Liderazgo y Equipos
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#Leadership The Communication Guide For Leaders Who Aren't Sure What's Coming Next

#Leadership The Communication Guide For Leaders Who Aren't Sure What's Coming Next | Liderazgo y Equipos | Scoop.it

When we don't have enough information, our brains seek "cognitive closure." Much of the time, it doesn't end well.

 


Via Kenneth Mikkelsen, Ricard Lloria
Maite Finch's insight:

Social psychologist Arie Kruglanski has found that people with a high need for closure will "seize and freeze" on the first piece of information that gives them a feeling of knowing. Others, though, prefer to resolve tension through action. Both reactions are fine if the uncertain folks in your organization happen to either settle or act on something that proves productive. But without a leader to guide them, that isn't very likely.

 

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Walter Gassenferth's curator insight, April 25, 1:34 PM
Very interesting subject to be considered and discussed. I will disclose the post to my contacts and subscribers in http://www.quanticaconsultoria.com
Ken Donaldson's curator insight, May 11, 6:38 AM
The Communication Guide For Leaders Who Aren't Sure What's Coming Next
David Hain's curator insight, May 12, 2:46 AM

Working out the inherent contradictions of lid and still being able to make a decision is a critical skill in leading through complexity.

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10 Principles of Strategic #Leadership

10 Principles of Strategic #Leadership | Liderazgo y Equipos | Scoop.it
How to develop and retain leaders who can guide your organization through times of fundamental change.

Via Ron McIntyre, Mark E. Deschaine, PhD, Ricard Lloria
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Ron McIntyre's curator insight, May 21, 1:29 PM

Another culture list. What do you think?

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Reciclar la mente de los directivos

Reciclar la mente de los directivos | Liderazgo y Equipos | Scoop.it
por Miguel Carrión - Es estos momentos de incertidumbre, gestionar con éxito una pequeña empresa no es tarea fácil. Los clientes de siempre, consumen menos y
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Are You Sure You’re Training the Right Things?

Are You Sure You’re Training the Right Things? | Liderazgo y Equipos | Scoop.it
Not long ago a training consultant got a call from a sales manager who said, “We need sales training!” The consultant answered, “Are you sure?” Th

Via Manuel Jorge García
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#RRHH 12 Critical Competencies For #Leadership in the Future

#RRHH 12 Critical Competencies For #Leadership in the Future | Liderazgo y Equipos | Scoop.it
The rate of change in the business world today is greater than our ability to respond. In a world that is often describe…

Via Marc Wachtfogel, PhD, Roger Francis, Ricard Lloria
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Mechanical Walking Space Man's curator insight, April 29, 4:28 AM
The mission: creativity in the boardroom
elearning at eCampus ULg's curator insight, May 2, 3:43 AM
Nice infographics ;-)
Authentis Formations's curator insight, May 6, 3:58 AM
Le leader du futur...le
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The Big Five of Remarkable Leadership

The Big Five of Remarkable Leadership | Liderazgo y Equipos | Scoop.it
The good news is - with focus, passion, and commitment - you can move toward remarkable leadership. The big five of remarkable leadership: #1. Have enough ego to believe you earned your place at the table.   Base personal confidence on hard work, not charisma. Bring your best self to challenges, even when you feel…

Via Anne Leong
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Criticism Is Not Feedback

Criticism Is Not Feedback | Liderazgo y Equipos | Scoop.it
There’s a huge difference between feedback and criticism. Feedback is helpful and constructive; criticism is hurtful and damaging.

Via donhornsby
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donhornsby's curator insight, April 12, 9:03 AM
(From the article): Are You Open to Feedback? 

 Some people avoid feedback like the plague. They think that if they don’t know their flaws, they don’t have any. It shouldn’t come as a surprise that these folks make the same mistakes over and over again. Other people evade constructive feedback by surrounding themselves with yes people. They’d rather receive confirmation of their own ideas than be challenged by opposing views. While that might do wonders for their ego, it does little to advance their cause. The fact is, surrounding yourself with yes people is like talking to yourself. Feedback should be welcomed rather than feared. In fact, we should thank folks who make the effort to nurture us with their valuable input –– even if it hurts at times. How do you expect to become a better person if you don’t know where to begin? The truth is, practice doesn’t make perfect if you’re doing it wrong. Feedback enables us to learn about our shortcomings and take corrective action. Don’t bury your head…nourish it. That’s how excellence is born.
malek's curator insight, April 20, 9:28 AM

Constructive criticism is an excellent way to grow

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Evita ser un líder tóxico: Doce frases que desmotivan al equipo. via @manuelgross

Doce frases que desmotivan al equipo. Por Raúl Alonso. Con Tu Negocio. Evita ser un líder tóxico: Doce frases que desmotivan al
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#Innovación : 7 roles que adoptan los líderes comprometidos con la innovación.

#Innovación : 7 roles que adoptan los líderes comprometidos con la innovación. | Liderazgo y Equipos | Scoop.it

Para iniciar la transformación hacia una empresa que haga de la innovación su bandera, se precisa que el liderazgo asuma una serie de roles activos: 


Impulsor 


Sponsor 


Cocreador 


Mentor 


Conector 


Decisor 


Defensor 


1. Impulsor

Los líderes no deben ser necesariamente innovadores, pero si capaces de crear las circunstancias para que la innovación florezca. No cabe duda de que convertir una empresa en ambidiestra, y lograr que convivan en armonía la cultura de la eficiencia y la de la innovación, supone una profunda transformación. En esta fase inicial de impulso, será imprescindible generar cierta insatisfacción interna, que despierte el deseo por el cambio y suponga una llamada a actuar. Para lograrlo, el líder debe ser el impulsor, y acompañar sus palabras de acciones que refuercen sus mensaje, a la vez que inspiren y guíen a sus colaboradores. Los líderes no deben ser necesariamente innovadores, pero si capaces de crear las circunstancias para que la innovación 

2. Sponsor

Una vez se ha comunicado el interés por construir una cultura innovadora y se ha compartido la visión a la que debe conducir la innovación, es el momento de identificar las principales barreras internas a la innovación, determinar las acciones que ayudarán a derribarlas y asignar recursos tanto para formar a las personas, como para crear el entorno propicio para que esas personas puedan innovar de manera eficaz.

3. Cocreador

Debido a que, por definición, la innovación produce nuevas soluciones que en ocasiones pueden estar muy alejadas de las actuales, es difícil que los líderes puedan actuar como sponsors, mentores o decisores, si desconocen los aspectos que han llevado al equipo de innovación a proponer ciertos conceptos. Por este motivo, es fundamental que el líder se involucre, ni que sea parcialmente, en la búsqueda y desarrollo de nuevas soluciones. Al hacerlo, estará también enviando un mensaje contundente acerca de la importancia de la innovación en la organización.

4. Mentor

En lugar de asumir el rol pasivo de decidir si un concepto es o no interesante, y si debe por lo tanto recibir más recursos para ser desarrollado, el líder innovador actuará también como mentor. No se limitará a criticar aquello que no le guste, sino que invitará al equipo de innovación a reflexionar sobre los puntos débiles del concepto, y planteará cuestiones que puedan abrir nuevos caminos. En este punto, es especialmente interesante centrarse en las incertidumbres presentes en cada proyecto, enfocando al equipo a dar respuesta en primer lugar, a aquellas que puedan implicar un mayor riesgo.

5. Conector

Debido a su posición dentro de la empresa, las personas con posiciones de liderazgo tienen una visión más panorámica de los diferentes proyectos en curso y de los planes de futuro, por este motivo pueden actuar como conectores. Es decir, poner en contacto a diferentes personas o equipos,  en aquellos casos en que consideren que la colaboración pueda generar sinergías. Por ejemplo, conectar equipos que desarrollan proyectos de innovación en ámbitos similares, o evitar que un equipo deba generar una información que ya esta existe en la organización.

6. Decisor

Es sin duda un rol clave, pero muchos líderes se limitan a acudir a las sesiones en que se deben tomar las decisiones sobre que conceptos prosiguen y cuales se descartan. Sin embargo, tomar este tipo de decisiones sin haber pasado tiempo con los equipos de innovación, y sin vivir en primera persona los aprendizajes y motivos que han llevado al equipo de innovación a proponer ciertas soluciones, hace que suelan favorecerse solo aquellos proyectos más similares a lo que lo que la empresa ya hace. Por esta razón,para poder formar parte del comité que decide sobre el futuro de los diferentes proyectos,en muchas empresas es obligatorio pasar un determinado porcentaje de tiempo cocreando con los equipos de innovación

7. Defensor

El status quo y la tradición tienen adeptos en todas las organizaciones. Por eso es fundamental que existan también líderes dispuestos a defender la innovación, y legitimarla  frente a sus colegas, frente a la propiedad de la empresa y frente a al resto de la empresa. En las etapas iniciales, cuando la innovación es todavía un bebé indefenso, que precisa de protección y recursos para ir ganando peso, este rol es absolutamente clave. Un mecanismo para facilitarlo, es iniciar el proceso de sistematización de la innovación con proyectos que puedan generar resultados, ni que sean pequeños, a corto plazo. 

Demasiados líderes creen que solo manifestando su interés por la innovación, incorporando el término en las comunicaciones corporativas y delegando la responsabilidad de gestionarla a personas sin autoridad, la innovación florecerá de manera espontánea y generará resultados. Como decía Edison, la innovación es un 1% de inspiración, y un 99% de transpiración. Así que aquellos líderes que quieran convertirla en algo real, deberán asumir una serie de roles y liderar la transformación con su ejemplo.


Via Jesus Alvarez desde www.sercompetitivos.com
Maite Finch's insight:
Liderazgo transformacional e innovación, son condiciones necesarias para que pivote la innovación en las empresas
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Jesus Alvarez desde www.sercompetitivos.com 's curator insight, April 1, 3:00 AM
Liderazgo transformacional e innovación, son condiciones necesarias para que pivote la innovación en las empresas
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Las empresas deben adaptarse a las 5 tendencias que impulsan la transformación laboral

Las empresas deben adaptarse a las 5 tendencias que impulsan la transformación laboral | Liderazgo y Equipos | Scoop.it
El mundo laboral está cambiando mu
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3 Ways to Take Your Peer-to-Peer Recognition to the Next Level

3 Ways to Take Your Peer-to-Peer Recognition to the Next Level | Liderazgo y Equipos | Scoop.it
One of the challenges of implementing a social recognition solution is developing employees’ capacity and comfort around peer-to-peer aspects. That's espec

Via Manuel Jorge García
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En 2020 el 80% del trabajo se realizará fuera de la oficina

En 2020 el 80% del trabajo se realizará fuera de la oficina | Liderazgo y Equipos | Scoop.it
En los últimos días se está habland
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Why mentally tough leaders need emotional intelligence | @LaRaeQuy

Why mentally tough leaders need emotional intelligence | @LaRaeQuy | Liderazgo y Equipos | Scoop.it
Most of the FBI agents I worked alongside would never utter the phrase emotional intelligence, much less attribute their success to it. While they considered themselves mentally tough, they preferred words like awareness and alertness to describe the skills they carefully honed over the years.
So what is mental toughness? It is being alert and aware of our emotions, thoughts, and behavior so we can manage them in ways that set us up for success.
Learning how to push through difficult situations while maintaining peak performance requires the ability to predict our responses so we can land on our feet — an impossible task unless we possess both self-awareness and self-management, two core components of emotional intelligence.

Via David Hain
Maite Finch's insight:

Toughess isn't enough, awareness is key ~ @LaRaeQuy. Intentionality requires awareness of self and others!

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nathalie chiasson's curator insight, March 15, 7:37 AM

Toughess isn't enough, awareness is key ~ @LaRaeQuy. Intentionality requires awareness of self and others!

malek's curator insight, March 29, 8:48 AM

Toughess isn't enough, awareness is key ~ @LaRaeQuy. Intentionality requires awareness of self and others!

Stephania Savva's curator insight, March 30, 6:10 AM

Toughess isn't enough, awareness is key ~ @LaRaeQuy. Intentionality requires awareness of self and others!

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7 Valuable Skills That Top Leaders and High Achievers Have Mastered

7 Valuable Skills That Top Leaders and High Achievers Have Mastered | Liderazgo y Equipos | Scoop.it
1. A well-developed personal philosophy

Successful leaders know what their philosophy is; they understand their thinking and their reasoning. A clear philosophy allows you to set your expectations and articulate your definition of success so you can set a clear path to your goals. It prepares you for an extraordinary destiny.

2. Undeniable persistence

Edison failed 2,000 times before he discovered electricity. John Chambers overcame dyslexia to build Cisco. People who are successful never quit, and people who succeed never give up. When failure is never an option, you don't give up. You find another contact, another way, another point of entry, and you keep trying until you accomplish what you have set out to do. Persistence means picking yourself up every day and going after what you want without allowing anything to get in your way.


Via The Learning Factor
Maite Finch's insight:

Your traits and attributes shape you more than anything else. Successful leaders know what their philosophy is; they understand their thinking and their reasoning.

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Lisa McCarthy's curator insight, March 21, 6:02 PM

Your traits and attributes shape you more than anything else. Successful leaders know what their philosophy is; they understand their thinking and their reasoning.

Konstantinos Kalemis's curator insight, March 22, 9:11 AM

Your traits and attributes shape you more than anything else. Successful leaders know what their philosophy is; they understand their thinking and their reasoning.

Miguel Paul Trijaud Calderón's curator insight, March 27, 1:49 PM

Your traits and attributes shape you more than anything else. Successful leaders know what their philosophy is; they understand their thinking and their reasoning.

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El smartworking, el trabajo del presente

El smartworking, el trabajo del presente | Liderazgo y Equipos | Scoop.it
Smartworking es el uso de "las TIC para gestionar de forma inteligente el trabajo, de tal forma que se pueda obtener una mayor rentabilidad"
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5 Habits Of Great Leaders

5 Habits Of Great Leaders | Liderazgo y Equipos | Scoop.it

The habits of the best leaders are well documented. They’re self-aware. They admit mistakes. They take care of, recognize, and communicate well with their teams.

But what do these inspirational people do on their own time? What goes on behind the scenes that helps them be so effective on a day-to-day basis?

 

"I’ve definitely noticed some things that great leaders tend to do," says Danielle Harlan, founder and CEO of The Center for Advancing Leadership and Human Potential, an organization that helps individuals and organizations maximize their impact. And the things they do behind the scenes make all the difference when it comes to their professional leadership ability, she says. Here are five such common habits.


Via The Learning Factor
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Luciano Alibrandi's curator insight, May 10, 3:21 AM

What makes a great leader? Leaders have a purpose, they have a sharp focus, they inspire their teams. They show the way for others to follow. They genuinely push each individual to give his/her best. Great leaders share some common traits. Here's five of them. Well written article

donhornsby's curator insight, May 11, 8:33 AM
(From the Article): Harlan notes that the most effective leaders she works with have personal interests and commitments outside of work. They know what works for them to recharge their batteries, whether it’s hiking and spending time outdoors or reading a good book—and they take the time to do those things to keep themselves sharp, including getting enough sleep, she says. In addition to exercising to stay in shape, the benefits of which are well known, Novak takes time in the morning to write down three things for which he is grateful. This helps him manage his "mood elevator," he says. Novak says we make our worst decisions when we're angry and resentful, but make our best decisions when we're grateful. When he feels his mood elevator going to the wrong places, he knows it’s time to take better care of himself or address what’s bothering him.
Jean-Guy Frenette's curator insight, May 13, 9:05 AM
PDGLead
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10 Ways NOT to Do Change Management

10 Ways NOT to Do Change Management | Liderazgo y Equipos | Scoop.it
Change management techniques to avoid for a successful change initiative.
Via Alexis Assimacopoulos
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Chris Smith's curator insight, May 25, 8:55 AM
Discover what not to do when it comes to your change management approach!
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Steps to Becoming a Transformational Leader

Steps to Becoming a Transformational Leader | Liderazgo y Equipos | Scoop.it
A transformational leader. The term conjures up images of greatness. It makes you feel like it’s something you should aspire to be. Yes, that’s the kind of

Via Dr. Susan Bainbridge, Kevin Watson
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Jerry Busone's curator insight, April 25, 7:51 AM

Great leaders inspire others to perform , takes people where they dont want to go but ought to, creates a balance for their teams where the leader challenges, and empowers people to high performance... this is transformation leading today

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#HR #Leadership Good Bosses Create More Wellness than Wellness Plans Do

#HR #Leadership Good Bosses Create More Wellness than Wellness Plans Do | Liderazgo y Equipos | Scoop.it
Take the direct route to stress reduction.

Via Sandeep Gautam, Ricard Lloria
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Sandeep Gautam's curator insight, April 13, 11:59 PM
The power (and responsibility) of bosses to influence well being of their employees.
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How to Treat Employees Humanely When Times Get Tough

How to Treat Employees Humanely When Times Get Tough | Liderazgo y Equipos | Scoop.it
Tough times often bring some interesting dilemmas for company leadership. I saw an article out recently from Strategy+Business that argued for strategic hiri

Via Manuel Jorge García
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#HR #Leadership The Science Behind How Leaders Connect with Their Teams

#HR #Leadership The Science Behind How Leaders Connect with Their Teams | Liderazgo y Equipos | Scoop.it
 

Research shows that in leaderless groups, leaders emerge by quickly synchronizing their brain waves with followers through high quality conversations. Simply put, synchrony is a neural process where the frequency and scale of brain waves of people become in sync. Verbal communication plays a large role in synchronization, especially between leaders and followers. Synchrony between leaders and followers leads to mutual understanding, cooperation, coordinated execution of tasks, and collective creativity.

On the surface, brain synchrony seems easy to understand. It simply implies that people are literally on the same wavelength. Yet, at a deeper level, interpersonal synchrony involves much more. Dr. Daniel Siegel explains that “presence”, “wholeness”, and “resonance” are at the core of the ability to develop synchrony. Recent advances in brain science can help leaders learn to synchronize with followers on these deeper levels:


Via The Learning Factor, Ricard Lloria
Maite Finch's insight:

Three ways to achieve synchrony.

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Stephania Savva's curator insight, April 3, 2:02 PM

Three ways to achieve synchrony.

RSD's curator insight, April 4, 1:38 AM

Three ways to achieve synchrony.

Lolitastad Stockholm's curator insight, April 4, 3:30 AM

Three ways to achieve synchrony.

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Management Vs. Leadership: Five Ways They Are Different - Forbes

Management Vs. Leadership: Five Ways They Are Different - Forbes | Liderazgo y Equipos | Scoop.it
How are management and leadership different? Here are five ways!
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#HR How to build a great team culture

#HR How to build a great team culture | Liderazgo y Equipos | Scoop.it

The ability to maintain strong and collaborative teams at all levels of an organisation is essential to its ongoing success and growth. When you take a group of talented employees, each with their own set of skills, you need to create a fitting environment. It should give them the opportunity to merge their talents in a mutually accountable, outcome-driven way. This way, you will not only be tapping into a remarkable source of energy and creativity, but also increase their loyalty, performance and satisfaction.


Via Roger Francis, Ricard Lloria
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7 characteristics of people who believe “Relationships Build Business”

7 characteristics of people who believe “Relationships Build Business” | Liderazgo y Equipos | Scoop.it
7 characteristics of people who believe “Relationships Build Business”
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#HR 6 Steps to Transform Your Company Culture

#HR 6 Steps to Transform Your Company Culture | Liderazgo y Equipos | Scoop.it
Company culture can't be rigid and unadaptable, or the company will fail. Here are 6 steps to transform your company’s culture.
Via Alexis Assimacopoulos, Roger Francis, Ricard Lloria
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