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How Successful People Stay Calm

How Successful People Stay Calm | Liderazgo Autentico | Scoop.it
The ability to manage your emotions and remain calm under pressure has a direct link to your performance. TalentSmart has conducted research with more than a million people, and we’ve found that 90%
Fernando Cuadra's insight:

Yo añadiría: "hacer ejercicio físico".  Hay infinidad de estudios que alaban los beneficiosos efectos del ejercicio físico no sólo para combatir el estrés, sino en la felicidad y rendimiento cerebral, y eso, sin mencionar los beneficios para la salud.

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What work meetings and the fifth grade have in common - Fortune Management

What work meetings and the fifth grade have in common - Fortune Management | Liderazgo Autentico | Scoop.it
“ Being “polite” rather than candid isn’t just a grade school phase.”
Fernando Cuadra's insight:
¿Los miembros de tu equipo no hablan en las reuniones? ¿Se quejan de que son innecesarias o improductivas? ¿Te quejas tú de lo mismo? Quizá no sea que tus colaboradores no tengan ideas o no tengan nada que decir, quizá sientan que no tienen nada que ganar..., y mucho que perder!
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Does Your Company Make You a Better Person?

Does Your Company Make You a Better Person? | Liderazgo Autentico | Scoop.it
“ Successful organizations place personal development front and center.”
Fernando Cuadra's insight:
Muchos avances empiezan con una reflexión del tipo: "no estaría bien si..." o "como sería si...". ¿no estaría bien que el trabajo fuese un lugar y un tiempo de crecimiento personal, de aprendizaje continuo? ¿Tu trabajo te hace mejor? ¿Favoreces el crecimiento y mejora de tu equipo?
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Conflict Strategies for Nice People

Conflict Strategies for Nice People | Liderazgo Autentico | Scoop.it
Conflict is a necessary part of a functioning team. But it doesn't need to be mean.
Fernando Cuadra's insight:
Si bien los consejos de este artículo son interesantes y útiles, creo que no es tan fácil. La verdad es que el conflicto y "ser conflictivo" sólo está bien visto en los artículos sobre liderazgo y gestión. La realidad, sin embargo, es que en la mayoría de las organizaciones el ser abierto, transparente y crítico se sigue tomando a menudo como falta de pertenencia, corporativismo o incluso como síntoma de bajo compromiso. Es que el estatus quo lleva mal que se le cuestione, aún falta mucha seguridad y autoconfianza para que no tengamos que proteger a nuestros egos de la diferencia, "mucho me ha costado llegar aquí, mucho he tenido que callar y aguantar para que ahora venga alguien y me cuestione"...
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Mindreading 101: The 10 Questions You Need to Ask Your Team Every Week

Mindreading 101: The 10 Questions You Need to Ask Your Team Every Week | Liderazgo Autentico | Scoop.it
True people management is a day to day job, not something you do once a year in a performance review... La verdadera gestión de personas se hace en el día a día y no una vez al año en una entrevista de rendimiento...
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Leadership Learning, One Small Step at a Time

Leadership Learning, One Small Step at a Time | Liderazgo Autentico | Scoop.it
There is a reason this blog is called Leadership and Learning – it is because I believe these words belong together, and in fact, if you want to have effective leadership, can’t be separated. We ca...
Fernando Cuadra's insight:
El liderazgo y el aprendizaje van de la mano, un buen líder sólo puede serlo si es un "aprendiente continuo". Y aprender no es sólo formación, a menudo no requiere tiempo extra, es una actitud, un estilo...
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Learn to Use Delegation as a Tool to Develop & Engage Employees

Learn to Use Delegation as a Tool to Develop & Engage Employees | Liderazgo Autentico | Scoop.it
8 Essential Steps to Develop Others Through Effective Delegation. Teach others by delegating work that develops useful skills.
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1.1 Direction Alignment Commitment (DAC)

1.1 Direction Alignment Commitment (DAC) | Liderazgo Autentico | Scoop.it
Cindy McCauley describes the DAC leadership model.
Fernando Cuadra's insight:
Interesante visión "sistémica" del liderazgo, ¿qué liderazgo está ocurriendo por aquí?
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Planes de Carrera y Otros Cuentos de Recursos Humanos

Planes de Carrera y Otros Cuentos de Recursos Humanos | Liderazgo Autentico | Scoop.it
Uno de los principales retos que RRHH debe superar para dejar de ser ese eterno adolescente y pasar a ocupar el papel que le corresponde en el proceso de transformación de las organizaciones actual...
Fernando Cuadra's insight:
El responsable de tu plan de carrera eres tú mismo y pasa necesariamente por ser un "aprendiz continuo". ¿Qué estás aprendiendo ahora mismo? ¿Qué has aprendido últimamente? ¿Podrías contestar a estas preguntas?
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Coachanging's curator insight, September 11, 2013 5:55 AM

El responsable de tu plan de carrera eres tú mismo y pasa necesariamente por ser un "aprendiz continuo". ¿Qué estás aprendiendo ahora mismo? ¿Qué has aprendido últimamente? ¿Podrías contestar a estas preguntas?

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Highlights from the Global Leadership Forecast

The Global Leadership Forecast 2011 is the largest and most comprehensive study of its kind. Over 2,600 organizations across 74 countries provided perspectiv...
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50 Best Leadership Blogs of 2013 | ReadyToManage

50 Best Leadership Blogs of 2013 | ReadyToManage | Liderazgo Autentico | Scoop.it

Via Johann Gauthier
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Johann Gauthier's curator insight, July 19, 2013 12:15 AM

I wish to congratulate Tanveer Nasseer from my home province Québec and fellow Canadian #14 very impressive !  Also regular bloggers within Peopleskills, LeadWithGiants and LeadChange communities namely Jesse Lyn Stoner #23, Dan Oestreich #28 and Susan Mazza #34,  It is a true pleasure to follow and engage with you on a weekly basis.  Bravo !

David Hain's curator insight, July 19, 2013 3:06 AM

Great to see many firends and people I admire here.  Outstanding list!

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Want Your Employees to Speak Up? You Need to Give Them a Reason!

Want Your Employees to Speak Up? You Need to Give Them a Reason! | Liderazgo Autentico | Scoop.it
In a short piece titled The Cost of Neutral, writer Seth Godin posits that when a person is silent but had something important to say, his act is not neutral but actually takes away value. …
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The 5 Ways to Spot an Emotionally Intelligent Leader

The 5 Ways to Spot an Emotionally Intelligent Leader | Liderazgo Autentico | Scoop.it
Research has shown us that more than 90 percent of top leadership performers have a high amount of emotional intelligence, or EI. The higher up the ladder that leaders are, the more people …
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Coachanging's curator insight, June 28, 2013 2:06 AM

Donde estas tu como lider?

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Persuasion: Fascinating Study Shows How To Open A Closed Mind

Persuasion: Fascinating Study Shows How To Open A Closed Mind | Liderazgo Autentico | Scoop.it
What’s the best way to persuade people to see things your way? Researchers considered this question and found an interesting answer - it involves keeping your mouth shut.
Fernando Cuadra's insight:
La influencia es una competencia básica del Liderazgo. En este interesante artículo (y referencia a un video que es muy recomendable ver) explica cómo canal visual prima a la hora de recibir información, que creemos más lo que vemos que lo que oímos. En caso de contradicción, nuestro cerebro elegirá lo que vemos sobre lo que oímos. A la hora de persuadir, ¿estás usando los ojos o la boca?
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Why leadership-development programs fail

Why leadership-development programs fail | Liderazgo Autentico | Scoop.it
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Fernando Cuadra's insight:
Todos hemos sido testigos de cómo un tiempo después de un programa de liderazgo sus participantes vuelven a sus viejos hábitos y observamos que el programa ha "calado poco", ha tenido una escasa transferencia. No tener en cuenta el contexto, no reflexionar y practicar, no trabajar las creencias de los alumnos y la falta de evaluación y seguimiento son, según McKinsey las principales razones. ¿Cómo de efectivos son los programas de desarrollo del liderazgo en tu organización?
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Your Employees Want the Negative Feedback You Hate to Give

Your Employees Want the Negative Feedback You Hate to Give | Liderazgo Autentico | Scoop.it
Especially if they are older workers, or confident ones.
Fernando Cuadra's insight:
Nos gusta recibir feedback "constructivo" pero no darlo. La paradoja es que no nos gusta dar feedback porque creemos que quien lo recibe no le gusta, que le podemos hacer sentir mal. ¿No será que lo que nos gusta es hablar de nosotros mismos?. ¿No será que preferimos hablar de los demás pero en su ausencia? En cualquier caso, da y recibe feedback, es bueno para ti y para tu entorno
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How Netflix Reinvented HR

How Netflix Reinvented HR | Liderazgo Autentico | Scoop.it

Definitivamente, una forma muy diferente de ver los RRHH: sin sistemas formales del rendimiento, sin retibución variable, sin control de vacaciones, con mucha transparencia y sinceridad, tratando a los empleados como adultos..."

 

¿Funcionará?  En mis comentarios, mis "highlights".

Fernando Cuadra's insight:

"Adultlike behavior means talking openly about issues with your boss, your colleagues, and your subordinates."


"So instead of shifting to a formal system, we went in the opposite direction: Salaried employees were told to take whatever time they felt was appropriate. Bosses and employees were asked to work it out with one another. (Hourly workers in call centers and warehouses were given a more structured policy.) We did provide some guidance. If you worked in accounting or finance, you shouldn’t plan to be out during the beginning or the end of a quarter, because those were busy times. If you wanted 30 days off in a row, you needed to meet with HR. Senior leaders were urged to take vacations and to let people know about them—they were role models for the policy."


"We also departed from a formal travel and expense policy and decided to simply require adultlike behavior there, too. The company’s expense policy is five words long: “Act in Netflix’s best interests.” In talking that through with employees, we said we expected them to spend company money frugally, as if it were their own. Eliminating a formal policy and forgoing expense account police shifted responsibility to frontline managers, where it belongs. It also reduced costs: Many large companies still use travel agents (and pay their fees) to book trips, as a way to enforce travel policies. They could save money by letting employees book their own trips online."


"Many years ago we eliminated formal reviews. We had held them for a while but came to realize they didn’t make sense—they were too ritualistic and too infrequent. So we asked managers and employees to have conversations about performance as an organic part of their work."


"I detest PIPs. I think they’re fundamentally dishonest: They never accomplish what their name implies."


"When we stopped doing formal performance reviews, we instituted informal 360-degree reviews. We kept them fairly simple: People were asked to identify things that colleagues should stop, start, or continue. In the beginning we used an anonymous software system, but over time we shifted to signed feedback, and many teams held their 360s face-to-face."


"If you talk simply and honestly about performance on a regular basis, you can get good results—probably better ones than a company that grades everyone on a five-point scale."


"Netflix didn’t pay performance bonuses, because we believed that they’re unnecessary if you hire the right people. If your employees are fully formed adults who put the company first, an annual bonus won’t make them work harder or smarter. "


"We had no vesting period—the options could be cashed in immediately. Most tech companies have a four-year vesting schedule and try to use options as “golden handcuffs” to aid retention, but we never thought that made sense."


"Instead of cheerleading, people in my profession should think of themselves as businesspeople. What’s good for the company? How do we communicate that to employees? How can we help every worker understand what we mean by high performance?
Here’s a simple test: If your company has a performance bonus plan, go up to a random employee and ask, “Do you know specifically what you should be doing right now to increase your bonus?” If he or she can’t answer, the HR team isn’t making things as clear as they need to be."

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Una derrota para cambiar de derrota, de José Antonio Marina

TRIBUNA: OLIMPISMO El autor cree que la valentía para recuperarse ante el fracaso es esencial para una vida personal y social fecunda. Considera que uno de los vicios mentales que debemos intenta
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Nadal Is Strong Enough to Cry. Are You?

Nadal Is Strong Enough to Cry. Are You? | Liderazgo Autentico | Scoop.it
Rafael Nadal, who just won the U.S. Open for the second time, is my hero. His athleticism is extraordinary. His focus is awe-inspiring. His skill is, clearly, second to none. His will is unremittin...
Fernando Cuadra's insight:
Como líderes, expresar nuestras emociones, tanto positivas como las llamadas negativas (todas las emociones son positivas), mostrar nuestra vulnerabilidad, no sólo no nos hace parecer menos, sino que muestra coraje, nuestra autenticidad y resulta inspirador.
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Mindfulness: When Focus Means Single-Tasking

Mindfulness: When Focus Means Single-Tasking | Liderazgo Autentico | Scoop.it
Alexander Graham Bell, noting how the sun’s rays ignite paper only when focused in one place, advised, “Concentrate all your thoughts upon the work at hand." Yet ordinarily our attention wanders, a
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Feedback: What are your intentions? | SmartBlogs

Feedback: What are your intentions? | SmartBlogs | Liderazgo Autentico | Scoop.it
Despite what we may have been taught, the verbal formula you follow matters far less than the intentions we bring to a feedback conversation. The motivation of the feedback-giver trumps the techniques. The spirit of the message overrides its syntax. What comes from the heart overshadows what comes out of one’s mouth.
Fernando Cuadra's insight:
La técnica no es lo importante sino la intención, el "de donde lo hacemos", el "carácter” como lo llama Covey
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Let's Stop Confusing Cooperation and Teamwork with Collaboration

Let's Stop Confusing Cooperation and Teamwork with Collaboration | Liderazgo Autentico | Scoop.it
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Coachanging's curator insight, September 8, 2013 4:41 AM

Cuando es importante colaborar, cooperar o coordinarse? Y que tal hacemos cada una de ellas?

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The Three Things That Employees Really Care About

The Three Things That Employees Really Care About | Liderazgo Autentico | Scoop.it
In this excerpt from his new book Too Many Bosses Too Few Leaders author Rajeev Pershawaria describes how managers can motivate people by appealing to...
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Surprises Are the New Normal; Resilience Is the New Skill

Surprises Are the New Normal; Resilience Is the New Skill | Liderazgo Autentico | Scoop.it
The difference between winners and losers how they handle losing.
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5 Coaching Skills That Every Manager Needs to Have

5 Coaching Skills That Every Manager Needs to Have | Liderazgo Autentico | Scoop.it
Whether you’re a manager trying to develop your people or trying develop yourself and build a career, you need to know that one of the key ways you can have a positive impact on the …
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