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Coping labor mobility, by Juan Carlos Parra Boggan

very grateful, as every Monday to be with you again.

Yours With special appreciation, we wish you a very good week and give you a warm welcome at this second chance, our beloved Juan Carlos Parra Boggan, who last year shared with us a interesting article on Empowerment, Assertiveness and Leadership .

Today's topic, Coping with job mobility, we bring out a new trend that has been keeping a globalized world, where distances are shorter and although allow us to be connected all the time, we can also pay a heavy price if we are not aware that disconnect, to get in touch with our personal needs is so human and necessary as up to date ... indeed, the permanent search of balance between the world outside and internal needs.

Without further ado, then today's article:

Coping with job mobility.

By Juan Carlos Parra Boggan

The current situation, characterized by relative economic prosperity, whose genesis lies in the favorable prices of commodities, it presents many challenges for the business and management world.

commodities prices, have triggered a fast race for investment in productive projects, creating a voracious need for professional manpower and skilled as well as services and technology, making the Headhunters, one of the most required services.

In economic systems, with income distribution as unequal as ours, based on the "culture trickle-down ", this has led to high labor mobility, both for professionals, technicians and skilled personnel, seeking better pay, validating in some way, at least temporarily, those who profess dogmatically, that the improvement of living conditions comes through the philosophy that the market solves everything.

The dramatic nature of this phenomenon is that seems to have no limits, generating a constant and ongoing conflict between the expectations of employees and their managers, which burdened by this condition only apply quick fixes in a mechanical "carrot and stick" giving "flying blind", without seeing the light at the end of the tunnel.

The market also presents another scourge, consumerism, which engenders vices as pernicious as the overhang of the working masses, leading to a vicious circle of wage versus cost.

The present challenge is set, on how to get in business structure, incentive plans that balance, addiction to money and consumerism, introducing other elements attractive to its partners, to ensure policies aimed not only to retain talent but also to develop and grow.

The above, more starkly, strongly motivated by real facts and present, has been deciphered in past times, by gurus of organizational behavior, which established theories on the status of meeting the needs of people.

assimilating, outlined some of these assumptions, could elucidate the satisfaction of the people, has not yet taken off of the first steps of hierarchy, such as physiological needs (food, rest) and safety ( home-room), whose achievement could be linked directly to purchasing power or access to money.

But motivated by the situation in analysis, I venture to assert that consistently applying other theories, which indicate that the hierarchy of needs is not so, but people are constantly moving, changing between the physiological needs as exemplified and Social (belonging to a group, team, company), believes (social success) and Self (which we like to do), it is necessary to work in these areas:

• Facilitating effective communication creating bonds of trust, openness to dialogue and encourage the formulation of ideas.

• Focus action of the leaders in direct and active contact with its partners, paying attention to their needs and expectations, using the conversation as leading tool.

• Encouraging professional development through training and support in pursuing studies

• Promotion of challenging tasks and motivating achievement,

• Development environments labor are likely to teamwork, camaraderie and mutual support, creating emotional ties beyond mere employment.

• Establish systems of justice through adequate plans for promotion and advancement.

• Structure, managers or HR departments that are able to read the present and have appropriate leadership and innovation.

In short, we must work to establish communication links that reveal the reality of people's expectations, so changing employment strategies, seeking to lessen the impact of economic vindications otherwise understandable and legitimate in the context of being part of effects caused by unmet needs in other areas of human experience. Juan C.

Boggan Parra

To visit the site of our guest click on the link>> SME Development \u0026lt;\u0026lt;\u0026lt;

Next week we will post the day off Thursday due to carnival ... and be our friend Sergio Sosa who share a very interesting subject and are the teams in these new times.

Our affection, respect and consideration for all of you

Until next oprotunidad,

linked.

Print enthusiasm and understanding, focus efforts and continue to link to further optimize their computers.

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Behavioral Styles Part II. Keeping your computer

Before turning to address the issue today, first things first and that is very emotional to meet the formalities of an affectionate greeting.

I want to comment that we are very happy, pleased and satisfied, we have increased the visits to our Blog and we are excited and increasingly committed to keeping the line we have designed for you and that such acceptance has had.

Now yes, I complied with the mandates of affection, we will continue with the topic of behavioral styles.

Styles Part II behavior.

Each one has a modus operandi, as we advanced in the previous installment, this different way of operating is what makes each style check on people a particular form of their activities.

So, identify each of the team members their styles, you will significantly help to manage efforts, actions and motivations in achieving the goals.

However, such information is necessary to share, but obviously that you must measure and can therefore use the instrument Management Style - LIFO enabling you to: Identify strengths and talents of the assessed and how the applied in their management tasks. Shows how the person can increase your personal effectiveness by managing and handling their life orientations. Facilitates the productive use of these talents and their application to the integration of work teams or projects, troubleshooting equipment and planning and allocating work according to the strengths and talents of each member.

Among its uses, is: Executive Development, Council management, allocation of work according to the styles, vocational guidance and career development, team work, team problem management, potential assessment executives, management teams Coordination and its impact on the team, ideal as a support tool in quality processes and productivity.

With this tool you:

• get acquainted with their styles preferred styles of management and less used and your team work.

• will know your strengths and weaknesses in routine situations and under pressure, and his team, which will let you know how to handle

• evaluate the work style of those who will incorporate their whether equipment is compatible with your style.

With this valuable information, which service may contract with companies including experts in online psychometric testing, you will learn the art of orchestrating results achieved to harmonize differences and mixed blends of styles as a preamble the maximum execution.

In summary, we make a brief summary of these styles of behavior, so that as you are encouraged to consider, take initial information that approaching this type of evaluation.

The art of harmonizing will focus on:

1 .- Analyze the individual styles of its team members.

2 .- Influence them properly and according to the personal style of each one of them.

3 .- Find the motivation and the right way for each person, recognize and motivate them.

How is the way to influence your team members by style?

1 .- who gives and supports, appeals to their idealism and sense of excellence, when seeking the assistance of a person with such characteristics. Show interest in what you are doing and offer the opportunity to enrich their own development.

2 .- Collection and Control who , appeal to his competitive spirit, let them work freely, yes, offer ways of doing things and let them surprise you with its ability to achieve results, but above all, make it clear the objectives, limits Make it clear that accurate and understand what is expected of him. Be open to their ideas, usually have very good initiative, which would be grateful, if you care than previously noted.

3 .- For those who maintain and preserve : Consider all the time that he is a methodical, controlled like risk, so contact him in this way, is as logical and focused on the facts that make him a great analyst to trust this type of activity. Link the activities that you find, as a continuation, not as efforts are not related, as this will make you feel familiar and safe, and decrease the sense of starting over, which generates fear and bias. You must show safe, consistent and fair in dealing with him in particular. Reserve sudden changes to other members, for whom maintains and preserves, that creates fear, rejection of the idea and high strength, so do you experience the feeling that he, as the project, go hand in hand.

4 .- To Negotiate who adjusts and the social part is very important, therefore, that rotates accordingly, have high potential for adaptation which can even be considered a talent. Yes, lamps and lights require focus, but what is the problem if he can take over an issue that demands not only energy, but a lot of art and what they do extremely well. Keep in that role and make your colleagues understand what their role so that the computer does not raise expectations about their behavior, and that nothing can fulfill more skill that informal social relations.

Everyone wants to be understood and accepted and asked

With this information we are giving do you think you achieved?

Receive a warm greeting, best wishes and invite them until next Monday when we'll be talking about a very topical issue, which probably many of you are going, distance work and to develop we will have a very special guest who has accompanied us and on other occasions, but did not say more, on Monday will hear. Print

enthusiasm and understanding, focus efforts and continue to bind to continue to improve their teams.

Waht Happend To Mysore Mallige?

Harmony!

assume that all team members are equal is a big mistake, much less expect to meet their requirements as well.

grandmothers

As they say, you have ten fingers on their hands and none of them are equal, no matter who is in his hands, as happens in this case.

Experts in Education and Emotional Intelligence, speak of the rule of 24 carats, which reads as follows: Treat your friends as you want others to treat you, that is, with affection, respect and consideration and, above all, dispenser is not only a treated differently, but as a personal and deserves every one of those who make it possible synergies are evident.

You, as leader of his team, is responsible for orchestrating a master for members to know their scores, find the tempo, are in good tune, play together, refine instruments, learn to sing, take the tune and he put a note of humor and enjoy your done.

This orchestration implies, obtain the best execution of each of its members and of course, the greater skill to achieve the best sound.

His work is and will, achieve better possible combination to achieve maximum performance and for this you need to know the different styles of each member.

According to the model that we will be sharing in this article and to culminate on Thursday, there are 4 basic patterns, usually with a predominance, the other styles, less used, will be willing to improvise properly in case the situation demands.

While he would not call these styles as well, even fewer can say they are bad, are simply individual ways of behaving and are thus acceptable and effective in its own right.

A person whose style is "Give and Support", tends to be reliable, sensitive, idealistic, and loyal. It is, by nature, a good team member.

A performer who "takes and Control" is an open person, probably a little aggressive and targeted. This person is telling you what to do.

A performer who exhibits behavior to "maintain and preserve" is that methodical, precise, to analyze before acting. It is often very quiet, so much that could pass apathetic, disinterested, however, performs predictable and efficient.

A person whose style is "adaptive and negotiable" is one that shows enthusiasm, flexibility and sense of touch, even if they like the brightness and the lights will shine, he is a generator of ideas and great need to encourage and assist other members when required.

How does your company right now?

Sounds like that?

What can we learn from an orchestra?

Can we apply some "technical" of conducting the management of work teams?

Some premises:

• If each of the members of the orchestra improves the performance of its instrument, the orchestra as a "whole" improves its performance.

• Assess the talent of each member: everyone is playing the best in your own instrument or, to put it in a more colloquial, "shoemaker to his shoe" ... at some point, you may one member most able to play an instrument, but it is always better interpreter in a single, all instruments can play.

• The principal is based on the strengths of each of the members of the orchestra, in full awareness of the weaknesses that each presents.

• Discipline is important, practice, practice and practice until you achieve "mastery" in the interpretation of the musical.

• The director should always take into account the natural leaders of some of the members of the band ... that enhances the performance of the entire orchestra, as it brings cohesion.

• Respect is essential: each of the members of the orchestra is a "master" of his instrument ... the director must assess this aspect in any circumstance.

• The manager as coach: one of its most important functions is to help each member of the orchestra to overcome the difficulties arising in the performance of the musical.

• An orchestra is made up of different sub-teams: sections of instruments to interpret different parts of musical works that they have to interpret. Each of these sections has its own leaders

You may not know Mozart, or be a lover of classical music, the ability to work together as a team makes a philharmonic excel or fail, but knowing that together we are creating something bigger and more powerful than we could possibly do in alone, failure is only a word so light that the slightest breeze with the wind!

This article touched for four hands, there is infinitely more to thank Sergio expertise to accept the invitation to compose again, in co-creation, these executions are offering you today, as a good option if the musical analogy works .... Another good

new addition to already be "known" to Luis Felipe, which from chiles, tacos and rancheras, God will keep in perfect health, Sergio, will be with us in this new stage of linking, which pleases us and comforts, power share this wonderful commitment that was born to grow and develop. That

week results deserve the orchestration of our day to day and that the reward good performance to be proud.

you soon!

Print enthusiasm and understanding, focus efforts and continue to link to further optimize their computers.

Used Wrestling Singlets Madison, Wi

Member "and / or friends?

Today we can not much less want to escape from the date we celebrate the Day of Love and Friendship. This date is highly symbolic, contains in itself many stories and has a huge emotional charge and bound goes hand in hand.

To mark the day of love and friendship, yesterday, I suggested to Maria Alejandra and Sergio, What if we wrote an article six hands to post tomorrow, is today , in Binding, which share the meaning of our relationship in the light of being members of a team? and I suggested a sentence by way of inspiration, which I extracted from an article on the theme of friendship in work teams.

lines start with Sergio, then find the term Maria Alejandra and I and leyando as they will realize the reason for this decision.

We begin:

Sergio: "... It's been a good time and thanks to the" magic "of the Internet, I was opportunity to "know" Mendoza Cristmas ... I write well, "know" (in quotes), because it was a virtual relationship that lasted a very long time. The interesting thing about this "relationship" with Cristmas is that we both feel as if we had known for a long time and I take these lines to thank her for her support in a not so nice experience for me but I have lived in both recent years.

Last night, I wrote an e Cristman to have given the idea of \u200b\u200bwriting an article together and I sent the following sentence:

"... Over time I realized that there is a feature important for the teams and they end up being trained by friends. "

I pose some questions to start:

To become a high performing team, is essential to have a relationship of deep and true friendship among its members?

Or will, however, feel the commitment to belong to a high performance team lays the groundwork for building a relationship of deep friendship with the other team members?

I believe that both approaches are valid: indeed, an atmosphere of camaraderie and fellowship provides an excellent "breeding ground" for a group of people to become a high performing team. This requires that the "camaraderie and fellowship" is imbued with a strong commitment towards both the achievement of organizational goals and to live a set of values \u200b\u200bshared by members of that team.

Moreover, I also believe that human beings like challenges and we know that we belong to a group of people who are expected to reach great achievements laid the groundwork for us to establish a relationship friendship with the other members of that group. Gary Hamel sums it up in one sentence: "Create a cause, not a business."

On this theme of teamwork and friendship there are many stories: from sports teams to corporations and through several musical groups where you can confirm that the successes have been largely joint efforts around a mission and / or vision but with a deep friendship as "mechanism" to bring together these efforts of the team.

These two issues (teamwork and friendship) are to write more articles and I think now we feel a strong commitment to continue writing about them to decrypt the keys of teamwork in organizations "

María Alejandra : Dear Friends Linked ...

First I am very excited to write after these months, Cristmas invited us to Sergio and me to share this article with her as we are co-founders of this blog and between us there is a beautiful friendship.

For starters, I think Sergio is right to raise their questions, and after that the relationship made us create this project together and I think certainly in our case arose an egg and then a chicken, which is certainly unconventional, he has the persistence to dig deep Crist, Sergio clear eyes always seeking more creative and far horizons and as I'm vain, I will say that my smile and beautiful plumage ... jejejeje

More

again what concerns us here, what really causes me share with you today is that the teams, from my experience, are the perfect laboratory variables for there to be a natural area of \u200b\u200bfriendship, since there is no speech that is worth all your actions speak for you, and to pursue a goal, you are necessarily a truly authentic person, as they leave your values, your creativity, your light and your darkness and the advantage is that other people would feel the same, is a community naked really learn to accept your flaws and the other because they are stronger together as a team and there is complicity in you is functional so that someone does not see, surely one another, so someone did not listen, another in the course paid attention to a program on the radio, imagine what someone is complemented perfectly with what they think peers, and when this is not so investigated, talk and find the best solution. What better formula to become friends? ...

From this, I can only say that if there is respect and professional commitment in a relationship of this type only have advantages, because it has someone you know and who knows you and that little if is aligned in achieving goals with you, trust you, you can rely on him.

If this is not the case, simply evaluate the factor attitude, take responsibility for your warmth and kindness, his smile and kindness because hardly anyone can resist these charms.

Happy Friendship Day, successful team and love!!

As I asked my friends María Alejandra and Sergio we did this year, came to my mind many memories, near and far and as such, like a film projected against Me, I was doing a tour of each of the groups of which I belonged and I thought of two things, one of them was that spontaneously broke into a smile on my face and the other was to experience a sense of pleasant warmth in my chest.

Relating to the issue before us today and Sergio raises very precise in his reflections, which have already read, I wonder how much importance they represent the feelings in my work as a member of team? and the answer is a lot and lot and not only, but are extremely valuable, therefore, that I dare to say they are a powerful fuel that drives me to achieve even that at some point figured it would be very uphill reach .

Teamwork and friends has taught me many things, even to understand that however far it is or to take different paths, friendship prevails and if there is anything that enhances my performance when team work is the care of the special relationship and friendship, as this most important value in my Here and me now.

In conclusion I will rely on a thought that expresses Luis Felipe in his article The sense in the work teams and that was the phrase that we use as a muse: "Over time I realized that there an important feature of the teams and they end up being trained by Friends, unconditional relationship in most cases becomes results of broad-spectrum and where success is guaranteed and I do not mean the company, but people, as they felt positive experience for life ... "

Undoubtedly teamwork is an experience worth living!

Happy Day of Love and Friendship!

Note: Thursday published the work of Luis Felipe and talked about it

Print enthusiasm and understanding, focus efforts and continue to link to further optimize their computers.

Slides Onto The Computer

What are the keys in the education of children? Thoughts aloud

Hello, a great pleasure to greet you!

You 'll be mad ... assume a thousand questions in their heads what they are talking about raising children when this blog will work with and as a team? Right?

You know, recently ordering the material we will share in the first quarter, I found this interview I did with Rosa Garcia, Microsoft CEO Steve Ballmer's personal adviser, CEO of Microsoft worldwide and when I opened the link, I thought that the issue hinged on innovative management practices, then no, what do you think? The topic was What are the keys in the education of children?

As I read, I remembered more and more of an article I wrote for the blog of a friend, with whom he discussed focus attention on the economy, as the magic potion that would save the evils of any country or to draw attention to the values \u200b\u200band the imperative to get a life more livable, friendly and enjoyable.

I think that we, among the consultants and managers in search of the top of the latest and in that race, we forget that it is not the economy as a whole, but are the values which is the need for healthy living spaces create us what drives us in life to add us to unite, to package it and why not, to become teams, which perfect gear to turn with great harmony.

More reality shows that this middle ground involves not only put forward to keep it, but requires the consistent exercise and consistent demonstration of social skills that allow us to become, in that tooth that engages with the next and that, should I create friction, we have enough maturity to make us a good oil to facilitate its continued spinning.

Rosa Garcia, spoke in his interview on the unconditional love their children and say as follows: "My mother showed me he loved me infinity regardless of whom was me. It was his daughter and that was enough. I'm much more critical to my children what my mother went with me and that worries me "

Reflection: How healthy are critical to our colleagues in the teams and in life in general?

also commented on the importance of generating sufficient space for children to make their own mistakes and learn and say, "My mother told me:" You can be a mother hen. " Children learn to walk if they want to have to lose many times. I want my kids meet the world knowing I'll be in the rear to the coup is not too hard "

Reflection: We spend our lives saying to err is human, but in business, what is the cost of being wrong? This After the dismissal "?

also tabled a topic little treated as is the total absence of victimhood and expressed " My mother loved the following metaphor: "If you fall into the pool and not swim, you have to do to try out is to try to go down as much as possible, put the foot down and kick to get up and get promoted to the head. " Do not let me complain, and I try to do the same with my children. If I have a problem, the attitude I take is to ask: What will we do to fix it? "

Reflection: will this culture to which we must look and be paying for our equipment are space resolution and achievements rather than dissolution and disagreements?

also referred to the importance of generating social consciousness as a fundamental aspect of our lives and peppered the interview with this comment, "In my parents' house always tried to not have anyone who could feel bad. In this regard, llega la Navidad y cuando mis hijo abren los regalos les invito a pensar en todos aquellos niños que no tienen nada, ni siquiera una casa en donde dormir. Luego les pregunto ¿Qué vais a hacer por ellos? No que voy a hacer yo, vuestra madre, o que va a hacer papá, sino vosotros. Si no tienes dinero, coge tu mejor juguete y dáselo a otro niño que lo necesite”.

Reflexión: ¿Cuánto estamos dispuestos a perder, ceder o dar para ganar más?
recuerde, usted no está por encima del equipo, pero el equipo si lo está por encima de usted, ¿Esta usted dispuesto a sacrificar glorias personales y compartirlas con otros que sueñan the same dream as you?

Finally, the values, " The work ethic, essential. My father told me that we must work hard and honestly. To my children, when I teach them their say: Is that your best work , who want to teach your teacher? If not your best work, take a couple hours and get the most of yourself. "

Reflection: How long will it be enough? answer: So you believe that your partner gives you the input you deserve, want and need, to demand respect and considerate, you have to give it.

The risk of poor education is great because the kids end up doing the same as us and doing the necessary parallelism and placing the roles in his holy place, a thousand questions arise, including

How

what kind of team I want to be?

which team do I join?

Because that space is not only going to be a work space, with particular schedule, will be a wonderful opportunity to reflect on why go it alone when you can invite others to go with you?

There are no limits to extract the essence of each word and its broad application in every aspect of life and work and team is no stranger to this reality, the parallels are immensely useful exercises and allow us to expand our world map , drawing from many realities of the greatest truths.

A big hug and keep in touch, continue reading us, we will continue here. Print

enthusiasm and understanding, focus efforts and continue to link to further optimize their computers.