{"id":25378,"date":"2021-03-30T15:00:21","date_gmt":"2021-03-30T13:00:21","guid":{"rendered":"https:\/\/lifeed.io\/?p=25378"},"modified":"2022-07-19T12:48:55","modified_gmt":"2022-07-19T10:48:55","slug":"from-training-to-being-how-managers-can-see-peoples-complexity-as-a-resource","status":"publish","type":"post","link":"https:\/\/lifeed.io\/en\/from-training-to-being-how-managers-can-see-peoples-complexity-as-a-resource\/","title":{"rendered":"From training to being: how managers can see people’s complexity as a resource"},"content":{"rendered":"\n

The constant evolution of organizations and corporate culture impact professional development. This generates a new type of leadership. Today, traditional learning methods don’t work for learners. What’s more, they don’t go far enough for managers either. Companies have the opportunity to make the move from “training” to “being”. <\/strong>They are becoming increasingly aware that people’s identity dimensions are resources. Resources rather than obstacles<\/strong> that need to be overcome.<\/p>\n\n\n\n

Assessments can touch on the richness of our people. Their lives are complex, with each role strengthening the others. It’s what we discussed at the HRC<\/strong> event The development challenge stems from managerial training<\/em><\/strong>, alongside Lifeed CEO Riccarda Zezza<\/strong><\/span>.<\/span><\/span><\/p>\n\n\n\n

The HR department has an incredible role in the life of a company. It gives managers the right tools to be able to value their people’s identity dimensions. But “values and purposes must be the living experiences of our leaders<\/strong>, especially when they’re intermediaries”,<\/em> explained Laura Bruno, Head of HR at Sanofi<\/a><\/span>.<\/strong><\/p>\n\n\n\n

The employee-boss relationship<\/strong> has become increasingly complex, thanks to remote working through the pandemic. HR Directors <\/strong>\u201ccan facilitate<\/strong> this relationship. Even if it means encouraging managers to \u2018manage\u2019 with courage, kindness and generosity\u201d<\/em>, says Tiziano Suprani, Corporate HR Officer at Ferroli<\/a><\/strong><\/span>. To do so, we need both a \u201cstimulus from the employee’s side, or rather a willingness to focus on self-directed learning\u201d. <\/em>Proactive managers that \u201cknow how to guide people’s talents\u201d <\/em>are also much needed.<\/p>\n\n\n\n

Coaches need to move onto the pitch<\/strong><\/span><\/h2>\n\n\n\n

It’s not enough to be a coach on the sidelines. We need to move onto the pitch. Today, organizations are fluid and traditional hierarchies no longer work. \u201cBeing a leader is a transformational process that requires flexibility\u201d<\/em>, says Marina Collautti, Head of Employer Branding, Recruiting & Mobility at Generali<\/a> Italy<\/strong><\/span>.<\/p>\n\n\n\n

Today, a good boss must be \u201cvisionary and anticipate what’s coming. They must understand the effect that change has on people\u201d.<\/em> This idea points to a new culture of error, open to experimentation<\/strong>, as well as good communication. It’s all about creating a trusting environment for employees.<\/p>\n\n\n\n

It’s not one size fits all, either. It depends on the context and there are lots of variables. That’s why we need empathetic leaders,<\/strong> in sync with people and their different circumstances. They need to be able to talk with them in an authentic way, able to create relationships based on listening.<\/p>\n\n\n\n

As Lavinia Lenti, Direttrice HR at Sace <\/a><\/strong><\/span>said, \u201cFuture leaders need to be empathetic, inclusive, open to digital and innovation\u201d<\/em>. That’s why when the company trained its managers, they focused on three key principles. They were managing employees remotely, evaluating and developing employees (with a focus on gender diversity), as well as innovation, digital and data<\/a>.<\/p>\n\n\n\n

HR has the opportunity to work together with managers to favour engagement and motivation. It’s a chance to strengthen the leaders. \u201cWe need to value their role as a guide for their teams. Just like we care for our children, we must care for our employees\u201d<\/strong><\/em>, adds Lenti. She thinks \u201cwe need more job rotations and a mix of generations and genders at the higher levels of our organizations\u201d.<\/em><\/p>\n\n\n\n

Traditional training doesn’t go far enough<\/strong><\/span><\/h2>\n\n\n\n

In this context, traditional training \u201cis useless\u201d<\/em>, says Fabio Nebbia, HR Director at Coopservice<\/a><\/strong><\/span>. \u201cCulture is essentially \u2018knowing how to be\u2019, or rather knowing how things are done within the company\u201d<\/em>. So to create culture, we can’t focus solely on classic training methods. \u201cWe need to consider people for all they really are.<\/strong><\/em> And skills correspond to measurable behaviours\u201d.<\/p>\n\n\n\n

On the other hand, work and life are no longer separated.<\/a> Everything is connected within the professional sphere. Certain aspects such as flexibility and welfare are becoming more important than salaries and job titles. Nebbia believes \u201cit’s important that managers are aware of their people’s wellbeing. They need to know the reason that they come to work each day\u201d.<\/strong><\/em><\/p>\n\n\n\n

A new type of training needs to be headed up by role<\/strong> model leaders<\/strong>. \u2018<\/strong>Managers are asked to break down stereotypes and frameworks, and to do so we need a rich culture\u201d<\/em>, says Fabio Colacicco, Group HR Director at Banca Sella<\/a>. <\/strong><\/span>He talked about three areas to highlight: disruption, growth and freedom.<\/p>\n\n\n\n

People’s complexity brings more resources<\/a>, because their traits allow them to demonstrate skills that would otherwise remain hidden in the workplace. By breaking down skills into behaviours, we can discover new transferable skills in both the professional and private spheres. Self-awareness is linked to life experiences.<\/strong> It’s a valid substitute for traditional training. The more people find coherence in what they do, the more they behave ethically. That’s why managers need to be able to catch a hold of people’s complexity. And then treasure those precious resources.<\/p>\n\n\n\n

Discover how you can boost your people’s motivation and sense of belonging<\/p>\n\n\n\n

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Download the infographic<\/a><\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Companies have the opportunity to value people for all they are. A person’s identity dimensions are a resource, not an obstacle to be overcome. To value them, we need to focus on a new type of leadership.<\/p>\n","protected":false},"author":15,"featured_media":25368,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[257],"tags":[],"class_list":["post-25378","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-events-meetings-2"],"acf":[],"yoast_head":"\nTraining: How managers can see people's complexity as a resource<\/title>\n<meta name=\"description\" content=\"Training managers is the first step to valuing people for all they are. 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