News
"Many companies came that presented the programs that are running in their organizations and the great coincidence that we found is that they are all focused on preparing leaders who generate collaborative networks and leave aside that figure of the boss who gives orders and controls," said Matías Ponce , director of Estudio Locht, in charge of organizing the event.
Virginia Borrajo, co-founder of Estudio Locht, also agrees with this vision of the future in terms of Human Resources and clarifies that "competence and authority as pillars in work teams are being set aside so that purpose takes on more prominence as the engine of the team, with collaboration and trust as central axes and not so much control as a method”.
This vision of the great role that redarchic structures have been taking in organizations over traditional hierarchical structures, was present in all the cases that were addressed in the 3 hours that the day lasted where the main leading companies of Argentina of the more varied items such as the firms SKF, Farmacity, Assist Card, Interbanking, Requests Now, Globant, Swiss Medical Group and Los Grobo, among others, in addition to Camuzzi, who acted as hostess and lent its facilities.
In this sense, Gabriela Francica, deputy manager of Training and Corporate Development at Swiss Medical Group, showed a redarchic leadership program that emerged in the return of the pandemic. “The program began looking for an answer to how to return to the office and reconnect with our colleagues after the fatigue we brought from the pandemic, and today it became a redarchic leadership project that generates tools so that leaders can generate conversations within of their work teams” explained Gabriela during her presentation. "One of its axes is to build a purpose so that employees feel motivated to come to work and not do it just out of obligation," explains the professional, who together with her team showed as an example the IKIGAI that they use within their teams. I work as a tool when generating a purpose. Although there is no exact translation, the term IKIGAI comes from Eastern culture and is used to describe a person's raison d'être or pursuit of purpose. In the case of Swiss Medical, it is used to find the purpose or motivation of each collaborator, and those purposes that are repeated the most shape the purpose of the team, which helps to consolidate an increasingly broader IKIGAI.
Another clear example was given by Farmacity, a company with 25 years of history and 4 business units that did not stop even in a pandemic due to its essential role, where it began a transformation process that required a radical change in the way the teams of worked. "We created a redarchic leadership program where the first characteristic that it has is not to be mandatory" explains Daiana Zak from Farmacity at her work table, and clarifies that "this non-mandatory nature showed a surprising result because the leaders spontaneously join in when they feel ready, they are internally prepared to face it or they consider that they are in the moment, thus ensuring a better performance of the program”. According to his presentation, the first axis in training is to work on a new role of the leader who does not direct or order, but must further develop his role as facilitator, a lot of work is done on identifying the catalyst leader and on generating conversations within the teams.
The event had a special opening by Alejandra Petrau -People Experience & Sustainability Manager at SKF, who spoke about her experience in running disruptive HR programs within a metalworking industrial plant, where after 40 years they incorporated 4 women into the campus. "The first change must be within oneself" explains Alejandra, who showed that even in the toughest industries, with the strictest procedures and that can never stop their production processes, there is room to innovate and run the most varied programs of HR that include from hybrid ecosystems to combine home office and face-to-face work or team leadership, to diversity programs.
The Locht Hackathon is an event that brings together Human Resources references from the main leading companies in Argentina to analyze, debate and share management experiences in the field of HR. As part of the dynamic, the companies contribute work cases and experiences that they are carrying out in their organizations to share with the participants in order to analyse, develop and debate those opportunities for improvement that are detected through various work groups. The other cases analyzed were AssistCard, where Elizabeth López, People & Talent Director presented its Evolutionary Leadership programs, Interbanking presented its Leadership and Data program through its Chief People Officer Valeria Czarnota, while Ramiro Marchesotti, Talent Development Specialist of Globant showed how they implemented a new system to measure and evaluate potential. For her part, Carolina Otero Furlong, Principal Regional Partner at Ordenes Ya shared a program aimed at improving the employee experience, and Lucia Dellagiovanna, Mariela Perini and Ana Vultaggio from Grupo Los Grobo shared a strategy developed together with Estudio Locht in which the new Group skills associated with agile and digital transformation were worked on experientially with the participation of more than 250 employees. → ambito.com
Automatic translation from spanish.
