{"id":19467,"date":"2021-02-19T00:00:00","date_gmt":"2021-02-19T00:00:00","guid":{"rendered":"https:\/\/www.isdi.education\/mx\/liderazgo-2021\/"},"modified":"2021-02-19T00:00:00","modified_gmt":"2021-02-19T00:00:00","slug":"liderazgo-2021","status":"publish","type":"post","link":"https:\/\/www.isdi.education\/mx\/blog\/liderazgo-2021","title":{"rendered":"Liderazgo 2021"},"content":{"rendered":"
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Por Mauricio Cabrera<\/strong><\/p>\n

La pregunta es recurrente: \u00bfqu\u00e9 cambios ha propiciado la pandemia en lo que respecta a las capacidades que un l\u00edder<\/strong> debe tener? La respuesta, aunque compleja porque presenta particularidades a partir de las caracter\u00edsticas \u00fanicas de cada industria, presenta escenarios comunes de los que podemos partir para configurar desaf\u00edos y oportunidades.<\/p>\n

Apertura a diversidad de esquemas de trabajo<\/strong><\/h3>\n

Dado que por un lado hemos de considerar los aspectos inherentes al trabajo remoto y por el otro lo relacionado al modo en que hoy cada persona puede diversificar sus fuentes de ingreso por medio de las redes sociales y de plataformas que incentivan la exposici\u00f3n de las personas, el l\u00edder de una organizaci\u00f3n contempor\u00e1nea ha de asumir que la rigidez con la que antes se establec\u00edan las relaciones entre un colaborador y una compa\u00f1\u00eda se han modificado a grado tal que ahora ha de mostrarse apertura para que el modelo de trabajo sea flexible y para que los esquemas puedan ajustarse a las necesidades tanto de la empresa que se representa como a las del empleado, que tanto por cuestiones log\u00edsticas como de ingresos puede optar por v\u00edas que no apunten al tiempo completo o a la integraci\u00f3n total a la empresa.\u00a0<\/p>\n

Extinci\u00f3n definitiva del micromanagement<\/strong><\/h3>\n

Dado que el trabajo remoto se asienta como un escenario permanente (Spotify, por ejemplo, ha anunciado que sus trabajadores podr\u00e1n trabajar desde donde sea), algunas pr\u00e1cticas arraigadas, que ya entonces eran se\u00f1aladas como nocivas, como el micromanagement o el exceso de presencialidad por parte de un l\u00edder, quedar\u00e1n en desuso por el simple hecho de que a partir del distanciamiento no es posible ejecutarlas.\u00a0<\/p>\n

El l\u00edder bajo este esquema debe asumir un rol que si bien est\u00e1 para garantizar que el plan de vuelo se sostenga y para informar los cambios cuando sean necesarios -por cierto, cada vez m\u00e1s frecuentes ante las tendencias que se apagan y emergen con recurrencia-, ha de entregar la confianza y la realizaci\u00f3n de tareas a su equipo para que \u00e9ste tenga autonom\u00eda e independencia al momento de afrontar un desaf\u00edo.\u00a0<\/p>\n

Replanteamiento en m\u00e9tricas de desempe\u00f1o<\/strong><\/h3>\n

Quienes hemos sido parte de una organizaci\u00f3n conocemos las evaluaciones de desempe\u00f1o en que tanto el equipo que nos reporta como aquellos a quienes reportamos realizan un an\u00e1lisis sobre nuestro desempe\u00f1o. En la actualidad, si bien contin\u00faa analiz\u00e1ndose el desempe\u00f1o individual, las organizaciones han comenzado a utilizar el OKR (Objetivos y resultados clave) como la m\u00e9trica medular para monitorear el cumplimiento de los objetivos individuales y de distintos sectores al interior de una organizaci\u00f3n.\u00a0<\/p>\n

Si bien los OKR fueron implementados por Andry Grove -entonces CEO de Intel en los noventa-, la pandemia ha intensificado el uso de esta m\u00e9trica en distintas organizaciones. Lo mismo que ha sucedido con los CFR (conversaci\u00f3n, feedback y reconocimiento), que explica a detalle John Doer en su libro \u201cMeasure What Matters.\u00a0<\/p>\n

En tierras movedizas, estos tres puntos sirven como par\u00e1metros para generar un ecosistema de certeza y confianza al interior de tu organizaci\u00f3n.\u00a0<\/p>\n<\/div><\/div>\n<\/p><\/div>\n<\/section><\/div>\n","protected":false},"excerpt":{"rendered":"

\u00bfC\u00f3mo guiar el cambio en tu organizaci\u00f3n?<\/p>\n","protected":false},"author":1,"featured_media":19466,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[47],"tags":[],"class_list":["post-19467","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualidad-digital"],"acf":[],"yoast_head":"\nLiderazgo 2021<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.isdi.education\/mx\/blog\/liderazgo-2021\" \/>\n<meta property=\"og:locale\" content=\"es_MX\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Liderazgo 2021\" \/>\n<meta property=\"og:description\" content=\"\u00bfC\u00f3mo guiar el cambio en tu organizaci\u00f3n?\" \/>\n<meta property=\"og:url\" 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