{"id":1539,"date":"2008-07-11T17:04:17","date_gmt":"2008-07-11T17:04:17","guid":{"rendered":"http:\/\/184.75.241.129\/~inestemp\/?p=1539"},"modified":"2008-07-11T17:04:17","modified_gmt":"2008-07-11T17:04:17","slug":"secretos-del-coaching","status":"publish","type":"post","link":"http:\/\/inestemple.com\/es\/2008\/07\/secretos-del-coaching\/","title":{"rendered":"Secretos del “Coaching”"},"content":{"rendered":"

\"\"<\/a><\/p>\n

El ‘coaching’ ejecutivo no es para todos. Es para los capaces de transformarse, de reinventarse, de crear nuevas versiones de s\u00ed mismos. Es para quienes hoy no son los mismos que hace cinco a\u00f1os y pueden ‘remodelarse’ hasta encontrar la forma deseada.<\/p>\n

Cualquiera podr\u00eda creer que las personas exitosas profesionalmente no necesitan un proceso de ‘coaching’, pero precisamente ellas son quienes mejor lo aprovechan, pues saben que su \u00e9xito actual no les garantizar\u00e1 el \u00e9xito ma\u00f1ana.<\/p>\n

Los mejores siempre se exigen m\u00e1s, saben que deben ser m\u00e1s efectivos y no temen aceptar ayuda para lograrlo. Tal como un campe\u00f3n deportivo entrena sin cesar, ellos se enfocan en elevar su competitividad frente a posiciones cada vez m\u00e1s exigentes.<\/p>\n

Ejecutivos que respeto y admiro por su madurez, sencillez y liderazgo, que son los primeros en asistir a cursos y seminarios, tienen este deseo permanente de aprender y de conocerse para seguir creciendo como personas y como ejecutivos. Son ellos los que le sacan el mejor partido a la experiencia de tener un ‘coach’ que los ayuda a focalizarse en sus habilidades y fortalezas estrat\u00e9gicas, as\u00ed como debilidades y \u00e1reas de mejora.<\/p>\n

Pese a que existen muchos tipos, es el ejecutivo el que se enfoca en las habilidades de liderazgo para incidir en los resultados de su gente y, por ende, de la empresa.<\/p>\n

Un beneficio adicional muy importante es el espacio de reflexi\u00f3n donde los ejecutivos analizan su perfil y lo comparan con el de otros en funci\u00f3n a las demandas de sus propias expectativas de carrera y de la efectividad que necesitan para enfrentar sus retos presentes y futuros. El proceso los ayuda a dise\u00f1ar un plan de acci\u00f3n con indicadores de medici\u00f3n claros, para cerrar las brechas entre lo que hoy son y lo que buscan ser.<\/p>\n

Adem\u00e1s, acompa\u00f1a al ejecutivo a contemplar distintas perspectivas de una misma situaci\u00f3n, abriendo sus paradigmas para comprender mejor la realidad y reconocer y resolver problemas antes de que estos crezcan o sean irreparables.<\/p>\n

Recordemos que no hay posici\u00f3n m\u00e1s solitaria que la de un alto ejecutivo que no tiene con qui\u00e9n contrastar m\u00e9todos, revisar planes, o simplemente expresar dudas, inquietudes profesionales o redefinir objetivos y prioridades personales, con absoluta confidencialidad. Por lo general, sus jefes est\u00e1n lejos o son inasequibles, sus pares son sus competidores y sus subordinados dependen de ellos.
\nVivir la experiencia de tener un ‘coach’ para ser m\u00e1s efectivo requiere esfuerzo, dedicaci\u00f3n, perseverancia, mucha disciplina y, sobre todo, \u00a1desear cambiar!<\/p>\n

Pero no todos son candidatos para el ‘coaching’: no sirve para aquellos de las “3 \u00edes” (invencibles, inmortales e inmaduros), quienes no reconocen que “han llegado” al \u00e9xito acompa\u00f1ados tambi\u00e9n por sus debilidades.<\/p>\n

Las actitudes equivocadas, los errores pol\u00edticos, se pagan caro y pueden causar da\u00f1os irreparables en las relaciones con jefes, pares o subordinados y afectar seriamente una carrera.<\/p>\n

Tampoco el ‘coaching’ obligado funciona. Ni sirve para aquellos que no “tienen tiempo” porque, precisamente, ignoran que su manera de actuar los atrapa en una din\u00e1mica excesivamente demandante debido a que no delegan, no desarrollan a su gente, ni valoran el talento de los otros o, simplemente, no desean elevar sus niveles de empleabilidad.<\/p>\n

Hoy, el mercado ofrece alternativas diversas de ‘coaching’, incluso existe ya una asociaci\u00f3n de ‘coaches’. Que usted saque partido de este proceso depende del valor que hoy da a su carrera y del que quisiera que tuviera en el futuro.<\/p>","protected":false},"excerpt":{"rendered":"

El ‘coaching’ ejecutivo no es para todos. 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