business performance and improving quality of working life.
After being part of the authentic club heads, which are recognized by all customers: internal and external to the company, must decide if he wants to be a regular boss, good boss, or a great boss, everything will depend on the degree of commitment to you, with the objectives of the company and employees.
If you decided to become an excellent leader must work with practical intelligence, transforming the concepts of business and professional excellence in tangible actions on the day to day management of their teams and the management of the company. Each share of organizational performance improvement, increase the culture of work excellence, organizational innovation, a culture of prevention of interpersonal problems in the company.
There are professionals who by their attitudes, and skills we consider authentic natural leaders, but even for these special heads is very beneficial to be surrounded by an excellent team, which continuously feed back their behavior and actions.
The team to work directly with the boss, will help us to assess your professional level management commitment, team manager, but we also should not forget that this analysis will serve to diagnose whether the head with intent of improving the business side and human, is a mediocre team of collaborators.

In these cases, the manager must obtain external professional support to help you start a corporate continuous improvement process. This process comes to transparency of who wants to be a good boss, informing each employee improvement process that has begun in the company, proposing to participate and assist in this change will result in optimizing organizational and business results.

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