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More about "The Invisible Dimension"

Between 2008 and 2010 have disappeared in this country 47,835 companies between 6 and 50. The production system can not stand a biennium plus the same rate and your recovery depends largely of how and with what speed they reconfigure our financial system. Soon "normalize" this credit function, and let it recapitalize to meet the priority of its own need for cash before the system will recover. The Government has extended the deadline for banks to March 2012 to recapitalize. We will see, then, in the coming months more changes, more mergers and acquisitions in the financial sector as a whole (banks, Banks and Insurance).
I have lived first hand as a consultant to some of the mergers have already occurred and I gathered some conclusions about them. Add the following five to seven already published in this Blog in October 2009 under the title "The invisible dimension" that is, the culture, values. Because I keep sharing with you thoughts on the matter with the intention of adding them to that, surely, many of you also do.
The first is the speed with which appears in the top-level statements of the protagonists of mergers is important to consider their "human side. And I always think the same thing: it is easy to recognize the obvious, but important thing is to make this obvious in strategic project at the same level and priority than others.
The second is to be fought against a false idea that to believe that the culture and values \u200b\u200bare substances that, as chemicals, can be mixed and given by synthesis or combination, new substances. Cultures and Values \u200b\u200bof the merged entities are not the result of applying in each. Are created, constructed, consolidated from zero.
The third is to combat the idea that many senior managers have the culture and values \u200b\u200bto create are the ones they wish or want. The language of desire is forbidden in these processes. Culture and Values \u200b\u200bto be set up are that the strategy of the new organization requires or needs.
The fourth ring to "deja vu" but it is the cornerstone of the process. If you forget falls on building the cultural fusion. It is essential to opportunity to intervene in the process of cultural settings to all especially to all managers. Participation, as we know, creates commitment to the project company and the culture and values \u200b\u200bthey have to help shape its direct influence in their respective fields.
La Quinta conclusion of my impression that I have said this is a must for any organization and its leaders recognize it or not, and unless these issues will eventually lead them other leaders in your breast, or grow organically countercultural values \u200b\u200band habits or counterproductive.

Since we have much to learn in the coming months on this issue will continue, as they say-reporting.

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O manager or anything




I'm surprised that after all the comments or "rain" on talent management in many organizations there is still a feeling that the only real way of promotion is the official channels.

And you find managers who are struggling hard to push one of his dearest associates with at least one person in charge, but neither the organization nor the work is required, as a way to introduce it when it comes to call the profession of management. In many cases, this battle was fought in response to feeling that are at fault with that partner, as if they could berate a certain commitments not really know how they came to achieve. Little attention is paid to whether the employee in question actually has the capabilities due to face one of the most significant challenges that a professional can be presented: responsibility for a team. That is, make this team achieve its ambitious targets and also to grow professionally.

I have to assume a management position can be undertaken only proper way, approaching this opportunity from an attitude of service. So when I had the chance, half joking and half serious, aspiring young I asked with confidence for their professional development and I raised the issue of a team, they returned the question: "Are you sure? You know the commitment you gain? Look, look, if you take it seriously going to live worse because you become that: people responsible. How do you walk ?..." responsibility Ji, ji, je, je ... and we kept talking.

However, in my inner dialogue, I also wondered and asked myself:

• what we do from the areas of HR to clarify what that role entails?
• what is the degree of consensus in the organization about what implies that role?
• what alternative porfesional real progress has been generated in the company, salary components, recognition, visibility, content, etc ...?
  

As a long time, I am working on to respond jointly to the organization of turn to these three questions to find the solution adjusted to the reality of that organization. Difficult it is to run any performance appraisal system, identification of high potential, setting goals, etc. .. if we have not previously worked what we mean here and now manager.

Nipples Denise Milani

New Bag!


not be alarmed, this time the bag is a gift, I ordered it and I finished this model, not if you like your new owner, so I ask here to give me your opinion , you are missing something? Le left over?

Ains! This to do things for others is a roll that I know my tastes, but those of others ....