DESIGN ORGANIZATION AND ENVIRONMENT / LAURA BELLO
The current pandemic scenario has prompted companies like Prisa to rethink their approach to work. Producing creative content and team building away from the offices and essay rooms has undoubtedly meant a challenge for the whole company. What this means for the HR team is keeping employee expectations, motivations and purpose high, despite the uncertain outlook.
For this reason, Alberto González, HR manager at Prisa and with a background in the academic and professional fields, attended as a guest to give a master session within the cycle "My experience managing people", organized by the MDPO. During the conversation, the executive highlighted the keys to the future of HR and the management of talent, three of which I highlight below.
The first is the importance of having diverse teams with the ability to deal with conflict in order to be more creative. These characteristics are more necessary than ever in today's fast-changing status for teams to be able to generate ideas and adapt quickly to change. Gonzalez said that the way to reach this ideal team is to bet on holism and that its members seek in their decisions "to be vectors of action in the organizations".
Another idea was to manage talent effectively, leaving aside what he calls the "tyranny of meritocracy". Gonzalez believes that companies should not concentrate all their efforts on empowering top talent, but also on improving the development curve of each of the collaborators of agreement with their individual characteristics and potential. This requires a humble and compassionate corporate culture that allows generating an environment where everyone feels they reach their maximum potential.
Towards the end of the conversation, the PRISA executive addressed the importance of continually reinventing oneself and advised the students to visualize Master's Degree as just the beginning of the path that awaits them in their professional careers. In line with this idea, he was asked about what he expects from new talent and what "algorithm staff" he uses in his selection processes. For Alberto González, the aspects that he considers immovable to be a suitable candidate are three: (1) to have an existential sense of what they want to achieve (that is, to be able to learn from different fields, but always having a common thread that unites them towards purpose staff ); to be resilient, which is demonstrated by the ability to face challenges outside your comfort zone. (2) be able to deal with "what you are afraid of", because that is where you learn the most; and (3) be supportive, compassionate and have a broad cultural background.
