HUMAN RESOURCES

I personally provide the MENTORING or tutoring for the top levels of the organization and a team of coaches assist me in monitoring the members of the different operative groups.

Our focus is the achievement of set objectives and we base it on the following premise:

"A formal education is not the only thing that counts in building a successful career. Abstract attributes are essential and they constitute the real differentiation factor."

Guillermo Carracedo

Abstract Attributes: THE REAL DIFFERENTIATION FACTOR

My thirty-year career at one of the leading South American Holdings, along with my participation as board member in several entrepreneurial organizations and my experience as Consultant in Top Concerns, has made me aware of the details and intricacies that aren't mentioned in textbooks. Given the broad field in which I developed my profession, I have undergone all the scenarios related to the consolidation of the professional career.

I have witnessed the downfall of potentially successful careers as well as the extraordinary growth of people with seemingly little chance of success. This allowed me to confirm that besides the academic degrees of a formal education, what constitutes the real differentiation factor is defined with what I've labeled as "abstract attributes."


ABSTRACT ATRIBUTES:

The intelligent application of emotions, versatility, ability for interpersonal relations, common sense, empathy, vulnerability and creativity are some of the characteristics included within these attributes.

Besides a professional formation, leading organizations demand their leaders to act as true agents of change. These attributes are clearly apparent in times of restructuring, becoming determining factors when selecting the most valuable employees in the organization. Having been "on the other side of the desk" entitles me to affirm that those who don't prompt the development of these abilities will limit their chances of professional growth.

We are immersed in a culture of vertiginous changes. Not only must we adapt to those changes - what really makes the difference is anticipating them. Hence we need to "learn to let go." Those who stay trapped within a model that only proved efficient in the past will miss the chance to recreate their roles and avoid termination.

We must acknowledge "we are" the company; we need to develop personal marketing strategies and a strategic plan of our professional career according to market demands. This implies versatility, being able to objectively determine what's expected of us within the organization and always staying alert and observant in order to add to our value.

The added value does not necessarily have to be directly connected to our profession. A solid network of contacts, an integral vision of the business, proposing innovative ideas, the ability to inspire co-workers, are all qualities that mold us into complete professionals.

Self-knowledge will help develop these abilities, to reach the level of harmony needed to avoid acting on impulse, harvest the ability to actively listen and generate an emphatic attitude - all leading to the creation of contexts of trust and credibility.

We can all exercise leadership, no matter the position we occupy. Only those who understand this will break through the standards set by obsolete organizational designs.