We know that change is a process and that each organisation will need a plan suited to their needs. We want to encourage you to become part of the organisations that gave it a go and moved at the pace of their environment! That’s why you’ll hear the stories of those who became change accelerators.
Soft skills for hard tasks
Testimony by Juan Bravo (People Management – Peru)
We tend to associate certain industries with required skills and because of that, we unconsciously limit people’s potential. However, Juan Bravo, a consultant for People Management in Peru, dedicates a large part of his work to making a difference in the mining and construction industries.
Juan is in charge of training plans for different departments we tend to identify as “hard” or closed. These plans pose a challenge for both organisations and employees because after completing a degree as an operator or technician, and being promoted to supervisor, they face a new change that, while it can generate resistance at first, in the end leads to improvements in all facets of the organisation. When employees reach the status of supervisor, they gain access to training plans to develop their soft skills. The benefits of these plans is that they act as a complement to their know-how and experience. It motivates employees to foray into areas that have not been tapped into thus far and which, at the same time, complement their know-how and experience.
Although it is a challenge, there is another parallel challenge in today’s world called safety. Up to now, its focus has been on the corrective stage, but its goal is to move towards the preventative stage. Creating an organisational culture that leads to a 180 turnaround in which the focus is placed on safety and no longer so much on quality is the future. “Safety must be built into the culture,” Juan Bravo affirms. “We have to strengthen leaders in the areas of safety and quality”. This doesn’t mean that quality is pushed aside, because it is part of company branding, but it does mean understanding that it’s not the only thing that matters to employees. Understanding that 95% of mistakes are due to human error steers us to the relevance of safety protocols and people’s profiles. This is where the behavioural profile helps us focus our work and, at the same time, defend our decisions.
Juan Bravo is a pioneer in an industry that “is still in the turbulent stage because change is always hard”, but he is going to need increasingly more development of soft skills, not just in managerial or executive positions, but at all levels. Empowering areas of opportunity in all sectors!
“We have to strengthen leaders in the areas of safety and quality”
Women who go after their dreams
Testimony of Hugo Ojeda (GMANLO Asociados – Ecuador)
There are increasingly more people across the globe who are willing to go that extra mile in pursuit of their dreams, as there are also increasingly more organisations, both public and private, that decide to accompany them on this path towards achieving their goals.
In this sense, the United States Embassy in Ecuador, the Quito Chamber of Commerce, in conjunction with Hugo Ojeda, partner at GMANLO consulting firm, decided to support entrepreneurial women across the country, providing business training and a space where they can participate and interact with each other and continue working towards their dreams.
This is how “Academy for Women Entrepreneurs” (AWE) started, a free programme that is up and running in 8 major cities around the country, including the capital city. The course provides global know-how, methods and tools in the areas of finance, marketing, and sales, as well as the opportunity to participate in entrepreneur fairs that open new doors to these women who want to accomplish their purpose and feel fulfilled working towards their goals in the world of business. “Limit” becomes nothing but a word when a person is given the opportunity to grow.
So far, this initiative has achieved outstanding results: 91% of participants were able to improve their branding image, 41% improved their sales, 36% generated employability, and more than 63% have been able to increase their income. “It’s important and interesting to see the changes in women when they identify their skills, strengths and also when they’re supported by a scientific report like the PDA Assessment”, says Hugo Ojeda.
Recognising both past and present has been essential to being able to set the scene in terms of their goals and future plans: AWE, which has already been recognised by the Women Economic Forum, aims to benefit 1500 women, implement the programme in 50 cities, provide business coaching, and offer seed money for businesses with opportunities for expansion.
Let’s become change accelerators by supporting the dreams of those around us!
“When women become self-aware, accept themselves and bring this to the business world, the resulting economic development can be impressive”
A winning team… should never change?
Testimony by Diego Román (Influenser – Ecuador)
“Get out of your comfort zone” and “never change a winning team” are phrases we hear often, which are becoming increasingly more common, but which are completely different. In fact, they denote opposite ideas and this is what Diego Román, co-founder of the HR consulting firm Influenser, faced during one of his projects.
Being a change accelerator can be just as easy as it is difficult, depending on the context in which we find ourselves. In the case of Diego, the Director of an organisation with 25 years of experience in the financial industry, which had good results and was consistent with employees, realised that the company had “plateaued and wasn’t growing” and thus he called Diego and asked him to make a change and challenge the employees to make a shift and turn things around at work.
The process was difficult and, in all honesty, he faced resistance from some staff who didn’t believe it was necessary to change, to create alignment, to solve problems and, to some extent, even to move forward. As steps were taken and completed, past unresolved problems resurfaced, mistakenly thought to have been previously resolved. There was resistance from key sectors and executives, who after navigating a separate awareness process with different methods, finally surrendered to change. “Never change a winning team”; while the goal wasn’t to change team members, it was to change their attitude so they could overcome and achieve results they didn’t have nor envisioned. The road was long and at times quite challenging, but in the end they achieved their goal. The organisation began to have more communication, cohesion, managerial team alignment and the results were notable both in employee working style, organisational culture and selection processes. The project was so successful that today Diego Román is tackling phase 2 of the project: individual coaching, follow-up with employees and various interventions in work meetings. Getting out of our comfort zone turns us into catalysts for change!
“Within months, the organisation showed significant results in both working style and organisational culture”
Now that you have heard these stories, are you ready to become a change accelerator?
Keywords: Change accelerators, Organisations, Human Resources, Entrepreneurship, Consulting Firms