SMART IDEAS
Simply smart
Juan Salvador Sanz
Because my employees are just seeking for the same goals I am, they are considered for me as the best partner I have within the organization. Being their coach means that I´m willing to care about them, look forward to teach them with all my knowledge and make them grow by the time they work with me. In other words, being as flexible as possible with my people, because there is anything more important that the team spirit. Understanding the time I´m living in is a really important fact for me. Keeping in touch with the X generation and knowing their needs and wishes is my way of life. However, starting with the new-century idea of giving away the right to take decisions to my personnel, sometimes I refuse to take this step. I usually think that the employee-empowerment is not a good idea.
Maria Alejandra Porto
I am the kind of manager that has a concern for the wealth of others, I have a traditional problem solving to manage to manage performance, I almost focus on others weaknesses but also on their strengths creating a balance between them, I work building others ideals, values and aspirations; it is important for me the loyalty and the commitment of my group of work, I like to create a high-of performing, self-managing group of employees. My actions are accord the person, the event or the situation. Basically I’m collaborative and emphatic, and its really important for me to treat each member of the group as an individual.
Vivian Hernandez
In my team I prefer maintaining a healthy and conductive atmosphere. I mainly focus on weaknesses of team members, however I would like to change that, and be able to elevate the strengths of each one of them. I like to fix problems and believe that each person can learn to be competent in almost anything. I do not usually lead a strength revolution in my organization.
Furthermore, I like to listen and get into each member´s feelings to realize their problems and use logical arguments and factual evidence to persuade the other person that proposals or requests are worthwhile.
Lizeth Guerrero
I personally consider that the most important part of our work is to support the employees who work in each areas because it is fundamental in our organization to develop their special skills and talents through identifying their weaknesses and improve in each one of them, also it is important to define their strength to make it stronger and worthy for their assignments. However I personally recommend to identify firstly our own strengths and to define the right places to be utilized. The atmosphere given to our employees provide satisfaction and inspire them to achieve each of their objectives no only for the organization, for their personal achievements, even if the team is giving satisfactory results I have been suggested to verify and evaluate periodically each of the factors that can be obstacles in their work areas. Personally, when I identify any issue in my team, it is necessary to consider a meeting with my employees and discuss each of the problems and recognized the strengths that have been improved. Supporting and keep fighting is my principle function; always trying to get the best of the workers may the organization´s environment stronger and prepare to any issue. I’m on charged of guiding them because I’m the head of the game. I consider myself to be a responsible and competitive person, but to satisfy my personal life and my career is important to be commitment to each of my responsibilities and functions in the organization.
Juan Felipe Díaz
Despite I can tend to focus on my weakness, put in doubt my unique strengths, like to fix problems and believe that each person can learn to be competent in almost anything and their greatest room for growth is in his or her areas of greatest weaknesses, my basic style is compromise. I tend to persuade and I’m willing to and defer to authority. Also, I believe that the effective coach is supportive, open, collaborative and emphatic and I’m totally sure that my skills will put me in a good stead for the future, in relation to manage in 21st century. In relation to my team, my team’s atmosphere is healthy and conducing to achieving great results, because the team can spend time productively establishing goals, procedures, processes, and clarifying team member’s goals. On my team, my closest confidents can trust me, others can be so sure, because sometimes is yes and other times is no.
Additionally, my predominant values are the traditional views on management and management practices, so I need to examine my paradigms even further, and in relation these values foster a view of an employee-empowered work environment as something done to others, not as an internal commitment to go all the way, but I can change this view by: Finding small successes within your organization and build upon them, creating a participative setting and developing high-performance teams with high-performance team members. Even if I’m not “walking the talk”, I’m on the road to finding a satisfying and fulfilling life and career. I like the action of taking charge, being responsible, and action orientation is my commitments. Finally, is important to say that I do not appear to have one style that I use most of the time, varying my approach depending on the situation gives me a lot of flexibility to solve problems