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From boss to leader; just dictate or inspire and transform.

“If your actions inspire others to dream more, learn more, do more and be more, you are a leader”

These words of the British writer Simon Sinek masterfully summarize what an authentic leader should be and how he should exercise his leadership.

The leader must earn the denomination through the results obtained, but not only by the objective data of the financial statements of the company, but by the results obtained through the influence exercised on the rest of the team, the rest of the staff, and in the company’s set of stakeholders.

“Every leader is a boss, but not every boss is a leader”

Every leader is a boss, but not every boss is a leader, and this must be kept in mind. If we want to limit ourselves to making decisions, to mathematically objective valuations and to results that qualify us as an efficient executive in the achievement of business objectives, we will be giving the boss profile. This can be perversely attractive, since we will have a good feedback in the short term and we will be well valued by those who pay us the salary, for which, it seems difficult to think that we should leave all this aside to do things differently.

leader and leadership in business

Leadership in times of change

However, we are in times of change, and this change must also be made in our management style.

It may seem that everything said above must be abandoned because the present has changed, and things should be done differently. It is true that we must do things differently, but let us be clear that, if there are no objective results, if the company does not earn money and is not able to produce more efficiently and effectively and in a sustainable manner, everything else will be useless.

Having clear then that the results are essential, how we arrive at those results is what differentiates the real leader from the usual boss.

Be a source of inspiration for collaborators, transmit your passion, your vision and join with you adding instead of obeying, be consistent so that your actions do not contradict your indications, that your team wants to go where you go and not where you tell them to go, … in summary, and as Simon Sinek states in the sentence that opens this text, if you inspire them to dream, to learn, to do and to be more, YOU are a leader.

Become a leader to admire

Become someone to admire, to follow, to imitate; We all have references that have transmitted all this to us, thus we all have examples of what we want to transform ourselves, whereby there are no excuses. YOU decide if you want to be a boss and command or be a leader and transform.

leader boss

Arturo Gálvez – Business Counselor
http://ajgalvez.com/

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Spontaneous behavior; the true “something else” of properly motivated people.

Current relationships, especially in professional relationships, what we say, transmit and the results we obtain are preceded by our behavior, which has two components; normative and spontaneous.

Normative behavior

The normative behavior is that which is clear, that we all know that we “must” do and that basically confers the minimums that we are expected of.

Dress in an appropriate dresscode to a specific situation, act with the appropriate standards of courtesy and education, go conveniently uniformed according to the regulations or corporate image of our work or our company, give the appropriate technical or specific answers to the request of another person, etc. they combine everything that has to be done and that our interlocutor interprets as expected, and failure to do so as established, as it is normative, will bring with it negative consequences previously established for the “offender”.

But there is something else that moves us from what is expected to what is desirable, that transforms a correct behavior into an excellent one and that takes our valuation of people to another level, and that is what these people do simultaneously and naturally to normative behavior. It depends to a large extent on the correct motivation and that they feel happy and fulfilled with what they do.

When the motivation is not correct, and people do not feel happy, the result will be opposite, taking us from the expected to the undesirable, with disastrous consequences in the sustainability of the objectives we want to achieve. This is spontaneous behavior.

Spontaneous behavior in business

Spontaneous behavior

Having perfectly motivated campaign workers and aligned with our objectives implies a deep knowledge of them, because only through knowing them perfectly and knowing what their values, expectations and circumstances are we can work in the right direction to be leaders for them instead of bosses, to make them feel part of a team instead of subordinates who fulfill orders, and who naturally accompany their normative responses of spontaneous nuances that carry their work, and therefore our results, to excellence.

Details as simple as they smile while speaking, discuss in a correct register and objectivity or feel enough confidence and control in what they do to make certain decisions that solve certain situations effectively will have a very important positive impact on our results.

The Importance of Spontaneous Behavior

Times have changed, and the economic recognition of the work done, even though it is essential, is no longer enough because our collaborators also expect spontaneous behavior from us to create a favorable and motivating work environment. We work with people and the right personal relationships require a deep knowledge and a permanent performance in the right direction in a vertical descending and transversal way.

Incorporating this type of management of people as part of the values of our company and our corporate social responsibility will cause a positive differentiation with respect to our competitors. I cannot find a single reason why should not do it.

Spontaneous behavior people
Arturo Gálvez
http://ajgalvez.com/

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Competitiveness and excellence of the managerial profile in changing environments

The business world is changing towards higher competitiveness. The executive in the current company must be updated and professionalized in order to optimize its efficiency and effectiveness in decision-making.

Wwithin a global environment in which everything happens at a great speed, and in which the margin of error has been dramatically reduced.

We are at a time when what is done has lost its supremacy in favor of how it is done, parameters have been incorporated into management such as Corporate Social Responsibility, circular economy, environmental impact or sustainability, and where the human team and its management has become an essential factor in achieving success.

Teamwork is a priority in the face of individual achievement, and creativity in the search for solutions against the theoretical models that until now have been accepted among those dedicated to making decisions, and companies need leaders instead of executives.

Deal with global changes

All these changes are global; the world has become small thanks to the advances in information and communication technologies, as well as the evolution in logistics, and Andalusia and its business network must concern on it.

In this new business environment, the training of the manager is essential, and while not too long ago the important thing was to have a wide specialization and experience in a specific area of ​​management, nowadays it is essential to be able to make decisions from a holistic vision of the company, valuing the global operations and taking into account how this decision influences all the interest groups that may be affected (the so-called stockholders).

competitiveness in business

Competitiveness and educational institutions

The educational institutions for executives and managers also need to be updated in order to give that training service that is demanded today and provide an extra to what until now they had been offering.

This “something else” is what partnerships like the one between Loyola Andalucía University and ESADE Business & Law School offer us through its Executive Education programs, in which CEOs and executives interact in a collaborative and multisectoral environment, where not only the development of individual skills is critical, but also the sharing and learning through team experiences and situations in which decisions must be made considering the company as a whole and not as a sum of parts, and valuing the global consequences of decisions.

The dynamics of learning

Therefore, living a training experience that serves as an impulse and helps you think “big” makes prospering an achievable possibility. The learning dynamic is carried out through master sessions with a cast of teachers extremely skilled in their areas that, in addition to great communicators and researchers, are business experts who apply what they explain by contributing all that know-how that traditional education does not reach, methodologies such as the ALP (Action Learning Projects), the LEAD program of Management Skills, the Management Simulator and a multitude of extracurricular activities that take the learning to one more step, facilitating the participant a space to stop and think, to enrich themselves with their peers.

They provide a journey and a diverse experience that forces you to collaborate and build, because they all have the same purpose: to create value in the environment in which they struggle every day and that this value is maintained over time and evolves.

The change we are experiencing has only just begun, and we have to be up-to-date, aware of the environment and be able to anticipate the future, which will only be possible through excellence in learning processes led by institutions of international reference that were born to train the professional profiles that are called to lead our economy.

Executive training programs to improve competitiveness

The Loyola University of Andalusia and Esade Business & Law School propose an extensive program in executive training for professional leaders (Corporate MBA) that will guarantee success and competitiveness in the face of the current and future challenges that will arise. We will only reach success through a transformative and aligned training with real needs that we will face.

Arturo Gálvez
http://ajgalvez.com/

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Happiness as a key to achieving results

“Choose a job that you like, and you will not have to work a day of your life.” This quote of the Chinese philosopher Confucius is key in the search for happiness.

Necessarily and inevitably in life we ​​have to work, and nothing better than being able to choose that job that we like, that we are passionate about and in which we feel recognized and fulfilled so that the routine fact of going to our workplace is transformed to enjoy working, and replace the feeling of obligation to play for the enjoyment of our dedication.

However, the Confuciu´s locution contains in its first word something perverse; “choose”.

happiness and work

Unfortunately, and as far as work is concerned, the ability to choose is not universal and available to all people, and that is where team leaders must make the appropriate decisions to reverse this situation. Many workers, for a wide range of circumstances that should not be judged, are destined to work where they can instead of where they want, but that does not imply that they feel resigned to their bad luck.

Those responsible for management in companies, regardless of the size the companies have, have to do our job assuming the responsibility of creating an environment conducive to our employees feel happy and fortunate to work with us and row in the direction in which that we will all obtain the best results, since it is demonstrated that through happiness the results are reached much more efficiently and effectively.

Key Factors for Achieving Happiness

It is key to know our team thoroughly, since each person will need different stimuli to activate the personal spark that makes them feel safe, recognized and fortunate, and there is no methodology that establishes a standardized procedure, which forces a deep knowledge work of each one of our collaborators, but once done, the speed in which we will be able to reach our objectives will compensate all the previous work.

On the other hand, not doing so will trigger that, instead of having a team that drives us in the right direction, we will have a group of people who are demotivated, without a fixed direction and who, if they are good, will seek to go to another company where they feel better, but if they are not, they will remain with us reluctantly with the pernicious effect that this will have for the rest.

General Actions to Achieve Happiness

General actions by all known, such as public recognition, correction in private, and involving the team in the company’s objectives, together with a bespoke work in which we are able to stimulate each person individually will make us differentiate, have a loyal team that by itself will select the best components, and will give us an unbeatable strength and position, which is essential actually.

actions for happiness

Arturo Gálvez – Business Management
http://ajgalvez.com/

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EXTERNALIZATION; a means, not a goal.

The externalization, or outsourcing of workers or departments in our organizations is a means and an important tool to increase flexibility and adaptation of our organizational structure to certain changes in order to experiment the effectiveness that a decision may have, really and objectively testing the result obtained.

However, abusing this system can make us fall, not only in causing a negative effect among our employees and collaborators, but in running the risk of losing the personality of our company. And what is truly dangerous is that if the contracting of external services works as it should, the temptation to abuse this type of services beyond what is advisable can be important.

outsourcing of workers and externalization

In today’s business world we are moving in an environment governed by obtaining the best possible result in the shortest period of time, and the managers in charge of making decisions are capable of making real juggling in order to satisfy the mandate that has been given to us, among other things, because part of our emoluments are usually linked to the achievement of these objectives. However, this may lead us to not pay adequate attention to issues of vital importance, such as the work environment, how our stakeholders perceive us, the corporate social responsibility (which in itself deserves a separate article), etc., which, although in the short term it can be satisfactory, it will inevitably affect the sustainability of the company over time.

Corporate Sustainability and Externalization

Corporate Sustainability can be defined in a few words as the search for a balance that allows obtaining the desired results in the present, and that this obtainment can be maintained in the medium and long-term future. For this reason, it is important to use the tools that we have at our disposal for what they are designed, and not to make creative innovation decisions in their use, since the result, in the end, will be different than desired. In the same way that each nut requires a suitable tool to optimize the benefits for which it has been designed, with the outsourcing of our business structure, the same happens.

Do we think that we can implement a new process, management activity, etc., and we need to test the real result that it can bring? Lest go ahead! It is time to hire external management personnel and objectively assess what we are going to achieve with it, but once we have the necessary feedback and consider that we are going to incorporate this process into our activity permanently, we must design the optimal structure with the same character of permanence, and perhaps leave a certain percentage of externalization in order to have that point of necessary flexibility, but no more.

Efficiency and effectiveness in decision making

The efficiency and effectiveness must be obtained within the honesty in the decision making. If the search for the optimal short-term result leads us to the exercise of certain management engineering that leads to the use of figures such as the false self-employed, we can be sure that this result will not be maintained in the long-term. While it is true that the legislative and tax policy is often not helpful in the search for the best ratio of profitability, it is our responsibility as managers to put our grain of sand to try to change the current atmosphere and to heal our professional environment for the future that we want to build. We must not forget that our results depend on the people who collaborate in their achievement, for which they must be appreciated, recognized and cared for, and, what is more important, that they feel it.

Arturo Gálvez.
http://ajgalvez.com/

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