Visit my site: www.paulocrgomes.com DECISIONS TO BE TAKEN FEVEREIRO 2015 It is interesting how the cultural factor of each state or region interfere in the management policies of a corporation. I have had the opportunity to work in various regions of Brazil and each site has a particular behavior and professional conduct that prevents a single "recipe" from being applied as a management model. That places us in front of a very interesting challenge. Changing the culture according to our beliefs and models or adapting to the one already existing? Here is a dilemma that is unlikely to have an easy answer. It is best to identify what is harmful and gradually remove it in order to avoid conflict, and the best way to do this is by implementing pilot plans. Thus, drawing a comparison between the before vs. after. Another interesting solution is, if possible, bring professionals with great professional skills and "immaculate" conduct and insert them into the "contaminated" environment (best antidote is to combat a disease at its source before the outbreak spreads and creates "metastasis"). But this requires that senior management give "carte blanche" to the manager. It is essential not only to create a harmonious atmosphere, but that the main purpose is the pursuing the company's longevity. This mutual alignment between top and bottom of the pyramid will be the leading cause to the company's success. Managers who sell their teams, and teams that align with managers without a specific purpose, only to avoid confrontation, can lead a corporation to bankruptcy. Challenges are made to be beaten and goals are to be achieved, but how far can we go without "hurting" the company structure? I have been able to experience environments where teams have been "decimated" by lack of focus and mutual trust between hierarchical levels. Today there is a great problem to lead a team to a level of excellence; either no resources to hire, either because no professionals available in the market, etc. What matters is to outline a plan to retain talented personnel while creating talented personnel. And the main foundation of this challenge is called trust. So let's open our "doors and hearts" and listen more. Daily life is leading us to "black holes" filled with intransigence, fear, apathy, phobias, lack of team spirit, etc. Let's wake up and take a good daily dose of motivation and prove to ourselves that change is necessary and, if need be, every day. Reinvent yourself! MOTIVATIONAL Visit my site: www.paulocrgomes.com