{"id":26576,"date":"2023-07-25T15:17:15","date_gmt":"2023-07-25T15:17:15","guid":{"rendered":"https:\/\/www.emmaginer.com\/anclas-organizacionales\/"},"modified":"2023-07-25T15:34:53","modified_gmt":"2023-07-25T15:34:53","slug":"anclas-organizacionales","status":"publish","type":"post","link":"https:\/\/www.emmaginer.com\/ca\/anclas-organizacionales\/","title":{"rendered":"\u00c0ncores organitzacionals"},"content":{"rendered":"

Ara mateix podem dir que totes les empreses estan reorganitzant departaments, evolucionant rols i estructures o redireccionant projectes (o tot plegat). \u00c9s fant\u00e0stic assumir com a business as usual<\/em> un estat de cont\u00ednua iteraci\u00f3, on res no queda escrit sobre pedra i tot \u00e9s evolutiu, per\u00f2 tamb\u00e9 \u00e9s cert que cal que hi hagi una coher\u00e8ncia que funcioni com a \u00e0ncora organitzacional. Que pugui sostenir el model de negoci i permeti crear una nova din\u00e0mica m\u00e9s flexible que es vagi adaptant a conjuntures canviants per\u00f2 que, alhora, tingui quelcom consistent on basar-se. Aquest \u00e9s el principal repte que estic trobant a les organitzacions, sigui quina sigui la mida o el sector: evolucionar des de la consist\u00e8ncia. I la clau per a fer-ho no \u00e9s q\u00fcesti\u00f3 de m\u00e8tode o d\u2019eines, sin\u00f3 de narrativa i d\u2019\u00e0ncores. <\/strong><\/p>\n

Si mirem enrere, veurem que el segle XX, amb el seu model de societat productiva, ens va ensenyar a dissenyar organitzacions tot pensant en funcions i performance <\/em>(generant els famosos \u201csilos\u201d).<\/strong> Segons aquesta narrativa, els rols (o \u201cposicions\u201d, com es deia llavors) es dibuixaven des de les seves tasques (no des de la contribuci\u00f3 del rol), els departaments es dibuixaven des de les seves funcions i activitats (no des del \u201cper qu\u00e8\u201d i el \u201cper a qu\u00e8\u201d existien realment) i els projectes es tra\u00e7aven pensant en el deliverables<\/em> que calia produir i el m\u00e8tode per a fer-ho (no des del benefici que havia de generar aquest deliverable<\/em> a l\u2019usuari final del projecte). El sentit de tot era el \u201cqu\u00e8\u201d. <\/strong><\/p>\n

En ple 2023, vivim un escenari que est\u00e0 a les ant\u00edpodes de la conjuntura del segle XX<\/strong>: cada tres mesos apareix una nova eina que automatitza quelcom, una nova necessitat al mercat que exigeix un canvi al portfoli de productes, un nou conflicte que genera un repte d\u2019abastiment o de comercialitzaci\u00f3 o una nova conducta social que provoca una demanda que abans no existia. Aix\u00f2 origina nous escenaris que impliquen canvis organitzacionals pel que fa a rols, departaments, projectes i\/o models de negoci. I aqu\u00ed hi ha la trampa del model del segle XX, que continuem arrossegant actualment: rols, departaments i projectes continuen formulant-se des del \u201cqu\u00e8\u201d, no des del \u201cper qu\u00e8\u201d o el \u201cper a qu\u00e8\u201d, cosa que genera tremendes disfuncions<\/strong> quan la conjuntura obliga a evolucionar. Si les persones defineixen el seu rol des de les seves tasques, el rol es queda buit de contingut a partir del moment en el qual s\u2019automatitza o s\u2019externalitza la tasca<\/strong> (per exemple, si un recepcionista d\u2019un hotel est\u00e0 m\u00e9s orientat a l\u2019execuci\u00f3 de processos que a acollir el client, el reempla\u00e7ar\u00e0 un quiosc de check-in o el check-in online). Si els departaments es limiten a la seva funci\u00f3, poden desapar\u00e8ixer aix\u00ed que es trobi l\u2019eina que executa aquesta funci\u00f3 sense error o si hi ha una empresa que ho faci per un preu m\u00e9s baix<\/strong> (per exemple, un departament de finances que es limiti a publicar reports i generar alertes en comptes d\u2019acompanyar l\u2019organitzaci\u00f3 per a entendre els KPIs i utilitzar-los com a base per a crear estrat\u00e8gies accionables ser\u00e0 substitu\u00eft per qualsevol intel.lig\u00e8ncia artificial en un parell d\u2019anys). Si els projectes es viuen des del deliverable <\/em>que produeixen<\/strong> (el t\u00edpic cas d\u2019integracions de software infinites on tothom treballa per al deliverable<\/em> sense saber exactament quin benefici aporta) acaben essent projectes on, quan es finalitzen, tothom es mira dient: \u201cI ara qu\u00e8?\u201d. <\/strong><\/p>\n

Dit d\u2019una altra manera, el segle XXI genera constantment noves conjuntures que exigeixen evolucions organitzacionals cont\u00ednues. <\/strong>\u00c9s el signe dels temps. I una organitzaci\u00f3 no pot evolucionar de manera coherent i consistent si persones, departaments i projectes es continuen dibuixant des del \u201cqu\u00e8\u201d, perqu\u00e8 el \u201cqu\u00e8\u201d canvia cada dia, com la conjuntura. <\/strong>Per a evolucionar, reorganitzar o redirigir amb sentit \u00e9s imprescindible preguntar abans \u201cper qu\u00e8\u201d i \u201cper a qu\u00e8\u201d, perqu\u00e8 all\u00e0 \u00e9s on rau l\u2019ess\u00e8ncia d\u2019un rol, d\u2019un departament o d\u2019un projecte. <\/strong>Ho podem anomenar proposta de valor, prop\u00f2sit, objectiu o benefici, per\u00f2 sempre estarem parlant de la mateixa cosa: en qu\u00e8 contribueix el meu rol, el meu departament o el meu projecte? I veurem que la resposta no son tasques, sin\u00f3 el sentit veritable d\u2019all\u00f2 que fem. I que les tasques i processos, canviants, han d\u2019estar al servei d\u2019aquesta proposta de valor i no a l\u2019inrev\u00e9s. <\/strong><\/p>\n

Aix\u00ed doncs, el punt de partida d\u2019una reorganitzaci\u00f3 no \u00e9s comen\u00e7ar a distribuir de nou les tasques ni comen\u00e7ar a moure caixetes d\u2019un organigrama. Ni tan sols \u00e9s analitzar les tasques per a veure si la feina s\u2019est\u00e0 fent per duplicat. El punt de partida \u00e9s veure el per qu\u00e8<\/em> i el per a qu\u00e8<\/em> de cada rol, de cada departament o equip i dels projectes que es creen i, a partir d\u2019aqu\u00ed, ja podrem crear el llistat de tasques, eines i processos (\u201cqu\u00e8\u201d). Els \u201cqu\u00e8\u201d aniran canviant, segons la conjuntura, per\u00f2 el \u201cper qu\u00e8\u201d i el \u201cper a qu\u00e8\u201d definiran el concepte \u00e0ncora que donar\u00e0 consist\u00e8ncia i coher\u00e8ncia a les noves tasques, activitats i funcions que vagin apareixent<\/strong> i que permetr\u00e0 evolucionar amb sentit.<\/p>\n

\u00c9s imprescindible entendre que els \u201cqu\u00e8\u201d son vol\u00e0tils, volubles i que depenen d\u2019all\u00f2 que passa all\u00e0 fora. El \u201cper qu\u00e8\u201d i el \u201cper a qu\u00e8\u201d, per la seva banda, son intr\u00ednsecs i defineixen la nostra proposta de valor, individual i col.lectiva, que no es pot automatitzar ni externalitzar i que marca l\u2019ess\u00e8ncia de com contribu\u00efm a l\u2019ecosistema que anomenem organitzaci\u00f3.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

Ara mateix podem dir que totes les empreses estan reorganitzant departaments, evolucionant rols i estructures o redireccionant projectes (o tot plegat). \u00c9s fant\u00e0stic assumir com a business as usual un estat de cont\u00ednua iteraci\u00f3, on res no queda escrit sobre pedra<\/p>\n","protected":false},"author":3,"featured_media":26572,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[154],"tags":[1726,1390,1089,851,1336,456,1787,1836],"class_list":["post-26576","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-noticies","tag-evolution-ca","tag-jobcrafting-ca","tag-peopleandorganisationrocks-ca","tag-powertothepeople-ca","tag-purpose-2-ca","tag-sexyhr-ca","tag-shakinghr-ca","tag-valueproposition-ca"],"yoast_head":"\n\u00c0ncores organitzacionals - Emma Giner<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.emmaginer.com\/ca\/anclas-organizacionales\/\" \/>\n<meta property=\"og:locale\" content=\"ca_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00c0ncores organitzacionals - 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