Here's how you can navigate stability and change as an executive leader.

Focus on “what” first, then “how”: What this means is that for some types of changes, it is effective for leaders to let go of the “how” someone needs to change and simply communicate “what” needs to change by focusing on outcomes and solutions. Doing this transfers ownership and accountability of the solution to colleagues, making them feel like they have a voice in the process. This involvement and ownership of the process naturally builds desire to support the change within colleagues and can mitigate any initial resistance they initially felt towards it, especially if the change felt “forced” upon them. Here, the key takeaway is to make colleagues part of the solution so that they have the desire to make the change successful.

Balance stability and change by maintaining core values while being adaptable and flexible. Embrace innovation, communicate clearly, and support your team through transitions.

Según mi experiencia, el tener una visión claramente definida, es fundamental para impulsar una gestión efectiva, así también para gestionar los cambios. Lo importante es nutrir esta visión con objetivos, propósito, valores, con la finalidad de darle sentido y sobretodo, hacerla propia, comprenderla. Comprender, es hacer propio lo que aprendemos y creo que es fundamental que como líderes hagamos esta reflexión, para poder impactar positivamente a nuestro equipo y entorno.

Leaders must maintain open and transparent communication with stakeholders, including investors, customers, suppliers, and the community. They must also develop strategic partnerships to help achieve the vision while ensuring stability. Balancing stability and visionary growth requires a thoughtful approach integrating clear communication, strategic alignment, operational excellence, and a resilient culture.

In order to bring a change the first step is to understand why are the things the way they are, this will help to understand the culture and navigate change. A leader should always be understand and assess culture

Realizar una reflexión cultural, es una oportunidad para tomar consciencia al menos de los siguientes aspectos: *?Le estamos dando importancia a lo relevante? *?Nuestras creencias nos están permitiendo avanzar en la dirección deseada? *?Sabemos hacer lo que necesitamos saber hacer? *?Qué sabemos y no sabemos? *?Estamos implementando ritos y prácticas que facilitan el progreso? *?Cómo estamos resolviendo nuestros problemas y conflictos? *?Cuál es nuestro sello?

By systematically assessing the organizational culture through these steps, leaders can develop an understanding of the current cultural landscape. This approach will enable them to identify strengths and areas for improvement, align the culture with the organization’s vision and values, and foster an environment supporting stability and growth. Assessing organizational culture is crucial for leaders to understand the current state of their company’s environment and identify areas for improvement.

A mi parecer ha llegado el momento de atreverse a experimentar, arriesgarse al error y construir sobre la base de experimentos de manera incremental. Ya no son tiempos de tener todo listo y perfecto desde un principio. Implica aceptar las condiciones de un entorno cambiante y el tremendo rol que cumple el lograr adaptarnos. Son tiempos de aprender e innovar, de crear soluciones. Todo va a estar bien. El mundo cambió....como ha cambiado siempre.

Effective communication is critical to fostering a thriving organizational culture. However, the difference between merely speaking to your employees and engaging in meaningful conversations with them is profound. Leaders must commit to transforming workplace communication. They can create a more collaborative, innovative, and successful organization by embracing dialogue over monologue.

Una vez en mi trabajo, estábamos gestionando un cambio que impulsaría la productividad. El día del lanzamiento, preparamos una actividad con todo el equipo e invitamos al gerente como principal sponsor, para que diera unas palabras que permitieran activar la motivación y adherencia al cambio. Al iniciar su discurso, dijo"ustedes deben pensar que se trata de un cambio más y sí, se trata de un cambio más". (frase interpretada como "este cambio no es importante, no va a resultar, hay que hacerlo por obligación. Qué desubicado, no nos motivó"). Comunicar con claridad, también es crear para crear conexión. Implica responder a la pregunta: ?Cuán convenido me encuentro acerca de lo que diré?.

Empoderarnos, implica enfocarnos, reconocer el contexto, gestionar nuestras redes, identificar lo que sabemos y lo que necesitamos aprender, ir a la acción y aprender continuamente.

An organization's leadership team sets the tone for values, ethics, and behaviors. Their commitment to transparency, inclusivity, and employee well-being drives the company forward. A strong culture starts at the top, where visionary leaders inspire trust and foster collaboration. When the C-suite embodies the company's core values, it cascades through every level, creating an environment where employees feel valued and are excited about the future.