{"id":26631,"date":"2023-12-03T17:52:28","date_gmt":"2023-12-03T17:52:28","guid":{"rendered":"https:\/\/www.emmaginer.com\/promociones-horizontales\/"},"modified":"2023-12-03T18:12:46","modified_gmt":"2023-12-03T18:12:46","slug":"promociones-horizontales","status":"publish","type":"post","link":"https:\/\/www.emmaginer.com\/ca\/promociones-horizontales\/","title":{"rendered":"Promocions horitzontals"},"content":{"rendered":"<p>Fa uns dies, una persona d\u2019HR m\u2019explicava un problema que no la deixava dormir. Davant el r\u00e0pid creixement de la seva empresa, havien promocionat a manager de l\u2019equip de producte el seu millor t\u00e8cnic. Era alg\u00fa que, operativament, era excepcional, amb un nivell<!--more--> mai no vist abans i una contribuci\u00f3 extraordin\u00e0ria. Per\u00f2 el cas \u00e9s que el tema persones no li interessava gens ni mica, a aquest nou manager (qui, en realitat, havia acceptat la promoci\u00f3 perqu\u00e8 la compensaci\u00f3 era m\u00e9s alta). Aix\u00f2 estava generant una situaci\u00f3 molt problem\u00e0tica a l\u2019equip i , per tant, als lliuraments de producte. En els darrers mesos havien fet tots els grans cl\u00e0ssics: coaching, formaci\u00f3 en gesti\u00f3 d\u2019equips, <em>teambuildings<\/em>, reorganitzaci\u00f3 de l\u2019equip, &#8230; Sense cap resultat. Ara tothom estava bloquejat (tant manager com equip), comen\u00e7ava a haver-hi rotaci\u00f3, la reputaci\u00f3 de la marca i les vendes se\u2019n ressentien i per a la persona d\u2019HR all\u00f2 era com un carrer\u00f3 sense sortida. <strong>Estem davant una situaci\u00f3 malauradament molt coneguda al m\u00f3n organitzacional: quan, en un moment d\u2019emerg\u00e8ncia, decidim promocionar un perfil t\u00e8cnic brillant a manager (tot pensant que \u201cja l\u2019ajudarem amb l\u2019equip\u201d) i, al final, perdem un bon perfil a la primera l\u00ednia i guanyem un mal perfil a management.<\/strong> Per qu\u00e8 continuem veient aquesta situaci\u00f3 a organitzacions de tota mida i sector?<\/p>\n<p>L\u2019explicaci\u00f3, com a gaireb\u00e9 totes les disfuncions organitzacionals, l\u2019hem d\u2019anar a buscar a l\u2019obssessi\u00f3 que encara tenim per les eines i marcs de treball del segle XX. Fa d\u00e8cades, en ple model de societat productiva, qui m\u00e9s produ\u00efa a la primera l\u00ednia era el millor i, per tant, a qui es promocionava verticalment (que era l\u2019\u00fanica manera de promocionar que s\u2019entenia llavors). Aquest modus operandi anava acompanyat de les seves eines corresponents: l\u2019actualment desfasada avaluaci\u00f3 de l\u2019acompliment o performance (associada a dades productives) i els sempiterns models de compensaci\u00f3 estructurats per grups. En resum, <strong>ascendir era l\u2019\u00fanica manera de poder guanyar m\u00e9s i, a l\u2019empar d\u2019aquesta narrativa, es van anar generant les organitzacions verticals, els famosos <em>silos<\/em>.<\/strong> Potser el model <em>silo<\/em> va tenir \u00e8xit fa anys, quan l\u2019entorn i les velocitats d\u2019evoluci\u00f3 de la conjuntura eren totalment diferents. <strong>Actualment tothom diu voler eliminar els <em>silos<\/em> en una organitzaci\u00f3, per\u00f2 \u00e9s impossible fer-ho si continuem actuant com en el segle XX<\/strong> i perpetuem models de desenvolupament vertical com a \u00fanica manera de prosperar dins d\u2019una organitzaci\u00f3. <strong>En el segle XXI el desenvolupament ja no \u00e9s (nom\u00e9s) una escala; en el segle XXI el desenvolupament ha de ser (tamb\u00e9) un pont.<\/strong><\/p>\n<p>Quantes de les persones en rol de manager que coneixem gaudeixen realment coordinant, alineant i fent cr\u00e9ixer el seu equip? Quantes d\u2019aquestes persones van acceptar la promoci\u00f3 nom\u00e9s perqu\u00e8 era una manera (l\u2019\u00fanica) de guanyar m\u00e9s i viuen la gesti\u00f3 de l\u2019equip com un dany col.lateral que \u201cva amb el c\u00e0rrec\u201d? <strong>Seguir a cegues models de desenvolupament de carrera dels 90 i eines de compensaci\u00f3 estrictament verticals ens generar\u00e0, en un tres i no res, una s\u00e8rie de disfuncions (d\u2019all\u00f2 m\u00e9s previsibles, per cert), per no parlar del temps que perdrem intentant adaptar la nostra organitzaci\u00f3 a aquells vells productes encorsetats que, per m\u00e9s <em>l\u00edftings <\/em>que hagin rebut amb el pas dels anys, ja no s\u00f3n \u00fatils en els entorns actuals.\u00a0 <\/strong><\/p>\n<p>Solucionar el problema de managers que no estan interessats en els seus equips (i totes les situacions que se\u2019n deriven) passa per assumir que <strong>la persona m\u00e9s brillant a l\u2019operativa no ha de ser-ho for\u00e7osament a la t\u00e0ctica (i, per tant, no ha de ser for\u00e7osament manager). Per\u00f2 la persona m\u00e9s brillant de l\u2019operativa tamb\u00e9 t\u00e9 dret a prosperar dins de l\u2019organitzaci\u00f3, a promocionar horitzontalment, sense necessitat de enfilar-se per l\u2019escala corporativa<\/strong>. Aix\u00ed doncs, <strong>haur\u00edem de plantejar-nos plans de carrera i models de compensaci\u00f3 que verdaderament valorin aquest tipus de perfils per a que no necessitin \u201cfugir\u201d a la t\u00e0ctica per a guanyar m\u00e9s<\/strong> (tot generant la situaci\u00f3 que coment\u00e0vem a l\u2019inici: perdem alg\u00fa brillant a l\u2019operativa i guanyem mals managers, simplement per aspectes econ\u00f2mics).<\/p>\n<p>Volem enderrocar de deb\u00f2 els <em>silos<\/em>? Doncs obrim els ulls i treiem-nos del damunt les eines i maneres de fer d\u2019altre temps que ens forcen a treballar verticalment. <strong>Perqu\u00e8 aqu\u00ed i ara, les organitzacions necessiten molts m\u00e9s ponts i moltes menys escales.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Fa uns dies, una persona d\u2019HR m\u2019explicava un problema que no la deixava dormir. Davant el r\u00e0pid creixement de la seva empresa, havien promocionat a manager de l\u2019equip de producte el seu millor t\u00e8cnic. Era alg\u00fa que, operativament, era excepcional, amb un nivell<\/p>\n","protected":false},"author":3,"featured_media":26625,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[154],"tags":[1849,1850,1851,1125,1089,851,1852,456,1787,1853],"class_list":["post-26631","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-noticies","tag-career-ca","tag-corporatebridge-ca","tag-horizontaldevelopment-ca","tag-neworganisations-ca","tag-peopleandorganisationrocks-ca","tag-powertothepeople-ca","tag-rewards-ca","tag-sexyhr-ca","tag-shakinghr-ca","tag-talentmanagement-ca"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Promocions horitzontals - 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\/promociones-horizontales\/\" \/>\n<meta property=\"og:locale\" content=\"ca_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Promocions horitzontals - Emma Giner\" \/>\n<meta property=\"og:description\" content=\"Fa uns dies, una persona d\u2019HR m\u2019explicava un problema que no la deixava dormir. 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