Intre calitatea liderilor \u015fi rezultatele organiza\u0163ionale exist\u0103 f\u0103r\u0103 doar \u015fi poate o leg\u0103tur\u0103 instrinsec\u0103 puternic\u0103. Este demonstrat \u015ftiin\u0163ific \u015fi vizibil cu ochiul liber c\u0103 acolo unde exist\u0103 lideri eficien\u0163i, companiile cresc \u015fi ele, iar acolo unde liderii sunt ineficien\u0163i, organiza\u0163iile e\u015fueaz\u0103.<\/p>\n
\u00centr-un studiu realizat \u00een re\u0163eaua de parteneri Hogan \u00een mai multe \u0163\u0103ri (SUA, Australia, Rom\u00e2nia \u015fi alte c\u00e2teva \u0163\u0103ri din CEE) s-a constatat c\u0103 nu exist\u0103 diferen\u0163e semnificative \u00eentre profilul de personalitate al femeilor-lider \u015fi cel al b\u0103rba\u0163ilor-lider fa\u0163\u0103 de profilul standard determinat ca duc\u00e2nd c\u0103tre succes \u00een activitatea de a conduce echipe \u015fi organiza\u0163ii. \u00cen plus fa\u0163\u0103 de acest aspect, femeile aflate \u00een pozi\u0163ii de leadership sunt la fel de disciplinate, responsabile, organizate precum b\u0103rba\u0163ii, la fel de abile la a ini\u0163ia comunicarea \u015fi a face networking, la fel de interesate de a \u00eenv\u0103\u0163a \u015fi de a fi informate \u015fi la fel de motivate de recunoa\u015ftere, succes \u015fi de performan\u0163\u0103 \u00eenalt\u0103.<\/p>\n
Exist\u0103 \u00eens\u0103 \u015fi o serie de diferen\u0163e semnificative \u00eentre femei \u015fi b\u0103rba\u0163i lideri care, credem noi, explic\u0103 cel pu\u0163in dou\u0103 apecte demonstrate statistic, bine cunoscute: (1) femeile sunt mai pu\u0163ine \u00een lume la nivel de v\u00e2rf \u00een organiza\u0163ii; (2) organiza\u0163iile cu o componen\u0163\u0103 echilibrat\u0103 \u00eentre femei \u015fi b\u0103rba\u0163i la nivel de echipe manageriale de v\u00e2rf sunt mult mai eficiente ca performan\u0163\u0103. Care sunt diferen\u0163ele \u00eentre profilul managerial al femeilor \u015fi cel al b\u0103rba\u0163ilor? Femeile \u00een pozi\u0163ii de conducere tind s\u0103 se \u00eengrijoreze mai mult, s\u0103 fie mai anxioase, mai fr\u0103m\u00e2ntate, dar \u015fi mai deschise la feedback \u015fi autodezvoltare, sunt mai introspective \u00een ceea ce prive\u015fte impactul lor asupra celorlal\u0163i; sunt mai pu\u0163in \u00eencrez\u0103toare \u00een for\u0163ele proprii, mai pu\u0163in agresive \u015fi dominante, dar mai predispuse s\u0103 rezolve lucrurile \u015fi s\u0103 coopereze; au o abordare mai pragmatic\u0103 \u00een ceea ce prive\u015fte rezolvarea problemelor, mai orientate spre implementare.<\/p>\n
Femeile cu func\u0163ii de conducere sunt motivate de: a \u00eei ajuta \u015fi sprijini pe al\u0163ii \u015fi se implic\u0103 \u00een ac\u0163iuni care \u00eembun\u0103t\u0103\u0163esc societatea, o atmosfer\u0103 pl\u0103cut\u0103 la locul de munc\u0103, p\u0103strarea valorilor familiale \u015fi principii etice solide, imaginea companiei.<\/p>\n
B\u0103rba\u0163ii \u00een pozi\u0163ii de management tind s\u0103 aib\u0103 o motiva\u0163ie mai puternic\u0103 legat\u0103 \u015fi de oportunit\u0103\u0163i de afaceri, bani \u015fi profit. Ace\u015ftia au tendin\u0163a de a manipula mai mult pentru a c\u00e2\u015ftiga, sunt mai carismatici, mai curajo\u015fi, \u00ee\u015fi asum\u0103 mai multe riscuri. Pe de alt\u0103 parte, femeile-lider sunt mai precaute, evitante, cu tendin\u0163a de a se retrage \u00een situa\u0163ii de presiune \u015fi oboseal\u0103.<\/p>\n
Ce \u00eenseamn\u0103 e\u015fec la nivel de leadership? Concedierea, performan\u0163a slab\u0103 financiar\u0103 a echipei sau a companiei conduse de respectivul lider, falimentul, rata mare a fluctua\u0163iei de personal, rata mare de accidente de munc\u0103, slaba reten\u0163ie a clien\u0163ilor – toate acestea sunt exemple de e\u015fec managerial. E\u015fecul este legat de inabilitatea liderului de a forma \u015fi de a men\u0163ine echipe performante. \u015ei are leg\u0103tur\u0103 cu incapacitatea liderului de a oferi celor din jur sentimentul de \u00eencredere, de a lua decizii corecte, de a manifesta competen\u0163\u0103 \u00een zona de business pe care o conduce, de a avea \u015fi comunica o viziune articulat\u0103 pentru echipa sa.<\/p>\n
Liderii care nu sunt one\u015fti, corec\u0163i, echidistan\u0163i, care sunt intimidan\u0163i cu subordona\u0163ii, agresivi sunt percepu\u0163i ca fiind de “ne\u00eencredere”. Fapt care conduce, \u00een timp, la e\u015fec. Cea mai bun\u0103 modalitate de a preveni e\u015fecul la nivel de leadership organiza\u0163ional este de a selecta \u015fi promova oameni care au abilit\u0103\u0163ile necesare. Prezen\u0163a sau absen\u0163a acestor abilit\u0103\u0163i de leadership este eficient \u015fi radid evaluat\u0103 prin utilizarea instrumentelor de evaluare psihologic\u0103 cu o \u00eenalt\u0103 validitate predictiv\u0103. Instrumentele psihologice riguroase \u015ftiin\u0163ific pot fi folosite at\u00e2t pentru a identifica poten\u0163ialul de leadership al femeilor \u015fi al b\u0103rba\u0163ilor, f\u0103r\u0103 s\u0103 discrimineze, c\u00e2t \u015fi pentru a oferi liderilor feedback valoros cu privire la punctele lor forte \u015fi la ariile de dezvoltare.<\/p>\n<\/p>\n<\/p>\n
M\u0102D\u0102LINA B\u0102LAN (MANAGING PARTNER AL HART CONSULTING)<\/p>\n","protected":false},"excerpt":{"rendered":"
Exist\u0103 multe mituri legate de acest subiect, \u00eens\u0103 pu\u0163ine se confirm\u0103. B\u0103rba\u0163ii \u00een pozi\u0163ii de conducere nu sunt mai buni a priori dec\u00e2t femeile. Sunt exemple de lideri incompeten\u0163i \u015fi \u00eentr-o categorie de gen, \u015fi \u00een alta.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[529],"tags":[30908,29775,87,7203],"class_list":["post-76682","post","type-post","status-publish","format-standard","hentry","category-opinii","tag-hart-consulting","tag-madalina-balan","tag-opinie","tag-resurse-umane"],"_links":{"self":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/76682","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=76682"}],"version-history":[{"count":1,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/76682\/revisions"}],"predecessor-version":[{"id":90073,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=\/wp\/v2\/posts\/76682\/revisions\/90073"}],"wp:attachment":[{"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=76682"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=76682"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bm.dev.synology.me\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=76682"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}