{"id":1273,"date":"2023-12-14T17:26:13","date_gmt":"2023-12-14T15:26:13","guid":{"rendered":"https:\/\/leadershipland.eu\/?p=1273"},"modified":"2025-04-24T15:52:18","modified_gmt":"2025-04-24T12:52:18","slug":"direct-la-subiect","status":"publish","type":"post","link":"https:\/\/leadershipland.eu\/ro\/direct-la-subiect\/","title":{"rendered":"Direct la subiect"},"content":{"rendered":"<h2 class=\"wp-block-heading\"><em>\u201dCe rost are un training dac\u0103 atunci c\u00e2nd revin la birou managerul meu se comport\u0103 exact invers fa\u021b\u0103 de ce am antrenat eu la curs?\u201d<\/em><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><u>Ce rost are \u00eentr-adev\u0103r un training de leadership pentru team lideri sau &#8220;middle managers&#8221; dac\u0103 cultura organiza\u021bional\u0103 este rigid\u0103 \u0219i are o abordare de leadership bazat\u0103 pe rela\u021bii de putere?<\/u>\u00a0<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">S-ar putea spune c\u0103 nu prea are rost \u0219i cine ar spune acest lucru probabil c\u0103 ar avea dreptate. De aceea este vital ca o firm\u0103 de training s\u0103 caute o rela\u021bie pe termen lung cu un client; o rela\u021bie care s\u0103 mearg\u0103 \u00eenspre identificarea nucleului problemelor organiza\u021bionale \u0219i nu spre tratarea problemelor superficiale, de moment. Acest lucru presupune conversa\u021bii, timp \u0219i dezvoltarea unui PROGRAM de training care s\u0103 ating\u0103 mai multe puncte, mai multe nevoi ale clientului \u0219i s\u0103 se desf\u0103\u0219oare pe c\u00e2t posibil la toate nivelurile de leadership ale organiza\u021biei. Dac\u0103 acest lucru nu se \u00eent\u00e2mpl\u0103, valid\u0103m \u00eentrebare de mai sus, \u0219i d\u0103m na\u0219tere unei alte probleme.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><u>Frustrarea managerului sau mai bine spus accentuarea frustr\u0103rii managerului.<\/u>&nbsp;<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pe principiul\u00a0<em>Ignorance is Bliss,\u00a0<\/em>un manager care activeaz\u0103 \u00eentr-o atmosfer\u0103 rigid\u0103, ap\u0103s\u0103toare f\u0103r\u0103 a cunoa\u0219te alternative la un astfel de mediu, este categoric nemul\u021bumit, frustrat, dar poate s\u0103 g\u0103seasc\u0103 alinare \u00een ideea c\u0103, a\u0219a e la job, nu ai ce s\u0103 faci. Ei bine, c\u00e2nd un astfel de manager afl\u0103 c\u0103 exist\u0103 alternative dar superiorii lui nu le aplic\u0103, frustrarea devine \u0219i mai mare, pe alocuri chiar insuportabil\u0103, deoarece alinarea dispare, este invalidat\u0103;\u00a0\u00a0iar consecin\u021ba este ad\u00e2ncirea clivajului dintre upper management \u0219i restul organiza\u021biei. Ori din acest punct, re-calibrarea rela\u021biei va fi extrem de dificil\u0103. Solu\u021bia \u00eens\u0103 e una simpl\u0103\u00a0\u00a0&#8211; lucrurile nu trebuie l\u0103sate s\u0103 ajung\u0103 \u00een acest punct, iar dac\u0103 ajung, ambele p\u0103r\u021bi (\u0219i upper \u0219i lower management) trebuie implicate \u00een solu\u021bie. \u0218i asta se face prin\u00a0\u00a0programe de training, calibrate corect la nevoile organiza\u021biei ca \u00eentreg, nu prin cursuri izolate care s\u0103 rezolve probleme imediate. Leadershipul este ceva ce se construie\u0219te \u00een timp, cu efort \u0219i implicare din toate direc\u021biile, dar mai ales din partea top managementului, care \u00een continuare d\u0103 tonul \u00een marea majoritate a organiza\u021biilor.\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00centrebarea e grea \u0219i e dureroas\u0103. Nu e prima dat\u0103 c\u00e2nd mi se adreseaz\u0103. Mi-a fost adresat\u0103 \u00een diferite forme \u0219i pe m\u0103sur\u0103 ce m-am tot g\u00e2ndit la ea am constatat dou\u0103 mari probleme pe care le ridic\u0103:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dovada celor expuse mai sus am tr\u0103it-o \u00een sala de curs, chiar \u00een instan\u021ba prezentat\u0103 mai sus, c\u00e2nd am putut s\u0103 r\u0103spund cursantului cu \u201d<em>stai lini\u0219tit c\u0103 \u0219i managerul t\u0103u va parcurge acest program de training \u2013 grupa lui \u00eencepe peste dou\u0103 s\u0103ptam\u00e2ni\u201d.&nbsp;<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Reac\u021bia cursantului? \u201d<em>Abia a\u0219tept, am s\u0103-l \u00eentreb cum i s-a p\u0103rut<\/em>&nbsp;(printre z\u00e2mbete)\u201d.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Eu am r\u0103spuns cu \u201d<em>A\u0219a s\u0103 faci<\/em>!\u201d, \u0219i mi-am spus \u00een sinea mea,\u00a0<em>\u201dThis could be the beginning of a beautiful friendship\u201d<\/em>&#8230;\u0219i dac\u0103 nu va fi, atunci sigur vor mai avea nevoie s\u0103 antreneze un nou comportament \u00een sala de training.<\/p>","protected":false},"excerpt":{"rendered":"<p>\u201dCe rost are un training dac\u0103 atunci c\u00e2nd revin la birou managerul meu se comport\u0103 exact invers fa\u021b\u0103 de ce am antrenat eu la curs?\u201d Ce rost are \u00eentr-adev\u0103r un training de leadership pentru team lideri sau &#8220;middle managers&#8221; dac\u0103 cultura organiza\u021bional\u0103 este rigid\u0103 \u0219i are o abordare de leadership bazat\u0103 pe rela\u021bii de putere?\u00a0 [&hellip;]<\/p>\n","protected":false},"author":3598,"featured_media":351,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"wds_primary_category":0,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1273","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/leadershipland.eu\/ro\/wp-json\/wp\/v2\/posts\/1273","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/leadershipland.eu\/ro\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/leadershipland.eu\/ro\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/leadershipland.eu\/ro\/wp-json\/wp\/v2\/users\/3598"}],"replies":[{"embeddable":true,"href":"https:\/\/leadershipland.eu\/ro\/wp-json\/wp\/v2\/comments?post=1273"}],"version-history":[{"count":0,"href":"https:\/\/leadershipland.eu\/ro\/wp-json\/wp\/v2\/posts\/1273\/revisions"}],"wp:attachment":[{"href":"https:\/\/leadershipland.eu\/ro\/wp-json\/wp\/v2\/media?parent=1273"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/leadershipland.eu\/ro\/wp-json\/wp\/v2\/categories?post=1273"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/leadershipland.eu\/ro\/wp-json\/wp\/v2\/tags?post=1273"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}