We have adopted this tool in order to make a critical analysis to present better results. To analyze and rectify in whatever may be necessary the collaboration of employees as a central strategy for the development and sucess of the company:
1. Creating an inclusive culture
To include means decentralization and trust. An inclusive culture determines structure and management gains. Sharing management as well as the distribution of power increases the employees involvement in planning and decision making. A well-defined corporate culture invites and facilitates participation.
2. Creating collaborative relationships
To solve conflicts respecting the opinions and diferences of others is the primary tool for increasing the productivity of a team. Searching consensus, negotiating decisions and compromises is crucial to the achievement of confidence between employees and the direction. A structure with a platform of relationships based on confidence factors facilitates relations and promote interconnections that can fuel productivity gains.
3. Personal power
Structures too tiered favour centralized and distant systems. The replacemnet of a graduated power by a matrix power with networking, structured personal connections between management and employees will be a methodology to consider.
4. Alignment with personal goals
The combination of intense relations between employees and company cretaes conditions for an alignment of personal goals with the goals of the company. This combination will be crucial to the success of business projects and personal projects of employees but whenever personal goals go beyond the company there will be conditions for further conflicts, diminishing global confidence and putting at risk the achievement of goals for the company.
5. Leadership and team work
A team is a result of a combination of factors. To form good teams is the work of a Director with leadership, who articulates, associates and brings together the players. Good players is the result of good leadership and the result of the creation of teams with preset objectives.
6. Pro-ativitity
An organized structure assumes having alert systems to allow to antecipate scenarios and combine solutions to possible problems. And this ability to make predictions is rewarded by the reduction of possibler effects that certain measures might involve.
7. Open to learn attitude
To manage implies the practice of errors.But the eimportant thing is not to make mistakes but its repetition that can cause the desintegration of any enterprise projects. Learning from erroros implies a reflection exercise on the consequences of decisions and involves a consideration on methologies and modes of organization but it always leads to a focus on training and the development of new decisions.
