The dynamism of business life generates in executives the urgent need to remain attentive to the new global trends in Management and in general of all related issues that allow acquiring new managerial concepts that contribute to better management performance as managers of a company or an area or process in the organization.
Various lines of permanent updating in executives are very important, since their success skills are associated with the functions of their management, therefore we can mention that the learning processes are permanent and do not end since the knowledge curve is not On the contrary, every day we find new conceptual models that undoubtedly lead us to continue finding new and better tools for the development of daily activities.
Some components of the permanent update have to do with:
- Elaboration of a personal diagnosis of competences that allows identifying which of them are essential for their personal and professional improvement. In this sense, we find various tools on the market that allow us to measure in a certain way the current level of our managerial competences and the suggestions for education and training for each one of them. Establish a consistent action plan that allows us to incorporate these competences into the person. Sometimes we fall into the mistake of believing that it is enough to read an article, attend a seminar and even attend a diploma course to integrate key aspects such as leadership, negotiation, effective decision-making, time, etc.,therefore, when speaking of an action plan, various actions must be considered to achieve the proposed objective. As a suggestion there should be a combination of:
- to. Information on the required topics. This is accomplished by reading articles and monographs on various topics. Another way to get informed is to attend seminars or conferences on the selected topics, this gives us a general framework of the importance of these competences in the management we carry out.
- b. Formal learning and training processes. This is achieved through diplomas, specializations, masters and doctorates that allow us to delve theoretically and conceptually into the different topics that we must address daily in our jobs.
- c. Personalized accompaniment. Through methodologies such as coach and mentoring, achieve full awareness of their strengths and weaknesses and keep track and control of their progress in each of the selected competences. These accompaniments start from the principle of recognizing that the updating processes go beyond a managerial fashion and that they are assumed responsibly within the process of personal and professional growth.
- d. Group experiential learning. Selecting a group of executives from the same company to meet weekly and reflect on the facts related to the competencies that are being worked on in the points mentioned above. This is a way to socialize individual learning and to involve others in competency training.
- and. Self-training processes. They are all those individual activities that at a conscious and intentional level are carried out to keep up-to-date, such as certain television programs, Listen to CDs referring to the topic being worked on while going to the office, take an e-learning course, Read books about managerial competences or with stories that illustrate them, etc.
A special point about updating has to do with learning languages since, although it is true that it is taken for granted that at least two languages must be available (the native language and one more), it is also true that globalization becomes an urgency mastering one or two other languages depending on the business in which we are carrying out our tasks, this issue is an indisputable success factor when it comes to aspiring to better conditions in the organization's governance scale.
In this way, when you ask yourself, what should executives update themselves in? We cannot give a simple answer that includes a list of topics, it is necessary to recognize what are the topics that apply to each of them and the level of conceptual depth that they require since not all executives have had the same training, nor do they have the Same life experiences, therefore the updating process is not the same for everyone.
Lastly, it is important to consider that organizations must, on the one hand, establish their plans for training, training and updating their executives according to the needs of the company in pursuit of their organizational purposes, and, on the other hand, attend to the capabilities and executive competencies in such a way that the costs of these processes are an investment and not an expense.
