El talento humano a partir de los 50 años, ¿excelencia o excedencia?

Madrid, 19 de noviembre del 2020.-  El famoso gurú Daniel Goleman escribe este pasaje en su libro “Inteligencia Social” (Editorial Kairós, Octubre 2006), en la sección “La Economía Emocional”, Página 26: 

“Cierto día que llegaba con retraso a una reunión en el centro de Manhattan y, que andaba buscando un atajo, me mentí en el patio interior de un rascacielos, con la intención de salir por una puerta que había divisado al otro lado y adelantar así unos minutos. Pero, en el mismo momento en que entré en el vestíbulo del edificio y me encontré ante una fila de ascensores, apareció súbitamente un guarda jurado que, moviendo los brazos me gritó: “¡Usted no puede estar aquí¡”.¿Por qué? -pregunté, sorprendido. 

¡Porque ésta es una propiedad privada¡. ¡Es una propiedad privada¡ -gritó, notablemente agitado. 

Entonces me di cuenta de que había entrado en una zona de acceso restringido que no estaba adecuadamente señalizada. 

No me hubiera equivocado -sugerí en un débil intento de infundir un poco de razón- si en la puerta hubiera una señal que dijese “Prohibida la entrada”. 

Pero mi comentario no sirvió de nada, sino que le enfureció todavía más. ¡Fuera¡, ¡Fuera¡ -gritó. Entonces me marché, inquieto, mientras su ira siguió reverberando en mis tripas durante varias calles. 

Cuando una persona vomita sobre otra sus sentimientos negativos -mediante explosiones de ira, amenazas u otras muestras de indignación o desprecio- activa en ella los mismos circuitos por lo que discurren estas inquietantes emociones, un hecho cuya consecuencia neurológica consiste en el contagio de esas mismas emociones. Porque hay que decir que las emociones intensas constituyen el equivalente neuronal de un resfriado y se “contagian” con la misma facilidad con lo que hace un rinovirus”.

2020 ha sido un año intensamente emocional debido a la pandemia mundial del COVID-19. Gran parte de este horrible ejercicio lo hemos vivido en nuestros hogares, teletrabajando o volviendo a las empresas después del verano. Precisamente en las compañías, los CEOs hemos tenido que mantener a raya nuestras emociones para salvar las cuentas anuales. Y aquí el talento humano y profesional, las trayectorias, la experiencia han sido el mejor salvoconducto.

¿Qué Directivos necesitan hoy las grandes multinacionales, las pequeñas y medianas empresas?

Los Directivos con más de 50 años y con acreditada experiencia laboral son la opción idónea para cualquier tipo de empresa hoy en día. Somos el aval más eficiente para enfrentarnos a una pandemia mundial sin horizonte de finalización. Para enfrentarnos a una situación económica inédita en los últimos 100 años. Para enfrentarnos a las peores emociones del ser humano. Para enfrentarnos a los mayores desafíos tecnológicos que van a acelerarse en los próximos 5 años: Internet de las Cosas, Realidad Aumentada, Blockchain, Machine Learning, Big Data, Electrificación y Coches Autónomos, etc. 

Por supuesto, dirigir empresas y tener más de 50 años no puede significar, en ningún caso, una excedencia o una jubilación anticipada. De hecho, en Europa las jubilaciones se están intentando retrasar por encima de los 65 años. Por lo tanto, un Directivo se encuentra en su mejor momento a partir de los 50 años. 

Tom Peters decía: “La excelencia no es una meta a largo plazo, sino lo que hagas en los próximos cinco minutos”. El Directivo, a partir de los 50 años, sabe perfectamente lo que hay que hacer hoy y mañana. Y siguiendo con Tom Peters y sus grandes lecciones en el liderazgo empresarial: 

  • La excelencia no es una aspiración, la excelencia es lo que haces en los próximos cinco minutos.
  • Los líderes no crean seguidores, crean más líderes.
  • Lo más difícil en el mundo no es que la gente acepte nuevas ideas, sino hacerles olvidar las viejas.
  • La fórmula mágica que han descubierto los negocios exitosos es tratar a sus clientes como invitados y a sus empleados como personas.
  • Lo que se mide, se hace, pero no todas las acciones que influyen positivamente en nuestro entorno se puede medir.
  • En el largo plazo, serás recordado por la calidad de tu trabajo, no por la cantidad de tu trabajo. Nadie evalúa a Picasso solo por el número de cuadros que produjo.
  • Si aparece una ventana de oportunidad, no bajes la persiana.
  • La innovación solo es posible si se comparte la información, en lugar de acumularla.
  • Si amas a tu compañía y amas lo que haces servirás mejor a tus clientes.
  • Escucha mientras puedas, para que puedas liderar cuando debas.
  • Los líderes que trabajan de forma más eficaz nunca dicen «yo». Ellos dicen «nosotros» y piensan «equipo».
  • Los mejores líderes son los que mejor toman notas, los que mejor preguntan y los que mejor aprenden.
  • Una mejora del 1% en mil cosas es mejor que una mejora del 1.000% en una sola cosa.
  • Nunca te duermas en los laureles. Los laureles de hoy son el abono de mañana.
  • Los ganadores deben aprender a disfrutar del cambio con la misma energía con la que se resistieron a él en el pasado.
  • Solo aquellos que se forman constantemente tendrán una oportunidad de seguir trabajando en los próximos años.
  • La buena noticia es que todo el mundo tiene la oportunidad de sobresalir. Todos  tienen la oportunidad de aprender, mejorar y desarrollar sus habilidades. Todos tienen la oportunidad de ser una marca digna de mención.
  • La diferencia entre la grandeza y la mediocridad es, sobre todo, tener la imaginación y el celo para reinventarse a diario.
  • ¿Cuál es mi estrategia personal para las próximas 10 horas? decidir con quién voy a hablar o qué puedo aprender.
  • Lo que decides no hacer es probablemente más importante que lo que decides hacer. Si no es la excelencia ¿entonces el qué? si no soy excelente ahora ¿entonces cuándo?.
  • La carrera de un líder dependerá de cómo gestione uno o dos eventos críticos que nadie podría haber anticipado.

Esta selección ha sido publicada por el Instituto de Estudios Bursátiles (IEB)

  • El talento humano a partir de los 50 años, ¿excelencia o excedencia?
    Por supuesto, dirigir empresas y tener más de 50 años no puede significar, en ningún caso, una excedencia o una jubilación anticipada. De hecho, en Europa las jubilaciones se están intentando retrasar por encima de los 65 años. Por lo tanto, un Directivo se encuentra en su mejor momento a partir de los 50 años.
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