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The functional blindness of people management

Colunista: Cris Santos


If we live in the hypocrisy that things don’t happen because people are disqualified, we are not going to move forward. People should not be seen as a problem, but as a solution, because whether they want to or not, believing or not, everything depends on them. Nobody does anything alone, even the most qualified of people. Even so, there are still many companies that understand that people are the biggest challenge for organizations and that they are difficult to deal with. Or even disqualified. This determines a real functional blindness in people management!

In leadership, we live the paradox of having to motivate at the same time as demanding results and performance, but how can we do this without running the risk of having to deal with the emotions of others? How to establish a relationship of trust and partnership with people? How to trust those we don’t know well? How do you have patience until a person is able to process information so he can do something with it?

For this reason, managing people is a challenge for most: we are not or are not prepared to deal with the expectations that others have of us, especially when we have the responsibility to obtain results through people. Open your eyes to see how much you don’t know about people! Open your eyes to see how much you are unaware of yourself!

Some important points to reflect on:

  • Lack of qualified people: lack of professional qualification is a problem worldwide, but using this argument weakens companies and our industry.
  • When in doubt, train, but not only train: you have to train, monitor, evaluate, audit, stay together on a daily basis. Releasing a person who does not have the slightest profile to meet and talk to people to do counter service does not work!
  • Always the manager: do not face the fact that management is what makes the difference and that a good manager has a good team, compromises its full potential.
  • There is an abyss between management and processes: the process is not bureaucracy, the process itself is valid and must exist to protect both parties. The point is the follow-up. Process serves to organize things and let people know what to do.
  • Career plans and incentives: no good professional will be lost and if that happens, you will be able to choose where you want to continue to work. In times of scarcity, dedicated and performing professionals are employed.
  • Whose responsibility is it for the lack of qualifications and performance? Who is to blame? The professional, the manager, the country? It doesn’t matter, because while we are attached to the problem, we stop looking for effective solutions and as so, we encourage the companies’ lack of performance, while we should understand and reflect on what can effectively be a reason for that and search for excellent results.

Move on!

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