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Management Systems Integration ... and People

In some organizations, staff management fails to achieve full integration of people with the business plan. It should be a system that takes into account the knowledge, skills, attitudes and abilities of people: knowledge management.

What can you expect from a football team in which ...?

players ...

  • Ignore the tactics laid down by the coach because everyone has their own ideas of how to play
  • Not speak on the pitch, waiting to testify before the media to point to others as responsible for the failures
  • Not know what position or role to be played in the field
  • Speak in different languages, barely understood and not strive to speak a common language
  • Everyone wants to score a goal but without peers
  • Compensate for their lack of technique with "foul play"

Technical team ...

  • Designated players in positions without regard to their skills
  • Not celebrate successes (rarely won) and negativity criticize each failure

Team ...

  • Speculated the sale of players in search of economic benefits regardless sports scores
  • Not give bonuses, although in all rival teams if given raw

Probably win a team like very few games ...

Although they seem exaggerated situations, these problems are too often seen in many organizations.

Learning organization (football team, company, NGO, government agency, ...) would be an organization in which:

  • Everyone is aware of the importance of their work and assume their roles
  • Personal interests and those of his organization are aligned
  • Everyone feels comfortable with the work they do and how they do
  • Steadily improving, developing and maximizing the skills, knowledge and enthusiasm of its members
  • Know that innovation is a process (not a quality) resulting from the strategy and planning, not improvisation and therefore can develop and promote (unlimited)
  • A climate of trust among members, based on transparency and openness
  • Not look guilty, but causes problems
  • Successes are celebrated, it objectively analyze the causes for failures
  • Internal communication as a key tool that is continuously improving and strengthening (smooth, sincere, open, constructive)
  • ...

A learning organization, business results (business, member satisfaction, customer satisfaction, impact on society ...) are a direct consequence. At present it is assumed that emotional intelligence is key to the success of organizations.

That these circumstances are possible, must be a change in the organization. The change must be deep rooted in the thought patterns and attitudes of members of the organization. It should be a system that takes into account the knowledge, skills, attitudes and abilities of people: knowledge management.

Whenever a fuller account the human factor in the management of organizations. This humanization evident for example with the evolution of the concept and scope of the term "quality".

Quality was first understood as the fulfillment of specifications (something material, purely mechanistic)

The concept began to read the "quality" as "customer satisfaction".

The evolution continues with the philosophy of Total Quality (customer satisfaction, members of the organization, shareholders and society in general).

This approach can be summarized in one sentence: "quality starts and ends with people."

Unfortunately, many managers believe that learning organizations and knowledge management are utopian, the other are too busy planning and financial control of trade, on results and not in the media and people. Very few managers face this challenge with determination, even though they are aware of their influence.

What is the way forward to develop an Intelligent Organization

Unfortunately there are no miracle recipes as computer systems or new methods of consulting and bright ... . However, we are not disarmed, we can make use of the application of principles, disciplines and habits that can create conditions for the organization (through its members) to be transformed gradually. Some of these practices or disciplines are:

  • Personal Mastery (improve our personal skills to create an environment conducive to change and improvement)
  • Mental Models (improve our world image and our actions with tools to understand how our actions affect our perception of reality)
  • Shared Vision (secure commitment through consensus in the vision, mission and values of the organization)
  • Systems Thinking (modeling the organization understood as "body" dynamic, interacting cycles in the cause and effect)

Transformation and the benefits are substantial short-term. Therefore, it requires very high doses of conviction, leadership, effort and perseverance by all members, starting logically by senior management.

When this path should be aware that it is still long and difficult. Should be made clear where he intends to reach the consensus and commitment. It is advisable therefore to engage in a progressive and chain to the entire organization from top to bottom, reporting, creating a climate of trust and being implemented slowly but surely necessary disciplines.

Any medication, the process of developing a learning organization can present contraindications and side effects ...


Indicated organizations with circulatory problems of information, lack of innovation and commitment, anxiety, stress, overload continuous divergent strategies and visions. Highly recommended companies from 0 to 2 years. Companies with more than 5 years should start with small doses. In all cases it is vital to high doses of enthusiasm, consistency and prophylaxis in the required disciplines.


Should not be given to companies with functional problems of arteriosclerosis or high voltage. Should not be administered in embarrassing situations until they have been resolved. Suspicion, mistrust, or desire for leadership of individuals can trigger reactions of confusion initially and later rejection. The lack of training or maturity of approach may cause confusion. The same side effects may occur when the Director does not support the project.


Composed of disciplines organizational psychology, leadership, confidence and look forward to.

Side Effects:

Side effects of mismanagement of knowledge management process can be frustration, hypocrisy, disappointment, wasted time and energy.

Poisoning and Treatment:

High doses of theory without a good practice, can generate side effects. If you have symptoms of poisoning, doses should be reduced (never remove drastically) and consult an expert.