Post by account_disabled on Mar 6, 2024 7:30:54 GMT
Although it seems that the pandemic caused by Covid 19 is coming to an end, it is causing a profound transformation in the strategic management of talent within organizations, something that has confronted them with challenges that were pending response and new ones. Promoting conciliation, remote work , hybrid teams, diversity, equal opportunities and a greater feeling of belonging to the company are aspects that are part of the shift that is taking place in the culture of organizations to contribute to well-being of employees and, in this way, retain the talent of its human capital . Sonia Igei , a psychologist with a Master's Degree in Human Resources Management, has been working for years providing this more humanistic approach to companies . As president of the Human Resources Committee of Owit Perú , she was involved in the integration of women in the world of work. Likewise, she carries out teaching work training future psychologists and human management professionals and, since 2010, she has been a founding partner personalized service.
Sonia was a beneficiary of the latest edition of the Santander Course | SW50 Leadership Programme , an exclusive Santander program, in collaboration with the prestigious London School of Economics and Political Science , aimed at 50 women who hold senior management positions at an international level who seek to work and polish their own leadership . We spoke with Sonia about her career, how organizational leaders can be helped to manage talent objectively, and how Europe Mobile Number List Santander W50 has contributed to expanding her leadership skills. cta text Since 2010, you have been a founding partner of the consulting firm Focus. How did the idea come about and what is its objective? In 2010, I was finishing a Master in Human Management in Barcelona and it was during this period that the idea of being able to form a consulting firm that has people as its center was consolidated . My partners and I are psychologists, so we wanted to bring this more humanistic approach to organizations. In fact, our motto was “the person as a starting point.” Since then, at Focus, we help different organizations find this balance between the needs of people and the organization.
This sense, for some years now, I have been working and teaching the Employee Experience approach: how to design experiences based on the needs and motivations of employees, but, at the same time, be able to meet organizational objectives . I believe that this role of external advisor or consultant that Focus provides helps organizational leaders to manage talent more objectively , to be able to better communicate the vision of human management and to foster an environment where there is psychological security. In other words, the conditions are created so that people can prosper within the organization: gender equality is considered, but diversity and equal opportunities in general are also encouraged. With what approach do you combine the objectives of a company and those of its employees in the selection processes? Starting from the premise that each organization is unique and, in turn, focusing on each candidate as a person, the selection processes must be tailored: you have to know the organizational culture of a company and the experience of each professional to be able to provide ad hoc solutions. Organizations have to create the conditions so that people can develop and grow, and employees have to show a proactive attitude and commit to the organization.