The 2013 analysis is summarized as an exercise full of social and economic changes, which organizations have had to assume in a short period of time. Not only people, but companies have had to face unexpected changes in the organization, which dismantled growth plans and corporate strategy.
Although, Ferrán Adriá said, “I do not invent ingredients, the ingredients are there. I am only in charge of forming structures with harmony.” The keys to success for 2014 at a business and social level are based on theories that we all already know, but which, however, are not carried out.
Below, I detail 4 of the keys to achieving greater efficiency in this coming year:
Pareto’s Law or 80/20 principle: Through which we know that, focusing on sales, 20% of our accounts generate 80% of our income. Have you carefully analyzed the total number of clients you have and the hours you invest in them? This law will help you establish your range of priorities.
Peter’s Principle or theory of incompetence: With his famous statement in which he states that in a hierarchy, “every employee tends to rise to his level of incompetence: the cream rises until it stops.” Do you have the ideal profiles in your work teams? Is your system meritocratic? Excellence is about the vision of structure that the members of a work team have.
The Dunning-Kruger effect: Which tells us about the superiority that some members of our work or company teams have over others. His second postulate, “Incompetent individuals are incapable of recognizing true abilities in others”, gives us the key to this coming 2014 in our organizations. What profiles do you have in your command lines? Do they know how to take advantage of the qualities of their team members? Understanding that we do not generate abundance alone, we would have to pay more attention to the disguises that blur true talent in organizations.
The importance of empathy: And above all based on the latest article that the “Prince of Asturias Award for International Cooperation” published in La Razón, Bill Drayton. In which he states that we must adapt to constantly changing societies with social rules very different from those we have been taught. Skills such as empathy, teamwork, leadership and the ability to generate change. It is not about following rules as if it were a manual, empathy will be considered a “value” to take into account in our work teams. It will be the driving force and architect that builds large work corporations in this present-future.
You know that I am not given to using constant acronyms that make it difficult to understand what I want to convey. The conclusion is very simple: Let’s use common sense, reorganize our business structures and bet on our great treasure, “human capital.”
Happy holidays and much professional and personal success for this, full of hope, 2014.
