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Leadership: What a reference!

In these days had not happened in a thousand years, the Catholic Church proclaimed Blessed Carol Wojtyla, better known as John Paul II. Undoubtedly, this great man serves as an example for present and future generations in many aspects. This time, humbly, I can reflect with readers about leadership from the point that we have to address in this space.

Lead by example. John Paul II was a consistent man. The coherence of life is a fundamental element for the leader, in our case, business. The painful and even indignant when executives, managers, supervisors, inspectors present performance modes that conflict with their own performance. Few rules or regulations of our organizations were written artificially to announce a quality lacking in the eyes of locals and visitors.

Leading the initiative: John Paul II did not wait for things to happen but was the maker of changes. In spite of the slow pace of an institution like the Catholic Church, was a model for rulers, other religious leaders, businessmen and ordinary people in terms of addressing issues that deserved to be dealt with, modified or recognized as a problem by committing himself to the proposal. Opening

those who think differently, face up to his own murderer. How to forget the encounter with other religious leaders historically antagonistic after so much bloodshed to defend absurd truth of either side. How to forget an encounter with those who threatened his life, with a very special and sympathetic face which pious priest hearing confessions in a parish anyone.

Leading is not easy. Still, John Paul has shown us (as leaders thousands anonymous) is possible. If something we should consider avoiding or minimizing our lives are those attitudes of inconsistency that hurt us and hurt both the organization in which we live. Remember that what we most want to hide is often most evident in our lives or organizations. Although many do not care to observe them as the money continues to accumulate in the bank account, we know that the universe has its immutable laws of energy and to the extent that we understand all that ends up putting yourself in their place. Internalize costs (who writes them first) and costs appease resentments when witnessing injustice, corruption and gross display of ill-gotten wealth, but life is a journey in which these issues must also learn to enjoy path and reach our goal.

Ni Juan Pablo, and so many others, have done for recognition or payment. While our business organizations, profit or remuneration is a key element, we must remember that above all this, it is the balance of our being in all its dimensions and the balance of those with whom we have to "interdependence "Circumstantial or permanently. In many cases where you choose a management earn less in exchange for greater freedom to make decisions. In other, better economic conditions but in a more difficult in peer or market. It is difficult to compensate with a good salary to injustice, abuse, fraud or illegality, but many professionals access on behalf of the family, welfare or public recognition.

This is absolutely a personal decision. Define what each considered successful and no. But we must remember that as above so below, as within so without, and that whatever path we take, this mysterious and inexhaustible universe, everything balances, everything blends and eventually put in place, not the end of the road but steadily and life every day of our lives.

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organizational culture and corporate identity

One of the topics that interest is sucite on readers of this blog is the organizational culture. Obviously this way of "self" that each organization has and plans, day to day normal activities is an extremely complex topic and unifying of different aspects, studied in Univesidad or experience, we had to know how to interpret and assimilate.

As noted by many authors, organizational culture is like the personality of individuals. Precisely if we follow that line of characterization, we must understand that its founders and board, former general managers and, of course, the functions currently in print much of the features that make the identity of the organization.

Thus we see that the companies invest millions in the currency we want to use to project an image. There is also a continuing effort not only advertising but through the "formalities" of desktop to communicate: Dear audience and the community, we are well! But the community really draw its own conclusions, not only with those beautiful images and phrases armed but with the results received from other situations which link to them. We understand that the community response in relation to products and services is just one aspect of organizational culture.

organizational culture inconfundiblde our way in dealing with suppliers. Logically also shown in the maltreatment of workers, especially in the daily treatment and the various forms of compensation. This is not hostility or benevolence. It covers the background and the shape and the site where the situations we place priorities and / or budgets and plans for the future.

Perhaps the more appropriate word en estos momentos pueda ser "coherencia". Hemos de analizar permamentemente el qué y el como se hacen las cosas en nuestras organizaciones. A medida que las empresas crecen, se incorporan distintos tipos de personas. Generalmente dada la urgencia o necesidad, centramos nuestra mira en los aspectos técnicos, de experiencia y de formación intelectual de los candidatos. Sin embargo no le damos la misma prioridad a otros aspectos de la personalidad y, cuando se los damos, apelamos a los "casilleros psicológicos" manejados por los especialistas que en una o dos entrevistas nos tipifican, dejandonos dentro o fuera, arriba o abajo, con aumento o sin aumento, para bien o para mal de quien le pese. Pues esos contratados, gracias a haber pasado las pruebas guinea pig showed they are the ones who then add their expressions of personality, all features that make the organizational culture.

In this regard, I am reminded of the founder of a traditional shop until the last years of his life, though, and their children and manage their business, professional managers, he kept on through the different sections of such an emporium, asking, observing, talking with customers and employees and pointing to account details or correct. We often hear when "Juan Pueblo" appears saying ... "The company is no longer the same as when Don Pedro lived ...." Clearly, is making a difference in style, try, way to get things, in other words, organizational culture that was then and now.

Thus, although the subject is inexhaustible, we analyze how the organization is today and if their "good or bad ways" of being and doing things are the way we want them to be. Once and for all we must strive to recognize the way we see from the outside and be willing to modify policies, procedures and even people without negatively affecting our current corporate identity. Little or nothing can be done in the past, but for the present and the future. Exit identity mean, insensitive, egotistical, greedy, polluting, it is extremely difficult and time consuming. In turn, they quickly feel the effects if a change at general manager or board, all decisions are taken to a negative perception towards our personality as an organization. Recall finally that the worst is the fear allies. Not easy and takes time to secure the support of the people to our ideas and proposals, however this will ensure our survival as an organization because, whatever we do, so we move ahead or success will give us precisely what we are and how we think whatever the challenge.