The need to make decisions quickly and change constantly It is a reality in today’s society. Those who move before a catastrophic event survive well, and in general the rule is that the sooner you act on it, the better chance of survival you have. Those who act fast have a better chance of surviving. At the business level, the manager who is not averse to change and makes decisions quickly is the one with the most options for success.
Resilient professionals
As highlighted from Setesca Talenta company specializing in the identification and recruitment of professional talent, this situation applies equally to the world of business and talent. The most resilient professionals and organizations are those that, when faced with a situation, not only immediately detect the risk, but also they move immediately to detect if any action is necessary to position them better and if so, adapt the strategy and their way of proceeding.
The stoppers
Faced with those resolute managers “we meet with those who wait “to see what happens” and that, when they realize the problem, it is already upon them and it is usually too late” emphasizes Jordi Damià, CEO of Setesca Talent. This is nothing new, both John Kotter and Jared Diamond recognize the sense of urgency or the need for change as the first stage in managing organizational change.
However, many organizations still have people who either seem paralyzed by the need to changethey act as if the need was not with them or they look for a thousand excuses indicating that “that’s not gonna happen”. “As is evident, these types of profiles with low adaptive capacity and little proactivity when faced with a need, are not the most appropriate for a situation of uncertainty such as the current one. In this sense, it is more positive to make a mistake by doing than by not doing” analyzes Damià.
The “stoppers” are easily identifiable since they are the managers with little resolution, who are presented with a need for a solution and delay it. They are the ones let problems “rot” or those who do not advance in innovation for fear of change. However, they are not identified as “stoppers” but as guarantors of stability. They are, in short, like the people who criticize those who practice mobbing in the movies, being themselves the ones who practice it in general.
Proactive and innovative professionals
Europe is facing a post-war economic crisis that will be hard and painful. Companies must act immediately to adapt and for this, adaptive managers are needed, fast, anticipating and aware that the companies that best survive are those that have the most adaptive talent at each market moment.
Thus, as highlighted by Setesca Talent, all those managers who do not have the ability to adapt and, above all, the proactivity to help their organization adapt, will not have it easy. No one admits that they do not like change, but sociological studies indicate that only a percentage of the population (approximately 20%) are people who are naturally proactive regarding processes of change and innovation. For this reason, in the current environment, the company must achieve managerial profiles that are proactive, committed to innovation and teamwork.
