DO: Interview with Dr. Edgardo Robledo Ruiz Today we are very pleased to share with you again, we are very pleased to introduce an interviewee, whose views are sure to enjoy a lot.
Our guest today is very special and I will explain why the connection with Dr. Edgardo Robledo, keeps me current in my mind and my heart, the best memories of a wonderful man, that even though no longer with us and who I had the great honor of learning to be not only a better professional, but to be explored individually to be a better person, maintains this his work to have sown good seeds, whose legacy will professionals like Dr. Robledo, its best harvest.
The person to whom I refer is Dr. Darvelio Brown, a prominent representative of Organizational Development of Mexico, who I'm sure I had the immense pleasure of the book's foreword by Dr. Robledo , Organizational Development, Towards a convergent approach to action research and take the opportunity to make, from this space, a heartfelt tribute to his immeasurable value to the advancement of OJ in Latin America.
Let us in, would you think?
1 .- Preparing for the interview, we find that you are a man who has had the opening of living and adapt to other cultures, is a professional who has lived in several countries, including Spain where he completed a PhD and Chile, where even live in the moment. That different way of seeing the world, extending the map and understand that the map is not the territory, in what has benefited him to join in teams with members multicultural?
Cristman, first I want thank you for your friendship and likewise the privilege of being part of the group of consultants who have been interviewed through your Blog. I am honored with this distinction. If I may, I can not overlook your default without sharing and emphasize the importance of human qualities and the legacy he has left our friend, Dr. Darvelio Castaño. He was a gentleman, a good man, a huge heart and no doubt, star of DO in Mexico and Latin America.
More than twenty generations of professionals anxious to continue their endless learning process - you DO Masters - Are those who have contributed through INESP. His concern for the actions of human capital in the world of organizations, led to found the institution, in addition to its many research and his own consultancy business.
fact, you, among other distinguished alumni were once apprentices of his teachings of life and its vast knowledge in that Master. And I venture to restate your word used to "learn" and change it to another ... " grasp." The "h" in between, I think it gives the connotation in which both undoubtedly will agree. For my part, I believe that without associating frequently in time, I had the great fortune to be your friend. Such privilege was crystallized by inviting me to be part of the teaching staff. Indeed, in some modules for more than a decade and to date I have had the opportunity to collaborate and learn from students in INESP. Gave me a great responsibility to teach the program OJ Advanced , in particular.
And if this were not enough, I was honored to prolong my book (I think his last preface to a book about the OJ). Alberto, one of his sons, has for some years INESP comprehensive management and I'm sure he could not help in better hands this great commission. Is said quickly, but the entire group of professionals today and tomorrow will enter the organizational field in the spirit of INESP will be under the direction of Alberto. From here, my esteem and recognition.
As for your question, yes, life - and also because, as I have loved - has taken me many latitudes. I have been fortunate to work as a consultant and in parallel with my studies, in each and every one of the countries where I lived.
From my passion for the DO and in their view, the study of cultures, my stint as a consultant has been enriched by contrasting and converging strengths of various disciplinary approaches, working with professionals in the design and intervention Organizational: whether in government, transnational corporations, SMEs, fisherfolk organizations, NGOs, universities, forming consultants,.
Equally importantly, I believe that strengthening as a consultant to find a solid theoretical framework that allows you to understand how organizational systems, helps to try to be more empathetic sensitive and cultural impact on business activity in their day to day and strategic objectives enshrined in its wider planning time. So, your question has two edges, two perspectives on how to tackle it, be a member of a multicultural team of consultants and professional practice as a consultant to intervene "in" multicultural teams.
Indeed, the humble experience as a consultant in other countries, I can recognize the importance of culture and try to minimize their differences and maximize their strong points. It also allows me to understand that the design of organizations (filtered by that culture), may or may not, promote teamwork. I believe that the organizational maturity that is present at diagnosis, type of intervention draws capable of integrating and leveraging human capital as planned and culturally relevant. The " goal - relationship" as the ultimate goal of interdependence in the OJ, is a natural search according to our assumptions and values \u200b\u200b... " organizational change human sense." However, there are a myriad of organizations that are in that range, from impending high dependence to interdependence. Therein lies the key to access consulting, recognize where the culture is steeped in its management practices, and from there, act. Consequently, teamwork, sometimes a distorted desire and high chance of failure, most located in our desires, that the reality of a given organization. And fortunately, when cultural conditions permitting, naturally becomes a self-management.
2 .- As expressed by Dr. Darvelio Brown in the preface to his book proposal that he shared, is no doubt mandatory consultation for those who have an interest in these issues, you want to share with visitors to our Blog and we are in the facebook group and Twitter, what is the vision proposed in the book to intervene in consulting in organizational development?
the same title I thought it intentionally. "Convergent approach to research - action." I share my reasoning: Years before the publication of the book, I found myself in constant reflection on Total Quality versus continuous improvement and its relationship "unrelated" to the DO. I scanned and tried to self-taught and institutionalized graduate go into their "whys and hows ."
Some time later I was lecturing and trying with the same title to express my central idea; " Total Quality and OJ; a dysfunctional family." In it, shared my concerns about starting work as a team (Quality and DO). That is, those methods classified as "hard" used in total quality quantifiable on one side and very practical management tools, but with a view heavily Anglo and results-oriented, where the contribution of human capital is under a highly Taylorist approach , if they try to hide it. For its part, continuous improvement includes human capital by definition and as a philosophy of life. Also used the total quality technologies, but in essence diametrically different in their position and their actions. A more Eastern than Western. More total vertical and horizontal. More process oriented than results.
! That was what OJ was not doing! ... Was stepping on people, but for "them", not " them and their organization." Their interventions were categorized as "soft", more focused on human processes. Why could not make it functional?, Taking the forces of total quality, continuous improvement and OJ. Rather, they converge to continuous improvement with OJ.
At the conclusion of the conference, a friend told me that he considered it worthwhile to give him publishing format. So I did. Later, my thoughts focused on the integration of Continuous Improvement and Strategic Planning on the eastern base crystallized Kaizen and Hoshin Kanri . I decided it was time to write a book about OJ. Share with colleagues, businessmen and scholars in the field, my vision I have in this regard.
The book contains a critique of the DO who had long lost the compass in its essence (as I). While represented and continues to bet with a human face organizational change, was removed from his premises that saw him emerge in the middle of last century.
by definition can not be systemic if it attends to the social subsystem only human. For sense of logic, is likely to misrepresent their diagnosis for product inquiry, if it is based "solely" in human perception (as the only source). It is not appropriate, nor desirable, that their actions are only characteristic "soft" ... for obvious reasons. The reason for all organizational system is limited to meeting a set of expectations and needs of your environment. Consequently, the consultant from the DO, should not lose that compass and contribute to its customer with its consistency internally, but also towards their adaptive processes with the environment (nothing new ... it said something like, Douglas McGregor). The OD consultant forgot your organizational client had " another client was" of that system, even by which farm their performance. The whole set of interventions focused their attention on the client itself, without looking at the directionality of it to their environment. In other words, without looking at his customer.
addition, the book attempts to answer questions about our conception of Planned Change : Does the planned change is with respect to what ?. If I have clear what I am, what I plan. That's planned change. However, and independently, if my act of everyday life is not right, "planned to change where you go?. Moreover, if the organization does not work now, how I intend to contribute and focus efforts to another state, how I want to improve that which does not even work properly? I think there are two categories of planned change interventions, those that focus on this and those that are routed to another higher state. I believe that in the first case we speak of efficiency and second improvement.
I suggest that at least as consultants, must be very clear about the above. The book seeks to converged management models and use them from a macro perspective. The DO and disciplinary level and philosophical human inclusion and use, as appropriate, the range of methodologies, techniques and tools given, whether hard or soft nature.
The book presents each in detail. That's the vision, to answer your question: returning to its roots and convert the DO and the great " sponge that has the capacity to absorb the goodness of each model and assume strategically in design and operate .
3 .- From what proposes in his book and its application in the dynamics of firms, What is the most revolutionary contribution that you feel could help enhance the work of consultant organizations?
certainly I built a model called "Organizational Alignment Model." is a model of
diagnosis - intervention [1] [1] . The same, comprises 14 principles on which I rely. It also includes the environment and the analysis of indicators, three subsystems: Mission , Planned Change and Organizational Maturity . Each turn, contains four dimensions to investigate more fully the systemic interaction. Includes a mental map that allows positioning the attention of the subsystems the present or desired state in its strategic planning. Consequently, there is a taxonomy or classification de intervenciones dependiendo de cuál es el estado que te encuentras priorizando derivado del diagnóstico conjunto.
Conozco muchos modelos de diagnóstico, aunque de manera muy escasa los hay de origen latinoamericano (no ubico otro, además del propio). Esa aportación, misma que ha sido validada en sin fines de organizaciones y países, más un instrumento diseñado por dimensiones y basado en el modelo en el que se van cambiando los reactivos o ajustándolos a la cultura y enfocando la atención en lo que es importante y en lo que se es eficaz , encontrando de esta manera los gaps críticos.
In my perception, the model crystallizes the merger of kaizen, Hoshin Kanri and OJ. Finally, I believe that the repositioning of the construct of Mission (and the paradigm of the time) and give it its due attention, we can contribute more to the systems. Customer, it is clear where to direct their efforts .... "By today or the desired state."
4 .- Taking into account their experience in other countries, what is your opinion about the work and equipment in Latin America or at least in countries where it has been the opportunity for interventions?
It would be impossible to answer your question from the perspective of countries, unless a reference continental geo. Vs. East. West. Maybe we could find global rather obvious and significant differences. Moreover, Latin America brings a history of conquest in their DNA. After three hundred years under foreign rule and two hundred years of independence (more or less), our countries are overcoming old settings. Culturally-based studies, we have more similarities Oriental with Western cultures. Gregariousness, concept of family, affection, power distance also, among others. It seems as if the imperative of the Great Tlatoani where we need the great leader like Moses to lead us to the promised land still exists in the collective cultural imagination of our people, seeing reflected in the need of strong leadership still (sometimes very autocratic) to be Governments, business, family, etc.
We are self-management in teams or organizations, we highly participatory levels when making decisions. One of the characteristics of any system is the Synergy. Under this principle, it is natural that teamwork yield better results than working in "group." I sense that yes, more conscious of this and I also see many companies begin to move into design teams and organizational format. Move in this big gap still marked. I think we are on track.
5 .- Why you think so many organizations lose interest and discourage the formation of work teams?
I see very clear ... demand a need for culturally which your organization is not prepared.
6 .- These two final questions, we have been doing and gave us some pleasant surprises:
6.1-Please think on a formula that results in a superior performance team What you think should be the factors that shape?
Be very clear why they exist. Having focused, aligned and articulated its main processes towards what you want today interacting with their environment and a set of indicators. System design work focused on the self-management, leadership and participatory culture maintaining consistency with the whole, working holistically organizational behavior and a clear definition of where they want to be as desired state, working in time for it. In other words ...
Managing and improving its effectiveness as a team and as a system.
6.2-If I ask you to tell me to come early your mind about working with and as a team, what would she say?
Subsidiarity, clarity, commitment and consistency.
7 .- Dr. Edgardo is an imminent reality shortening distances and the immediacy of real time, in a world increasingly connected tech and where did he OJ in a 10 years in Latin America and the world?
I think to provide consultancy Off and Online. The most recent research suggests that every day will be positioned over the OJ in the strategic area of \u200b\u200bbusiness. Contribute to the whole and not from the human resources. The basis is simple ... Human capital is what allows that today or tomorrow, the system wherever you are.
A real pleasure to interview and finally Dr. Robledo, I ask you please share with us about the online Diploma "Training of consultants in the planned change" and enter the coordinates for stakeholders you can contact ...
course, be happy ... After to work for many years in the training of consultants, I've noticed the various approaches used to design their programs in different programs. Most were aimed at training researchers in the DO, some of them to train professionals to be responsible for the management of change and few are seeking to become consultants themselves. Given this gap, and my own conceptual framework, I gave myself the task of building a Diploma [2] [2] that had that label . That is, aimed at training consultants and their training will culminate with certification in the Quality Standard Consultancy in force in some countries. distinct values:
1 .- No graduate in Latin America in DO (I know many, not all) , is aimed at training skills as a consultant.
The program that I designed, highlights three basic skills to develop:
A. - Cognitive - a clear theoretical framework with respect to DO and the planned change,
B Diagnosis .- - particularly deepened in the model created by a server, as in many organizations have seen its effectiveness in contributing to determine how a system works,
C .- Intervention - level prioritizing those actions that are more effective under to maintain or improve the system organizational demands.
2 .- The tutoring sessions of one hour a week, personally I do.
3 .- The farm program is to link progress in the modules with a REAL advice that the student must make to an organization.
4 .- The last modules are designed to provide coaching about developing and strengthening their skills in consulting.
5 .- The bonus, is that in the course of the diploma the participant is building its own portfolio of evidence (videos, documents, diagnostics , taped interviews, instruments, etc..) and with that portfolio, is presented online (or face) to a r Rated Center will result in the Leaving Certificate in the Quality Standard Consultancy. Clear that few countries have that rule, including Mexico. Implying that the potential certification is granted by a country other than the participant's home.
6 .- Each month starts a new mini group of participants (maximum 4). Its goal is to be given a much more personal tutoring.
7 .- The I through the WebEx platform , so that being both connected, facilitates training sessions, etc..
All it requires the participant, is to commit to their training online and have a PC or Lap Top, internet access and a webcam with headphones and microphone.
My details are as follows:
Web: www.enfoque-do.com e-mail the diploma: diplomado@enfoque-do.com / contacto@enfoque-do.com Twitter: @ enfoquedo
Facebook: FOCUS - DO
Skype: focus-do
ID Nextel International: 56 * 145 * 8100
As you may realize, technology should never be an obstacle to communicate.
We said goodbye, but not before re-invite for a next opportunity to continue linking ideas, proposals and approaches to work with and Computer.
Dear Cristmas, I remember not long ago I also rebuilt my blog Edgar_DO [3] [3] and, of course, as you know, I look forward to your contributions and concerns of those who so desire.
A hug and I reiterate my gratitude for allowing me to express my views about the OJ deformed.
As always ... a hug and 2 kisses. Edgardo Robledo
current space since 1998 with the aim of providing information related to OJ. Tutorial OJ. _____________________________________________________________
As always delighted to offer valuable information, useful and lead to all of you.
That these holy days help us to share with family, enjoy and for prayer and reflection on the mysteries of the Passion and Death of Jesus.
We read again after Easter .... A hug and security of our affection.
Cristman 