{"id":11025,"date":"2024-07-02T13:08:18","date_gmt":"2024-07-02T11:08:18","guid":{"rendered":"https:\/\/auren.com\/ar\/blog\/por-que-trabajar-en-el-cambio-organizacional\/"},"modified":"2024-07-02T13:08:18","modified_gmt":"2024-07-02T11:08:18","slug":"por-que-trabajar-en-el-cambio-organizacional","status":"publish","type":"blog","link":"https:\/\/auren.com\/ar\/blog\/por-que-trabajar-en-el-cambio-organizacional\/","title":{"rendered":"\u00bfPor qu\u00e9 trabajar en el cambio organizacional?"},"content":{"rendered":"

Las organizaciones no maduran en forma homog\u00e9nea. Los cambios impactan de manera diferente a las distintas audiencias.<\/p>\n

Esta disparidad de impacto hace imprescindible contar con un abordaje metodol\u00f3gico que le permita a la organizaci\u00f3n ser cada vez m\u00e1s permeable a los cambios mientras  gana eficiencia en la gesti\u00f3n de los mismos.<\/p>\n

Con equipo de consultores especializados en practicas de RRHH, comportamiento humano, en programas de desarrollo, fortalecimiento de equipos y coaching, se potencian los equipos, incorporando metodolog\u00edas \u00e1giles.<\/p>\n

Hay un abordaje que trata el desarrollo de los pilares culturales de la organizaci\u00f3n movilizando la cultura desde el desarrollo de nuevas competencias y la evoluci\u00f3n de procesos hacia un prop\u00f3sito integrador e inclusivo.<\/p>\n

La Cultura: \u00bfPor que cambia la cultura??<\/strong><\/p>\n

    \n
  1. \u2013 Porque las personas se comprometen en el cambio y adoptan la nueva modalidad de trabajo \u2013 desarrollan nuevos comportamientos.<\/em><\/li>\n
  2.  Porque la organizaci\u00f3n genera estructuras,  procesos y pol\u00edticas que sostienen esos
    comportamientos: m\u00e9todos.<\/em><\/li>\n
  3.  Porque el Liderazgo asume un rol de cuidador de la Cultura.<\/em><\/li>\n<\/ol>\n

    Los lideres y el cambio\u2026<\/strong><\/p>\n

      \n
    1. El obst\u00e1culo n\u00famero 1 para el \u00e9xito de grandes proyectos de cambio es la resistencia de los colaboradores y la inefectiva gesti\u00f3n del lado humano del cambio.<\/li>\n
    2.  El obst\u00e1culo n\u00famero 2 es que m\u00e1s del 50% de los L\u00edderes (sponsors) tienen un
      conocimiento moderado o falta de conocimiento total sobre el rol que tienen en el proceso de cambio y por lo tanto, no saben qu\u00e9 hacer.<\/li>\n<\/ol>\n

      Los agentes del cambio\u2026<\/strong><\/p>\n

        \n
      1. Cumplen un rol clave en la promoci\u00f3n, mediaci\u00f3n, educaci\u00f3n y reconocimiento de los avances hacia los est\u00e1ndares deseados.<\/li>\n
      2.  Suelen funcionar como vehiculizadores de las necesidades los distintos estratos y territorios de la organizaci\u00f3n.<\/li>\n
      3.  Generalmente los roles especialistas no cuentan con la formaci\u00f3n necesaria en gesti\u00f3n del cambio, ni en competencias conversacionales que les permitan cumplir con un rol consultivo.<\/li>\n<\/ol>\n

        Por Fabio Fabri<\/a>, Socio de Consultor\u00eda<\/a> deAuren Argentina<\/a><\/p>\n

        <\/p>\n","protected":false},"excerpt":{"rendered":"

        Las organizaciones no maduran en forma homog\u00e9nea. Los cambios impactan de manera diferente a las distintas audiencias. Esta disparidad de impacto hace imprescindible contar con un abordaje metodol\u00f3gico que le […]<\/p>\n","protected":false},"featured_media":11026,"template":"","meta":{"_acf_changed":false,"footnotes":""},"blog-category":[],"class_list":["post-11025","blog","type-blog","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"\n\u00bfPor qu\u00e9 trabajar en el cambio organizacional? - Auren Argentina<\/title>\n<meta name=\"description\" content=\"El cambio organizacional impactan en las empresas. 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