Adapting to change is no longer enough. All organizations, whatever their specialty, demand leaders who make it possible to adapt to a rate of variations that is accelerating uncontrollably, generating growing contexts of uncertainty. It was installed, resignedly, that “the only constant is change.”
In order not to lose operational efficiency and future prospects, companies require professionals who can provide “answers” to problems that, paradoxically, are common to all of them: coordination of actions, achievement of results, effective communication, lack of commitment and teamwork. among the most noted. Who can give “answers”? they ask themselves, and it is common sense that answers: “someone who knows”, thus opening the possibility to consultants, academics and mentors who, from their experience, collaborate to transmit “knowledge” that makes this adaptive process possible.
The world shows that, inexorably, “responses are running out” in global contexts of increasing complexity and significant changes in local and international markets. The search for answers begins to show clearly inefficient. It is no longer enough to wait for someone to set the course to adapt through change. It is time to reflect both personally and professionally and open the possibility of transformation. The changes seek to adapt to new realities, seeking to learn to “do better”. culture transformationthat is, the network of recurring conversations, emotions and bodily dispositions that, in their interaction, define “who we are being”, whether they are people or organizations.
The ELAC Foundation, since 2005, assists people and organizations through its three intervention possibilities:
1) Training Area: which certifies professionals in ontological coaching and also in NLP (practitioner and master).
2) Social area, assisting NGOs and people at social risk.
3) Organizational area, proposing processes of cultural transformation from an ontological, constructivist and systemic paradigm, observing the human being as a relationship between his thoughts, his emotional states and his corporality.
All organizational problems are crossed by communication, whether with the external client, internal clients and also the usually not taken into account, internal client (the person or the organization itself). To transform culture is to intervene on this triad and thus close the gap between where the organization is and where it is designed to be. Transforming culture is training the organization towards responsible speech that generates futures, towards committed listening focused on the commitment to make things happen and towards emotions that open up possibilities. The answers are over, the change is insufficient. Transforming ourselves is taking charge of our present and leading the design of the future. Organizations need to set the course and stop expecting the world to take care of them.
Daniel Rosales, Professional Master Coach, General Director of Fundación ELAC.
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