Latest Event Updates

Is the culture in your organization contributing to the results or working against them?

Posted on Updated on

Imagem1

Culture is always working, 24/7, sending clues to people about how they should think and act at work. Culture tends to be hard to change and generally is only put into question when new results are needed. Makes sense: the same old mindset will only get you the same old results.

If your organization needs to accelerate growth, make a fast change, merge or expand, reinvent itself to seize an opportunity or simply have more positive results, you will have to manage the culture to get there.

What do you do when you have to make changes to achieve new results? Do you introduce new action plans, new rules, new procedures? Or do you restructure? Restructuring is the path most managers take but mostly they end up realizing that nothing has changed in the way people think. That happens because restructuring processes tend to focus on the surface – in changing the way people act. But when we focus only on actions we end up using a “coercive” change strategy based on forcing people into doing what we want them to do. And they do it – until the pressure if off and everything goes back to how it used to be.

Do you think you can force someone to change their thinking or their beliefs? Of course not. You have to change their experience so they can choose to change their beliefs.

Changing the way employees think and act seems impossible for most managers but with the Partners In Leadership methodology it isn’t. This methodology has been responsible for quick culture changes and results boosts for many organizations worldwide and we represent it exclusively in Portugal.

According to this methodology, to change people’s actions we have to change their beliefs about what they should do and how they should do it. These beliefs or ways of thinking originate in experience. To simplify: experiences create beliefs, beliefs drive actions, and actions produce results. Therefore to change results we have to start by changing people’s beliefs, according to the Partners In Leadership model. Unlike what happens when we focus in actions, when focusing on beliefs and experiences we tend to use a “persuasive” strategy of change based on helping people to fully invest in and take ownership of change.

When this happens a transformational change is achieved. You will no longer have to tell people what to do. They will have internalized the change and will be able to put their heart and mind into it. When people only change actions, it is only a transitional change, which will not last long.

Are the changes you need in your organization transformational or transactional? If you need a transformational change, dedicate yourself to managing the culture or the culture will be managing you.

 

Isabel Freire de Andrade

Partner da Bright Concept

 

 

 

 

Bright Breakfast – debating Diversity Management in a simple and friendly way

Posted on Updated on

Last Thursday, Bright Concept organized a breakfast debate at Academia de Golfe de Lisboa. The topic to be debated? Diversity Management.

Most of all we were pleased to welcome an excellent turnout, which translated in the presence of representatives from 15 companies who shared good practices that symbolize their bet and dedication on the road of diversity.

We had the pleasure to welcome the President of CIG – Comissão para a Cidadania e Igualdade de Género – Teresa Fragoso, as well as Ana Almeida e João Paiva, experts from CIG in promoting gender equality and diversity management and Bright Concept consultants on those same topics.

Diversity management is an increasingly pressing issue in today’s business landscape due to the coexistence of different realities – in terms of generation, gender, ethnicity, culture, sexual orientation, among others – in the workplace. Therefore we wanted to approach this subject in order to fuel the discussion and provide our input on this immensely abroad topic.

Our work on this matter divides in three fronts of action: consulting, training and communication.

As far as consulting goes we focus on processes to implement Diversity Management starting with diagnosis.

In the training department, we offer awareness sessions and a range of workshops related to the subject – such as:

  • Gender equality
  • Mobbing
  • Dealing with different cultures
  • Different personality types in a team
  • Managing different generations

As for communication, we offer dedicated consulting in both internal and external communication strategy and means to optimize diversity.

Through these three fronts we hope to help companies not only meet the requirements of recent legislative changes, but mostly to contribute in paving the way to a more inclusive and respectful business world.

That is why it was a great pleasure for us to welcome such a rich group of people in this event which was marked by the sharing of ideas and prospects for future actions.

What about you? What is your next step towards a bright diversity management?

It’s in you!

Até que ponto os RH devem intervir no design do espaço de trabalho

Posted on Updated on

20180315_151558

Será que o tipo de escritório afecta de uma forma significativa o desempenho e o engagement dos colaboradores?

Vejamos primeiro qual o impacto do espaço de trabalho nas necessidades atuais das pessoas no trabalho. Tal como as pessoas têm necessidades básicas na vida como a comida e a segurança, as pessoas têm diferentes necessidades no trabalho. A Steelcase propõe uma pirâmide de Necessidade no Escritório onde as necessidades básicas são a tecnologia com o acesso a computadores e a wifi, depois vem a necessidade de variedade de tipos de espaços que suportem diferentes tipos de trabalho, em terceiro lugar vem a permissão para usar espaços informais e no topo estão as necessidades de bem estar físico, cognitivo e emocional. Um estudo que foi feito nesta área revelou que a maioria das organizações só está a satisfazer as necessidade de tecnologia e a permissão para usar espaços informais, ou seja o 1º e o 3º nível de necessidades. As necessidades de variedade de tipos de espaços que suportem diferentes tipos de trabalho e as necessidades de bem estar físico, cognitivo e emocional não estão a ser satisfeitas segundo a maioria dos colaboradores estudados

32BCFAB8-92A3-46B0-8406-0B4C3A3054EB

Relativamente à Variedade de espaços que permitam relações pessoais, privacidade e conforto, 53% das pessoas inquiridas diz que não consegue encontrar o tipo certo de espaço. As empresas optam muito pelo open space que é uma  organização do espaço interessante para a metade de pessoas extrovertidas e para tarefas que requerem muitas relações pessoais. No entanto esta forma de organizar o espaço dificulta muito o trabalho focado, aumenta a distração e cria muita ansiedade à metade de pessoas introvertidas. Isto não quer dizer que se volte aos gabinetes. Os open spaces devem continuar a existir mas também têm de haver locais com privacidade, sem ruído e livres de distrações.

  • O que é importante é a possibilidade de os colaboradores escolherem o espaço de trabalho que combina com a tarefa que têm em mãos  – se necessita de foco ou se necessita de colaboração

O estudo que a Steelcase fez em 17 países revelou que os colaboradores que tinham controle sobre onde e como trabalhavam e eram livres de escolher o tipo de espaço estavam 88% mais engaged no trabalho.

Em relação ao Bem estar físico, cognitivo e emocional as pessoas dizem que não estão satisfeitas e as queixas principais são sentirem-se isoladas mesmo quando estão no meio de muitas pessoas e sentirem muita ansiedade – as duas epidemias do Séc XXI. Algumas formas das empresas  aumentarem a satisfação dessas necessidades, são:

  • Dar espaço para os colaboradores se movimentarem para o cérebro ter uma maior performance um aspecto – O cérebro é regenerado por movimento corporal, sendo que o movimento leva a novas ideias.  É por isso importante pôr-se de pé, variar a postura ao longo do dia, alternando entre sentado, em pé, estendido, a andar. Para além disso, as pessoas gostam de mudar de espaço de trabalho pois quebra a rotina, reativando o cérebro
  • Dar espaços de descanso, com luz natural e de preferência com vista para a natureza que lhes permita ter momentos de mindfulness para ficarem com cérebros mais resistentes e menos stressados, aumentar a clareza e a inspiração.
  • Facilitar os encontros entre pessoas, física e virtualmente, com lounges, videoconferências, quadros brancos para trocarem mensagens sem ser online.
  • Transmitir a cultura da empresa de uma forma consistente e visível no espaço de trabalho. Por exemplo, se a cultura da empresa é de inovação, então deve haver a facilitação dos encontros pessoais e deve haver um ambiente que promova a imaginação e o conhecimento com várias formas de arte, padrões distintos nas paredes, bibliotecas e decoração com algo de “louco” ou out of the box. Se o mindset for flexibilidade ou adaptabilidade, o design do escritório deve facilitar que as pessoas mudem de local e de perspectiva. Assim pode deixar de haver lugares fixos, passaram a só haver portáteis e pode haver paredes amovíveis.

A preocupação crescente das empresas em facilitar estes locais de trabalho que ajudam as pessoas a dar o seu melhor tem muito a ver com a guerra do talento que está a levar as empresas mais competitivas a focarem-se em dar experiências aos seus colaboradores com o mesmo grau de qualidade das experiências com os clientes. O espaço físico transmite a cultura da organização quer seja intencionalmente ou não e vai impactar fortemente na atração e retenção de talento. Os RH passam assim a ter uma importância maior e a intervir em áreas novas, tais como a design do espaço de trabalho.

Isabel Freire de Andrade
Bright Concept – Partner

 

“Dare to be an entrepreneur”, a very bright conference!

Posted on Updated on

V Conferência Internacional - AEP - 0023

Bright Concept, in partnership with the AEP Foundation, organized the “Dare to be an entrepreneur” conference in Porto.

The Big & Quick debate was led by Bright Concept’s own CEO Isabel Freire de Andrade and was attended by two Startup General Managers – Felipe Ávila da Costa (President of Infraspeak) and Ricardo Vilares (CEO of Mygon) – and two Large Business Managers – Miguel Faria (Director of Innovation of The Navigator) and Nelson Pires (CEO of Jaba Recordati). They all shared the different ways by which they increase entrepreneurship and employee engagement. Particularly, Miguel Faria shared The Navigator current programs to promote startup collaboration to boost innovation.

The Conference also featured speaker Oliver Rohrich (Bright Concept Consultant and Professor in the Executive MBA of ISCTE/INDEG) who spoke on “The Need to Innovate and Undertake” where he explained the cultural beliefs that impair Portuguese people in moving forward and what can be done in schools to create an entrepreneurial spirit.

Isabel Freire de Andrade also spoke on “How to Raise Your Entrepreneurial DNA” demonstrating that entrepreneurship is in all of us – we only need to unleash this potential and foster it within organizations and in families.

Finally João Andrade (Head of Venture Capital of Banco BIG) presented the theme “Innovation in Large Companies through StartUp”, explaining the various ways big companies can use Startup’s entrepreneurship to innovate.

Go to our Facebook to see photo highlights of the conference.

Thank you to all who participated!

Would you like to have “Positive Power & Influence”?

Posted on Updated on

PPI redes EN

Are you tired of talking and giving orders without anything ever coming out as you asked? Do you get the impression people around you aren’t listening? Do you feel as though you are not valued by your team and peers? Do you feel your authority is questioned?

And did you figure out by now that fighting people to get your way usually gets things done anyway but your way?

In today’s corporate world it is necessary to find a strategy to attain goals effectively and fairly while maintaining healthy work relationships – a strategy that doesn’t rely solely on the power that comes with your position or status in the company.

More than ever the need arises to captivate. That is working towards goals while – and not at the expense of – building constructive, motivating and lasting relationships and maintaining your team’s wellbeing. That is the difference between a boss and a leader. And you can guess which one companies and teams need.

As Ken Blanchard put it: “The key to successful leadership today is influence, not authority”.

The Positive Power and Influence® program opens the door to the whole new world of influence’s true power. It allows you to:
– Understand the concept of positive influence;
– Be more aware of yourself – your areas of improvement, your strengths and how to use and build on them to become the most effective and genuine version of yourself;
– Know your impact on others and how it can bring you the much wanted positive results – even in challenging situations and always assuring the relationship isn’t impaired.

This program is based on the Situational Influence Model and is composed by 4 different moments:
1. Diagnosis, to assess influence behaviors through a 360º evaluation using the ISQ – Influence Styles Questionnaire.
2. Two day workshop.
3. One executive coaching session (optional).
4. One year access to the ISQ to assess evolution.

Know more about the program here and join us next March 15th and 16th in a journey with the ultimate destination: attaining positive results through influence and keeping everyone happy while you do it!

 

Estamos a recrutar: Comercial/Marketing B2B na área internacional

Posted on Updated on

chuttersnap-176806
Created by chuttersnap by Unsplash

Procuramos um novo elemento para a nossa equipa, para nos ajudar a brilhar mais longe!

Objetivo da função:
Angariação de projetos na área da formação e consultoria no mercado internacional, aliando as vertentes de Marketing e comercial.

Perfil do candidato:
– Formação superior em Gestão ou Marketing
– Experiência comprovada na área Comercial ou Marketing B2B
– Gosto e aptidão tanto para a área Comercial como para a área de Marketing
– Proficiência no inglês
– Proatividade
– Orientação para resultados
– Autonomia e capacidade de autocrítica
– Criatividade
– Adaptabilidade/resiliência

Se te identificas com o perfil e função descritas e queres agarrar um novo desafio, envia o teu CV para geral@brightconcept.pt.

No Bully Portugal na Prova Oral!

Posted on Updated on

aa-e1516121778413.jpg

Em conversa com o Fernando Alvim, Isabel e Inês estiveram na Antena 3 a falar sobre o tema do Bullying. Veja-nos aqui!