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Firefighters!

Just before starting a session I was invited to moderate a couple of weeks ago, during Woman’s Week in Madrid, I was by the coffee machine having a conversation with both the leader of a team we had recently worked with and a woman who was a member of the Board at the same organisation.

During the conversation she mentioned the word “apagafuegos” (firefighters) refering to the members of the team we had worked with. It struck me as a very accute description of what we had seen during our 2 days with them:Centros del Equipo a team dominated by Gut-based types that had difficulty selecting the next battle, since every new “emergency” was addressed immediately, with the consequent dropping of whatever they were doing at the time. Specially if the “doing” that got interrupted and dropped was thinking, or talking through things. We saw multiple instances of this during our work with them. Actually, the workshop was interrupted several times with “emergencies”. So much so, that we had to add another session to get through the material.

So, what is going on in a team where Gut-base is the overwhelming majority (and thus can be said to be the basis of the “grouponality” or group-personality?). In what follows, we will cosider the group as an entity with its own biases, blind spots and tendencies.

Gut-force

First, there is a tendency towards action, towards motion, towards doing and a consequent tendency to avoid reflection before action: body based types feel what needs to be done, and at times even need to be actually moving to be able to think clearly. Past a certain point of mental processing, sometimes they can feel like caged animals if you attempt to hold them back from action, by wanting to “talk some more”, for instance, or “go over it again”. It is not that they are unwilling or unable to think things over, even in depth, but tehy may have real difficulty doing so before they move into action. (más…)

How NOT to use the Enneagram at Work (or anywhere else)

During a week-end workshop on Hornevian and Harmonic triads I taught last week, after we explained about the Harmonic triads, and seeing that there were no Positive Outlook individuals in the 16 people who were attending the course, one of the participants said: “So, if I was running this team, I would try to hire some people in the Positive Outlook Harmonic triad, right?” Wrong!

Part of her thinking came, I believe, from my assertioHarmonicsn that in individuals it is important to be aware of our biases and our automatic tendencies, and to look for ways that will allow us to re-consider what is the best response mode – in the case of the Harmonic triads – to the actual situation, instead of being automatically pulled into the Reactive, Competency or Positive Outlook framework that is actually driving us. So, one of the basic aspects of the work is to be aware of our bias, and to work towards a more balanced approach. This implies finding ways to consider what is the most appropriate response to the situation at hand. Earlier, when we had spoken about the three triads (Gut, Head and Heart), we had spoken also about how to invoke the other centers in our behavior, our decisions, etc.

(más…)

¿Cambiamos el mundo?

Este es el primer post en este blog de Eneagrama y Empresa.

La idea que subyace Eneagrama y Empresa es que no sólo es posible, sino necesario, encontrar una manera nueva de gestionar y desarrollar nuestras empresas. Que dejen de ser un sitio donde vamos porque no hay más remedio, donde el ambiente es hostil, y se conviertan en uno de nuestros principales focos de crecimiento y desarrollo.

Y no se trata de ser “buenos” y simpáticos, sino de ser exigentes, coherentes, responsables, respetuosos y serios. Hay ya muchas corrientes en esta dirección: Inteligencia Emocional, MTBH (Managing to Be Human), Capital Humano, diferentes tipos de orientaciones de “management”, y todas tienen algo que aportar. Pero creemos que es importante diseñar una línea directriz de trabajo y seguirla, y desde ahí es posible tomar de diferentes corrientes, siempre desde una diferenciación clara.

Utilizamos, claro, el Eneagrama como anclaje principal, pero no para enseñarlo, sino, como la potentísima herramienta que es, para turbo-animar, por así decirlo, las aplicaciones empresariales e intervenciones que hemos diseñado, y que diseñamos para cada cliente.

Es además, una herramienta que queda en manos de los clientes y les ayuda a aumentar su capacidad de gestionar las nuevas situaciones y cambios en el futuro. Es decir, aspiramos a que más que “arreglar” un problema, podamos convertirnos en quien ayuda a modificar cómo la empresa o el equipo se interpretan a sí mismos, qué herramientas desarrollan para poder pedir a sus integrantes lo mejor de sí mismos, y ayudarlos a que puedan llegar a ello.

En la utilización del Eneagrama en este ámbito añadimos un componente más: el sistema. En las interacciones de grupos (y todos los equipos de trabajo, departamentos, empresas, etc. son grupos), se generan dinámicas que van más allá de la colección de personas individuales. El grupo adquiere sus propias características que facilitan o dificultan el cambio o la adaptación necesarias.

Estos tres aspectos (Aplicaciones Empresariales, Eneagrama y Sistema) son la base sobre la que se asienta este proyecto que ahora comienza.

Cualquier comentario, aportación o crítica constructiva que quieras hacer será más que bienvenida.