Companies and people who today do not live in the future… tomorrow will live in the past.
The complexity and turbulence of the current environment have led people, companies and their leaders to reflect deeply on new management models that allow configuration and adaptation to the new demands of the new economy, the need to reinvent themselves and become more competitive., productive, constitutes today the great challenge for companies and their people.
The implications of these profound transformations are the product of the dynamics of the changes experienced by the business world; the new role of work, technological, communicational and organizational / business innovations in the 21st century.
Trying to reinvent an organization / company and its people is a process of reflection, complexity, planning, investment and strategies that requires time, people's desire, adaptability, flexibility and initiatives to be able to assume these risks that are typical of these times.
It is important to point out, given the emergence of new management paradigms and knowledge that there are still managers, leaders, owners, shareholders clinging to the old management scheme and practices that can be considered out of date given the reality that exists today, this paralysis paradigmatic affects competitiveness, production and people, as well as the organizational culture and climate, generating an organizational imbalance within it, producing resistance to changes.
All this process of imbalance generates crisis and intoxicates the organization / company and its people because when they seek to oxygenate and respond to the demands of the environment where it operates, they cannot achieve solutions or adaptations to get out of this situation in which they are finds, generating possible losses, layoffs and until its partial or total closure of the company.
Most managers and company leaders have become aware of changes and transformations, this has produced the application of new, more flexible, dynamic, changing organizational schemes where the most important thing is to position themselves in their market segment and give the answer to the standards demanded by customers.
21st century companies are characterized by being
- Profitable.Innovative, creative.Flexible, adaptive.Has an organizational identity.Know customers and markets.Strategic.Transform talents into human capital.Use cutting-edge technology and communication.Productive and globalized.Competitive.Work with global, national and local standards. Ecological.
It is important to highlight that all these philosophical changes about the new competencies and the new role of work in the new economy, demand individuals with a series of very specific aptitudes, these with the purpose of inserting themselves effectively and assertively into all these processes of changes and transformation experienced by the world of Business knowledge, Knowledge Value, Business Innovation and Human capital.
These requirements that the new economy postulates, suggests that there is a new realignment in human thought, which has unleashed that people understand that their personal growth and development of a life project is based on the strategic need to understand that through investment in training and education, they are able to open new opportunities in this highly competitive and demanding market where the true value lies in knowledge, skills and experiences.
Below are some of the skills that human talent who seeks to join the new job market in the new economy must have.
The people of the 21st century are characterized
- Self-learningExperienceTeamwork Assertive communicationShared visionSynergy and EmpathyLeadershipNegotiatorEthical- MoralResponsibleInnovativeCreativeChange FacilitatorPlannerAdministratorDelegate Functions.
For all this competition to be assertive and productive, the leader must take them into account and not skip them because this would produce an organizational imbalance, affecting culture, climate and, of course, people; It is important to note that all this will depend on the responsibility for which you are selected.
All these dialectical relationships based on a new paradigmatic form such as the configurational holistic allow us to interpret the reality of business, companies and the new role of work with a more complex and transformative vision.
Taking into account that to achieve a true change and an effective and productive transformation in organizations / companies and their people, the business components as well as the people and all external factors must be unified to form a company, agile, competitive and intelligent.
It is important to highlight that the 21st century will be configured by the triad of information, knowledge and learning, these will be the basis of success, for all those leaders and human talent who decide to seek opportunities and risks in this world of competitiveness, in addition to the interconnections between the philosophy of change of intelligent people and companies.
In conclusion, the construction of this entire process will be aligned with the synergy and empathy of the organizational culture, management style, work organization, people, investment in training, information, technology, infrastructure and human talent, all these components are essential to redesign, create and crystallize all those organizations / companies that wish to enter the world of intelligent companies.
Bibliographic reference
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