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Existe una amplia diversidad de conceptos de liderazgo que tienen sus propios paradigmas; personalmente, me conecto con los que persisten y promueven las relaciones humanas, entendidas como la importancia de tratar a las personas con su legitimidad de valores, y sus capacidades intr\u00ednsecas. No obstante, la inherencia del ser humano tiene necesidades de auto realizaci\u00f3n, auto desarrollo, auto aceptaci\u00f3n, auto crecimiento, y todos los autos que cada persona considere significativos para su conservaci\u00f3n. Desde esta concepci\u00f3n, las empresas vienen examinando y consumando diferentes estrategias de Liderazgo, con el fin de suplir las necesidades que los empleados tienen. Sin embargo, este \u201cmodus operandi\u201d presenta nuevos desaf\u00edos que requieren un repensar cr\u00edtico sobre la nueva realidad cultural, que atraviesan las empresas con el surgimiento de los nuevos paradigmas interculturales, multigeneracionales, existenciales, tecnol\u00f3gicos, y de consumo, que desaf\u00edan a los l\u00edderes a revisar los esquemas actuales, y si es necesario, a renovarlos o extinguirlos, y dar paso a nuevos modelos que incluyan un enfoque hol\u00edstico, centrado en principios que fomenten una propuesta incluyente y flexible, para atender las nuevas expectativas y realidades que surgen del nuevo capital humano multigeneracional, que hoy conforma los equipos en las empresas. <\/p>\n

Hablar de un estilo de liderazgo particularmente centrado en principios se lo debemos a Stephen Covey, autor del libro \u201cLiderazgo Centrado en Principios\u201d, debo resaltar que no hab\u00eda le\u00eddo este valioso material y cuando lo hice, lo primero que se activ\u00f3 en mi memoria fueron los recuerdos de las personas con las que me he relacionado, algunas no tienen un rol de liderazgo en ninguna empresa, otras s\u00ed, y otras est\u00e1n a puertas de tenerlo. El punto es que, me asombr\u00e9 de la grandeza que poseen estas personas y que, hace parte de la esencia de sus principios. Aunque debo se\u00f1alar que es una minor\u00eda, y me gustar\u00eda que este indicador se acrecentara, ya que, en las familias, en las empresas, y en la sociedad, cada d\u00eda aparecen nuevas necesidades que requieren ser atendidas con nuevos mapas de pensamiento y de coraz\u00f3n.<\/p>\n

Me siento honrada y privilegiada de cruzarme con personas que se esmeran por gestionar sus miedos, sus limitaciones, sus egos y de vivir con plenitud lo que les da sentido a sus vidas. Con hechos palpables, estas personas me inspiraron a reconocer que no existe un liderazgo est\u00e1tico, excelente, con recetas m\u00e1gicas e inmodificables, m\u00e1s bien lo que he logrado identificar, es que la capacidad de explorar, reflexionar, y modificar mis patrones de pensamiento (esto \u00faltimo fue como un \u201cinsight\u201d que me permiti\u00f3 comprender que liderar es mucho m\u00e1s que persuadir, influenciar y tener seguidores que hagan lo que se quiere), son simplemente habilidades que se pueden aprender, reaprender y desarrollar con una pr\u00e1ctica repetitiva.<\/p>\n

Lo que hoy exalto en estos l\u00edderes, es que son personas que se caracterizan por ser aut\u00e9nticas y que, como consecuencia de ello promueven un ambiente de confianza, que transpiran a trav\u00e9s de sus invaluables pr\u00e1cticas de conversaci\u00f3n, su gracia de servicio, su inter\u00e9s por la inclusi\u00f3n, y por colocar en la balanza el ayer, el hoy y el ma\u00f1ana, para as\u00ed \u00e1gilmente ajustar sus visiones en pr\u00e1cticas que amerites cada momento. Otro aspecto que enriquece a estas personas es la capacidad de liderar desde la flexibilidad, comprendida esta como la capacidad de romper o ajustar r\u00e1pidamente sus paradigmas, y aterrizarlos a las veloces y sorpresivas situaciones que se presentan en el hoy y en el ahora.<\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00bb1″ _builder_version=\u00bb4.6.5″ _module_preset=\u00bbdefault\u00bb custom_padding=\u00bb4px|||||\u00bb box_shadow_style=\u00bbpreset4″ box_shadow_horizontal=\u00bb400px\u00bb box_shadow_vertical=\u00bb0px\u00bb box_shadow_color=\u00bb#f96f25″][et_pb_row _builder_version=\u00bb4.5.6″ _module_preset=\u00bbdefault\u00bb custom_padding=\u00bb13px|||||\u00bb][et_pb_column type=\u00bb4_4″ _builder_version=\u00bb4.5.6″ _module_preset=\u00bbdefault\u00bb][et_pb_text _builder_version=\u00bb4.6.5″ _module_preset=\u00bbdefault\u00bb text_font=\u00bbPoppins|300|||||||\u00bb text_font_size=\u00bb20px\u00bb text_line_height=\u00bb1.3em\u00bb link_font=\u00bbPoppins|500|||||||\u00bb link_text_color=\u00bb#f95b07″ header_font=\u00bb||||||||\u00bb header_2_font=\u00bbWork Sans|700|||||||\u00bb header_2_font_size=\u00bb25px\u00bb header_2_line_height=\u00bb1.5em\u00bb max_width=\u00bb90%\u00bb max_width_tablet=\u00bb\u00bb max_width_phone=\u00bb\u00bb max_width_last_edited=\u00bbon|tablet\u00bb module_alignment=\u00bbcenter\u00bb custom_margin=\u00bb0px|||||\u00bb hover_enabled=\u00bb0″ header_2_font_size_tablet=\u00bb30px\u00bb header_2_font_size_phone=\u00bb15px\u00bb header_2_font_size_last_edited=\u00bbon|desktop\u00bb sticky_enabled=\u00bb0″]<\/p>\n

 <\/p>\n

Desde una mirada ontol\u00f3gica, hablar del \u201cser humano\u201d deber\u00eda ser el punto de partida, dado que el concepto de cultura y empresa, se justifican y se apoyan en los actos de las personas. Cada colaborador que hace parte de una empresa tiene preestablecida su propia cultura que en algunos casos colisiona en un determinado momento con la cultura organizacional. \u00a0<\/p>\n

Por consiguiente y desde la ontolog\u00eda del lenguaje las empresas son interpretadas\u00a0como un conjunto de redes ling\u00fc\u00edsticas, es decir de humanos para servir a otros humanos, a trav\u00e9s de sus propias interpretaciones sobre lo que ellos observan, sienten y act\u00faan en su cotidianidad laboral. As\u00ed que, particularmente pienso que en la mayor\u00eda de las culturas organizacionales hay un \u201ciceberg\u201d, que separa bruscamente lo que interpretamos como \u201cCultura Organizacional\u201d en funci\u00f3n de los resultados, versus los comportamientos de cada una de las personas, y para que una cultura empresarial tenga identidad propia y diferenciadora, es importante inclinar la mirada hacia cada uno sus integrantes, o por o lo menos a quienes piensen y sientan que no encajan dentro de la cultura de la empresa.<\/p>\n

En otros t\u00e9rminos, es importante que las empresas integren en su caja de herramientas una m\u00e1s, y que esta sea adoptada, no como la panacea a los conflictos que se presenta en la cotidianidad cultural, sino como otro instrumento que se suma al orquestado de constructos que contribuyen en la comprensi\u00f3n del ser, ese ser que es el que les da vida a las empresas y las lleva a la c\u00faspide del \u00e9xito, o al fondo del fracaso.<\/p>\n

Las preguntas de este texto son: (Comparto las que me surgen cada vez de que visito una empresa o cuando veo mi propia empresa llamada vida).<\/p>\n

    \n
  1. Examinar la estructura Organizacional. \u00bfC\u00f3mo hacemos lo que hacemos y para que lo hacemos?<\/li>\n
  2. Revisar los procesos estrat\u00e9gicos. \u00bfC\u00f3mo es la gesti\u00f3n del conocimiento?<\/li>\n
  3. Detallar el proceso de comunicaci\u00f3n Organizacional. \u00bfC\u00f3mo son las conversaciones al interior y al exterior de las empresas?<\/li>\n
  4. Revisar los procesos de aprendizaje. \u00bfC\u00f3mo gestionan e interiorizan las personas el aprendizaje individual y colectivo? \u00a0<\/li>\n
  5. Caracterizar los diversos estilos de liderazgo. \u00bfCu\u00e1les son los actos ling\u00fc\u00edsticos m\u00e1s representativos de los l\u00edderes? y \u00bfcu\u00e1les son sus prop\u00f3sitos?<\/li>\n
  6. Conectar a los equipos multigeneracionales e interculturales. \u00a0\u00bfCu\u00e1l es mi prop\u00f3sito dentro de un equipo?<\/li>\n
  7. Identificar las competencias conversacionales m\u00e1s representativas de la empresa. \u00bfQu\u00e9 interpretan las personas como competencias conversacionales? \u00bfPara que las personas intercambian sus conversaciones? \u00a0<\/li>\n<\/ol>\n

    \u00bfBuscas asesor\u00eda? Encu\u00e9ntrala aqu\u00ed en\u00a0<\/span>ConTrato Humano<\/a>.<\/span><\/p>\n

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    Existe una amplia diversidad de conceptos de liderazgo que tienen sus propios paradigmas; personalmente, me conecto con los que persisten y promueven las relaciones humanas, entendidas como la importancia de tratar a las personas con su legitimidad de valores, y sus capacidades intr\u00ednsecas. No obstante, la inherencia del ser humano tiene necesidades de auto realizaci\u00f3n, […]<\/p>\n","protected":false},"author":5,"featured_media":1963,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[1],"tags":[],"class_list":["post-1958","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/posts\/1958","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/comments?post=1958"}],"version-history":[{"count":8,"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/posts\/1958\/revisions"}],"predecessor-version":[{"id":2018,"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/posts\/1958\/revisions\/2018"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/media\/1963"}],"wp:attachment":[{"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/media?parent=1958"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/categories?post=1958"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/contratohumano.net\/co\/wp-json\/wp\/v2\/tags?post=1958"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}