{"id":29093,"date":"2018-03-01T07:00:04","date_gmt":"2018-03-01T05:00:04","guid":{"rendered":"https:\/\/serialreaders.com\/blog\/?p=29093"},"modified":"2018-03-01T11:43:48","modified_gmt":"2018-03-01T09:43:48","slug":"munca-emotionala-subevaluata-de-sefi","status":"publish","type":"post","link":"https:\/\/serialreaders.com\/blog\/munca-emotionala-subevaluata-de-sefi\/","title":{"rendered":"\u201dMunca emo\u021bional\u0103\u201d, subevaluat\u0103 de \u0219efi"},"content":{"rendered":"

M\u0103 preocup\u0103 de ceva timp cum stau lucrurile \u00een companiile \u2013 mai mici sau mai mari \u2013 din SUA ori exemple din alte \u021b\u0103ri. M\u0103 intereseaz\u0103 care model de management func\u021bioneaz\u0103 mai eficient pentru angaja\u021bi, iar c\u00e2nd a ap\u0103rut cartea \u201dSinceritate Radical\u0103<\/em><\/strong><\/a>\u201d (editura Publica) m-am g\u00e2ndit pentru o secund\u0103 c\u0103 ar fi cadoul potrivit pentru oricare \u0219ef (mai ales din Rom\u00e2nia).<\/p>\n

Kim Scott \u2013 autoarea c\u0103r\u021bii – are darul de a spune lucrurilor pe nume \u0219i de a prezenta problemele astfel \u00eenc\u00e2t fiecare s\u0103 g\u0103seasc\u0103 u\u0219or solu\u021bia. Ea a fost director executiv la Google \u0219i, ulterior, la Apple, unde a lucrat al\u0103turi de echipa sa la un curs despre cum s\u0103 fii un \u0219ef bun. Din punctul ei de vedere, sinceritatea radical\u0103 este cea mai eficient\u0103 metod\u0103 de management. La cum stau lucrurile \u00een majoritatea companiilor rom\u00e2ne\u0219ti, m\u0103 \u00eentreb dac\u0103 acest lucru ar putea fi valabil \u0219i la noi…<\/p>\n

\u201dO modalitate extraordinar\u0103 de a cunoa\u0219te pe cineva \u0219i de a stimula \u00eencrederea este lauda \u0219i critica radical sincere<\/em>\u201d, spune Kim.\u00a0 Cei mai mul\u021bi dintre oameni ar prefera s\u0103 lucreze pentru un \u201dcretin competent<\/em>\u201d dec\u00e2t pentru un \u201dincompetent cumsecade<\/em>\u201d.<\/strong><\/p>\n

Nefiind sinceri, \u0219efii nici m\u0103car nu se apleac\u0103 asupra problemelor angaja\u021bilor, g\u00e2ndind probabil c\u0103 asta le r\u0103pe\u0219te timpul. Nimic mai neadev\u0103rat \u00eens\u0103. \u201dS\u0103-\u021bi pese la nivel personal \u00eenseamn\u0103 con\u0219tientizarea faptului c\u0103 to\u021bi suntem oameni \u0219i avem vie\u021bi \u0219i aspira\u021bii care dep\u0103\u0219esc munca pe care-o facem \u00eempreun\u0103. \u00censeamn\u0103 s\u0103 g\u0103sim timp pentru conversa\u021biile reale, autentice; s\u0103 ne str\u0103duim s\u0103 ne cunoa\u0219tem la nivel uman, s\u0103 afl\u0103m ce este important pentru cel\u0103lalt; s\u0103 ne \u00eemp\u0103rt\u0103\u0219im unul altuia motivele pentru care, \u00een fiecare zi, ne d\u0103m jos din pat \u0219i mergem la serviciu \u0219i motivele pentru care n-am face-o<\/em>\u201d. Genul acesta de conversa\u021bie ar \u00eensemna s\u0103 afli at\u00e2t de multe despre omul\/ angajatul respectiv \u00eenc\u00e2t s\u0103-i po\u021bi da sarcini care nu \u021bin de fi\u0219a postului. Experien\u021ba sau pasiunea \u00eentr-un anumit domeniu pot salva o situa\u021bie delicat\u0103 \u00een companie, atunci c\u00e2nd nu te a\u0219tep\u021bi. \u0218i acel lucru valoros s\u0103 vin\u0103 de la omul despre care credeai c\u0103 se pricepe doar la un anumit lucru. Asta \u00eenseamn\u0103, zic eu, informa\u021bia. Te apropie de angajat dar \u00ee\u021bi d\u0103 \u0219i putere \u0219i avantaj competitiv.<\/p>\n

\"sinceritate<\/a><\/p>\n

\u201dDoar atunci c\u00e2nd \u00ee\u021bi vei cunoa\u0219te subordona\u021bii destul de bine ca s\u0103-\u021bi dai seama de ce le pas\u0103 de munca lor, ce a\u0219tept\u0103ri au de la carierele lor \u0219i unde se afl\u0103 \u00een prezent fa\u021b\u0103 de acestea, vei fi \u00een stare s\u0103-i aloci omului potrivit rolul potrivit \u0219i s\u0103 repartizezi proiectele \u00een modul cel mai potrivit<\/em>\u201d. Construirea unei echipe unite \u00eenseamn\u0103 s\u0103-\u021bi dai seama care sunt oamenii meni\u021bi unor roluri precum angajare, demitere, promovare.<\/p>\n

Pentru a avea rela\u021bii bune, trebuie s\u0103 fii trup \u0219i suflet al\u0103turi de oamenii care lucreaz\u0103 pentru tine, s\u0103-\u021bi pese de ei ca de ni\u0219te fiin\u021be umane. Atunci c\u00e2nd oamenii \u00ee\u0219i iubesc jobul, toat\u0103 echipa va avea mai mult succes<\/strong> \u2013 crede autoarea. Mai mult, spune ea, vei fi \u00een\u021beles mai bine, dac\u0103 \u00ee\u021bi vei face timp s\u0103-i \u00een\u021belegi pe oamenii c\u0103rora le vorbe\u0219ti. Ce \u0219tiu? Ce nu \u0219tiu? Ce detalii trebuie s\u0103 incluzi pentru a le fi mai u\u0219or s\u0103 \u00een\u021beleag\u0103 \u2013 \u0219i, mai important, la ce detalii inutile ai putea renun\u021ba?<\/p>\n

\u00cen ultima perioad\u0103 descop\u0103r c\u0103 firul ro\u0219u al unor c\u0103r\u021bi de management, HR ori antreprenoriale (lua\u021bi-le cum vre\u021bi, important este c\u0103 ele vorbesc de companii cu success \u0219i angaja\u021bi ferici\u021bi) \u2013 este legat de COMUNICARE. Asta se pare a fi cheia succesului, \u0219i atunci sfaturile lui Kim Scott c\u0103tre \u0219efi de a afla mai multe despre angaja\u021bi sunt foarte binevenite. Ea d\u0103 \u00een carte \u0219i c\u00e2teva instrumente dar mai ales exemple de cum s\u0103 faci acest lucru.<\/p>\n

S\u0103 fii un partener activ \u00eenseamn\u0103 multe gesturi simple. \u201dCa \u0219ef, \u00eenva\u021b\u0103-i pe oameni s\u0103 se g\u00e2ndeasc\u0103 la ei \u00een\u0219i\u0219i, pun\u00e2ndu-\u0219i \u00eentreb\u0103ri: \u201dCe trebuie s\u0103 \u00eenv\u0103\u021b ca s\u0103 o iau \u00een direc\u021bia visurilor mele? Dintre toate aceste lucruri pe care le am de \u00eenv\u0103\u021bat, cu ce \u00eencep? De la cine pot \u00eenv\u0103\u021ba? Cum \u00eemi pot schimba rolul astfel \u00eenc\u00e2t s\u0103 \u00eenv\u0103\u021b?<\/em><\/p>\n

Ajut\u00e2ndu-i pe oameni s\u0103-\u0219i clarifice valorile \u0219i visele \u0219i apoi s\u0103 le alinieze c\u00e2t de aproape posibil de munca de zi cu zi, \u00ee\u021bi va \u00eent\u0103ri echipa \u00een mod invariabil. Fiecare membru al echipei va avea mult mai mut succes \u0219i va fi mai fericit, iar \u00eempreun\u0103 ve\u021bi ob\u021bine rezultate nea\u0219teptate. Parte din responsabilitatea ta ca \u0219ef este s\u0103-i aju\u021bi pe oameni s\u0103-\u0219i g\u0103seasc\u0103 curajul s\u0103 mearg\u0103 \u00een direc\u021bia visurilor lor. Dac\u0103 faci bine asta, \u021bi se \u00eent\u00e2mpl\u0103 alte c\u00e2teva lucruri satisf\u0103c\u0103toare. <\/em><\/p>\n

D\u0103-\u021bi seama care sunt oportunit\u0103\u021bile de care fiecare are nevoie \u0219i cum po\u021bi s\u0103 le asiguri<\/em>\u201d.<\/p>\n

Aceste gesturi fac parte din ceea ce s-ar putea numi \u201dmunca emo\u021bional\u0103<\/em>\u201d. Subevalu\u0103m \u201dmunca emo\u021bional\u0103<\/em>\u201d pe care ar trebui s-o fac\u0103 \u0219efii. Aceast\u0103 munc\u0103 emo\u021bional\u0103 nu este doar o parte a jobului: este cheia pentru a reu\u0219i s\u0103 fii un \u0219ef bun. Unii consider\u0103 c\u0103 dac\u0103 ascult\u0103 \u201dproblemele\u201d angajatului se \u00eencarc\u0103 negativ \u0219i de aceea se \u021bin deoparte de aceste discu\u021bii. Al\u021bi \u0219efi sunt empatici la acest gen de conversa\u021bie, dar nu au putere de decizie \u0219i nu sunt creativi \u00een a-l ajuta\/ ghida pe acel angajat.<\/p>\n

\u0218i totu\u0219i, ce po\u021bi face ca angaja\u021bii s\u0103 fie ferici\u021bi? (se \u0219tie c\u0103 un angajat fericit = clien\u021bi ferici\u021bi). Kim Scott are \u0219i la asta o solu\u021bie: Cel mai bun mod \u00een care po\u021bi men\u021bine fericite superstarurile este s\u0103 le provoci \u0219i s\u0103 te asiguri c\u0103 \u00eenva\u021b\u0103 constant. Ofer\u0103-le oportunit\u0103\u021bi noi, chiar dac\u0103 asta \u00eenseamn\u0103 uneori c\u0103 volumul de munc\u0103 dep\u0103\u0219e\u0219te puterille unei singure persoane. D\u0103-\u021bi seama care ar fi urm\u0103torul job pentru ei. Construie\u0219te un parteneriat intelectual cu ei.<\/strong> G\u0103se\u0219te-le mentori din afara organiza\u021biei sau a echipei \u2013 oameni care le pot oferi mai mult dec\u00e2t po\u021bi tu s\u0103 o faci. Dar asigur\u0103-te c\u0103 nu devii prea dependent de ei \u2013 pune-i s\u0103-i \u00eenve\u021be pe al\u021bii din echip\u0103 s\u0103-\u0219i fac\u0103 munca, pentru c\u0103 ei nu vor r\u0103m\u00e2ne prea mult \u00een acela\u0219i rol.<\/p>\n

Mi-a pl\u0103cut foarte mult cartea \u0219i o consider foarte util\u0103. Nu cred c\u0103 un rezumat al meu ar putea fi mai util dec\u00e2t citirea ei. A\u0219a c\u0103, nu ezita\u021bi s-o cump\u0103ra\u021bi, fie c\u0103 sunte\u021bi \u0219efi, fie c\u0103 sunte\u021bi angaja\u021bi, pentru c\u0103, \u201dcine e\u0219ti ca fiin\u021b\u0103 uman\u0103 are efecte extraordinare asupra culturii echipei tale<\/em>\u201d<\/strong>.<\/p>\n

Am mai notat<\/strong>:<\/p>\n

\u201dLa Apple, la fel ca la Google, capacitatea unui \u0219ef de a ob\u021bine rezultate are mai mult de-a face cu ascultarea \u0219i cu urm\u0103rirea unei c\u00e2t mai bune \u00een\u021belegeri a situa\u021biilor \u0219i mai pu\u021bin s\u0103 le dictezi angaja\u021bilor ce este de f\u0103cut; mai mult cu dezbaterea dec\u00e2t cu direc\u021bionarea; mai mult cu \u00eencurajarea angaja\u021bilor c\u0103tre luarea de decizii dec\u00e2t cu impunerea deciziei; mai mult cu convingerea dec\u00e2t cu cunoa\u0219terea<\/em>\u201d.<\/p>\n

Larry Page \u2013 unul din fondatorii Google \u2013 a descoperit c\u0103 un \u0219ef care \u00ee\u021bi \u00eencetine\u0219te ritmul de lucru poate s\u0103 te fac\u0103 nefericit. El a f\u0103cut tot posibilul s\u0103 se asigure c\u0103 \u0219efii nu ar fi c\u0103lcat \u00een picioare ideile \u0219i ambi\u021biile angaja\u021bilor.<\/p>\n

Ceea ce aducem la serviciu depinde de starea noastr\u0103 proprie de s\u0103n\u0103tate \u0219i de bun\u0103stare.<\/p>\n

Dac\u0103 nu conduci prin exemplul personal, oamenii din echip\u0103 nu vor fi \u00een stare s\u0103 se ghideze unii pe ceilal\u021bi.<\/p>\n

S\u0103 descrii trei lucruri atunci c\u00e2nd oferi feed-back: 1) situa\u021bia pe care o observi; 2) comportamentul \u0219i 3) impactul pe care l-ai observat.<\/p>\n

\n

Comand\u0103 cartea pe\u00a0Elefant, aici<\/a>, pe\u00a0Libris, aici<\/a>, \u0219i pe\u00a0Cartepedia, aici<\/a>>><\/em><\/strong><\/p>\n<\/blockquote>\n

\u00a0<\/em><\/strong>SerialReaders.com\u00a0<\/em><\/strong>folose\u0219te unelte de marketing afiliat. Cump\u0103r\u00e2nd prin link-urile pe care le recomand\u0103m, site-ul nostru prime\u0219te un comision din partea retailerilor pe care \u00eei promov\u0103m.\u00a0<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

M\u0103 preocup\u0103 de ceva timp cum stau lucrurile \u00een companiile \u2013 mai mici sau mai mari \u2013 din SUA ori exemple din alte \u021b\u0103ri. M\u0103 intereseaz\u0103 care model de management func\u021bioneaz\u0103 mai eficient pentru angaja\u021bi, iar c\u00e2nd a ap\u0103rut cartea…<\/p>\n","protected":false},"author":21,"featured_media":29095,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[4283],"tags":[639,1272,4276,5015,76,5014],"class_list":["post-29093","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recomandari","tag-club-de-carte","tag-editura-publica","tag-featured","tag-kim-scott","tag-serial-readers","tag-sinceritate-radicala"],"acf":[],"yoast_head":"\n\u201dMunca emo\u021bional\u0103\u201d, subevaluat\u0103 de \u0219efi | Serial Readers<\/title>\n<meta name=\"description\" content=\"M\u0103 preocup\u0103 de ceva timp cum stau lucrurile \u00een companiile \u2013 mai mici sau mai mari \u2013 din SUA ori exemple din alte \u021b\u0103ri. M\u0103 intereseaz\u0103 care model de management func\u021bioneaz\u0103 mai eficient pentru angaja\u021bi, iar c\u00e2nd a ap\u0103rut cartea \u201dSinceritate Radical\u0103\u201d m-am g\u00e2ndit pentru o secund\u0103 c\u0103 ar fi cadoul potrivit pentru oricare \u0219ef (mai ales din Rom\u00e2nia).\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/serialreaders.com\/blog\/munca-emotionala-subevaluata-de-sefi\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u201dMunca emo\u021bional\u0103\u201d, subevaluat\u0103 de \u0219efi | Serial Readers\" \/>\n<meta property=\"og:description\" content=\"M\u0103 preocup\u0103 de ceva timp cum stau lucrurile \u00een companiile \u2013 mai mici sau mai mari \u2013 din SUA ori exemple din alte \u021b\u0103ri. M\u0103 intereseaz\u0103 care model de management func\u021bioneaz\u0103 mai eficient pentru angaja\u021bi, iar c\u00e2nd a ap\u0103rut cartea \u201dSinceritate Radical\u0103\u201d m-am g\u00e2ndit pentru o secund\u0103 c\u0103 ar fi cadoul potrivit pentru oricare \u0219ef (mai ales din Rom\u00e2nia).\" \/>\n<meta property=\"og:url\" content=\"https:\/\/serialreaders.com\/blog\/munca-emotionala-subevaluata-de-sefi\/\" \/>\n<meta property=\"og:site_name\" content=\"Serial Readers\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/serialreadersro\/\" \/>\n<meta property=\"article:author\" content=\"grecea.oana\" \/>\n<meta property=\"article:published_time\" content=\"2018-03-01T05:00:04+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2018-03-01T09:43:48+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/serialreaders.com\/blog\/wp-content\/uploads\/2018\/02\/sinceritate-radicala-publica.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1290\" \/>\n\t<meta property=\"og:image:height\" content=\"504\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Oana Grecea\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@serialreaders\" \/>\n<meta name=\"twitter:site\" content=\"@serialreaders\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Oana Grecea\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/serialreaders.com\/blog\/munca-emotionala-subevaluata-de-sefi\/\",\"url\":\"https:\/\/serialreaders.com\/blog\/munca-emotionala-subevaluata-de-sefi\/\",\"name\":\"\u201dMunca emo\u021bional\u0103\u201d, subevaluat\u0103 de \u0219efi | Serial Readers\",\"isPartOf\":{\"@id\":\"https:\/\/serialreaders.com\/blog\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/serialreaders.com\/blog\/munca-emotionala-subevaluata-de-sefi\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/serialreaders.com\/blog\/munca-emotionala-subevaluata-de-sefi\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/serialreaders.com\/blog\/wp-content\/uploads\/2018\/02\/sinceritate-radicala-publica.jpg\",\"datePublished\":\"2018-03-01T05:00:04+00:00\",\"dateModified\":\"2018-03-01T09:43:48+00:00\",\"author\":{\"@id\":\"https:\/\/serialreaders.com\/blog\/#\/schema\/person\/e68b52c1d948570b82209d8e00030e87\"},\"description\":\"M\u0103 preocup\u0103 de ceva timp cum stau lucrurile \u00een companiile \u2013 mai mici sau mai mari \u2013 din SUA ori exemple din alte \u021b\u0103ri. 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