Month: June 2016

Coaching Topgrading

June 29, 2016


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It is certainly a profound reorientation of the technological pattern intended to fundamentally transform local productive fabric and world and common sense of all the participants. When you decide to compete in the more standardized segment, the company has to prepare to ensure volume, comply with the basic specifications and face a strong competition in prices. That means deep and growing mastery of the technology of the production process. At the end of niches, where adaptation to customer requirements is central, matter much more quality and service than price. There, the knowledge of product technology and the ability to modify and improve it for its adaptation to requirements specialized is the key competitive ability. The present, has given way to new paradigms, where management should evaluate their leadership style, determine what should be the architecture of your company, its functional systems, objectives, goals, technologies to use and friendly administrative tools that enable properly manage all resources of the company according to the demands of the current scenarios. Senior management today, have to re-educate new prevailing paradigm and which may arise from the behaviour of the scenarios.

Be considered, the paradigms to undergo change in the organizations, which are favorable for them, since it allows him to venture into the business world based on attributes obtained by these models such as total quality, productivity, excellence, continuous improvement, management of knowledge, etc. You must also take into account new paradigmatic models such as reengineering, just on time delivery, Benchmarking, Empowerment, Outsourcing, Coaching Topgrading. These models allow a shift accelerated in the main variables of the Organization, its environment, both in its culture, process and structure, since by taking again paradigm administrators increase organizational performance, making more competitive businesses. Is recommended to encourage members of the Organization to adapt to these changes through courses, lectures and engaging them in processes of change experienced by the Organization, for which they feel identified and quite naturally accept changes to your organization.


June 29, 2016


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What contributes to a good change process change management coaching, management for the success of change: the planning of change represents for you project management at the highest level. To carry out a restructuring, it is not enough that you have clean design with sophisticated work packages, accurate task delegation, and safe scheduling. Change management coaching, management for the success of change: The planning of changes represents project management for you at the highest level. To carry out a restructuring, it is not enough that you have clean design with sophisticated work packages, accurate task delegation, and safe scheduling. Such a fundamental change goes far beyond various pragmatic. Ever more of your staff and the executives of your desired changes are concerned, the more difficult the precise management of the desired restructuring is for you. You need to so soon enough realize which problems and difficulties will bring the desired change.

Optimal support in change management projects is for you so important and essential. Especially the detailed familiarity with emotional dynamics and correct communication is an important factor for the rapid and clean success of restructuring without major problems and resistance. Their exchange of information with the persons concerned of the change management is especially important and serves as the highest factor at this difficult time of change. Good change management coaching takes care of you in detail in technical and professional communication: whether a restructuring project to fruition, is particularly dependent on whether the developed solutions and strategies for the process of change by the affected departments and employees are adopted and implemented carefully. Therefore, a change is often doomed to fail when is planning only or too intense to create any Matter solutions stiffened. The correct communication not only it’s turn, when you can show the desired results and admire, but must already be embedded in the process of change. Competent change man, learns what it arrives at the enormously important instrument of communication and flow of information between the persons and optimally manage such as the contribution of the people involved and the various departments in the various areas of the restructuring managers and coaches.

Patricia Villanueva Coach

June 16, 2016


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It is important to point out that the final decision of the candidate is the direct Chief of the vacancy. Human resources works as an advisor in the process, but responsible for selecting is the head whereas the information which it has been collected in the process. When the size of the company justifies it, you can include within the process to internal customers of the position to cover, who can provide observations of behaviors that they expect to receive from the prospective employee. What happens when there is a human resources department? Practice common is that recruitment is carried out via an external agency and the selection is attributed to the head of the vacant position, or the same areas that carry out the process, delegating the publication of vacancies to administrative assistants and the selection in the direct heads of vacancies. Controlled and planned inclusive processes allow to obtain a vision more complete and comprehensive of the reality of a candidate, selecting the right people to participate in the selection process enriches the objectivity in making wise decisions. The next time you have a vacancy I invite you to that you detengs a moment to think who can enrich the information to get to know people that will drive value to your company. If you want to know more about this and other recommendations on employment, support you in where you will find various employment options and tips on many subjects that they will surely be of interest to you.

10 Small Tips For A Rookie Coach

June 16, 2016


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This is not a magic formula, is not making a plate of food, but one that begins, perhaps it might be useful. A much longer list could be, but with these ten, I believe that they are sufficient to start. 1 – If what you like is send and give orders, forget about being coach, here’s what is at issue is convincing and motivating. 2-If you don’t have enough personality to find directing a group of people, don’t waste the time, leave it now that you’re still in time, since you don’t serve to be a coach. 3-Search Justice always. If you favor a footballer who has not won, surely that you are being unfair with another player that yes she deserve it. 4 – Football today need coaches who have clear ideas and which go directly to the grain.

The endless talks that sleep to footballers are not at all recommended. 5 – Alignments only you, make them again, only you. 6 – Football is above all a collective work, so don’t become a fan of your best individualities. Your unique Idol has to be the team (the Group). 7 – Train well, with rigor, with good planning, and method does not guarantee victory, but win or lose, if you’ll be at least a good professional. 8 Study, learn, perfect yourself, but above all, observed, especially the work of coaches with more experience. 9-Be careful with the environment, particularly in that area in that move individuals who are continually giving hugs for no reason. 10-If not know Helenio Herrera who was, I don’t know what are you waiting for to find out. These tips are the result of experience, not theory, that everyone gives them use that suits you. Original author and source of the article


June 7, 2016


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This is a technique with which it comes to finding out what they do well the leaders (of your business or other individual), and then tries to adapt this knowledge to our company (for its detractors, this is basically copy!) However, it is much more than that. I remember when I was young (not many years ago!) Had the idea that the Japanese copied. However, what he did or Japan after World War II was to build a country in ruins and almost medieval in some aspects, making it the second largest economic power. To this end, besides implementing benchmarking, hired two American quality specialists, Deming and Juran, who taught them about aspects of total quality, all of which adapted it to their way of doing things. And the result is that today Japan is one of the leading countries in technology. The Japanese followed other Oriental dragons, as South Korea, which begins today and is being a pointer, or Taiwan.

The next will be China, which is still in the stage of “copy”, but in some industries is beginning to emerge. Apart from this brief look at the international level (which is not too bad we could take note in Spain, we are not referenced in almost nothing), Benchmarking can be applied in our companies in several ways: – Noting the “best practices” making the competition (or, again, companies in other sectors). – Obtaining the information through our existing employees about other companies they have been or known by other means. – From customers and suppliers (although it should be careful with this information, due to interest they may have may not be entirely true or accurate). – You can make a cooperative benchmarking, exchanging information on best practices with companies that are not our responsibility.

– Collect information from various sources, including newspapers and magazines, Internet, trade fairs and exhibitions, and so on. Benchmarking can also be an interesting technique in a personal capacity, that is, as professionals we have some role models in peers, acquaintances, famous people in certain areas … observing and analyzing those aspects that make them excel in their fields of activity can also be learned much, and improvement. For example, remember the case of a partner who was very good at reporting. And not just because it was fast, but was rarely wrong, even managing a huge amount of data. The secret of his success was that before handing over the report made a number of findings and a series of ratios calculated to check the reasonableness of the information. Something as simple-or as complicated, as it allowed him to detect anomalies, and as a result, be almost infallible. It is a technique that usually prepare all reports can be applied with relative ease, and with great benefit.