I am not concerned about the systems, but about their leadership

During this last quarter, we have received several requests and proposals for strategic consulting interventions, highlighting the review or implementation of key systems for talent development, such as: evaluations, compensation, onboarding, career maps and employee experiences.

Thus, while systems are indisputably essential for the development of human capital within organizations, their success is strongly related to the fact that there is effective leadership in their promotion and execution. While it is essential to have these tools in place and up to date, we must not lose sight of the human element behind them.

The great risk and challenge lies in ensuring committed leadership:

It is not enough to have the best systems if we do not have leaders who are prepared and convinced of their implementation. Imagine all the effort invested in developing a perfect system, only to see it as just another forgotten practice.

This is why it is essential to involve the professionals who lead the teams. If they do not believe, do not participate or do not value it, we will be facing a problem. Any intervention in systems must start with the confirmation, participation, reinforcement and accompaniment of the leaders, since they are the key to avoid resistance and drive change.

In this sense, from Axxon People Consulting we have initiated the implementation of customized programs for the development of efficient leadership habits.

The importance of these leadership habits lies in their ability to influence the effectiveness and success of the team. Habits, in essence, are behaviors ingrained in a leader's daily routine and can have a major impact on the culture and performance of the entire organization.

From effective communication to strategic decision making, strong leadership habits are critical to inspire, motivate and guide team members toward the achievement of shared goals. In this sense, our programs facilitate and reinforce positive habits to create an environment conducive to personal and professional growth, as well as the long-term success of the organization.

In summary, prioritizing the construction of organizations in which systems and leadership complement and drive each other implies creating an integrated and collaborative business ecosystem, where both the organizational structure and culture work in synergy to promote innovation, efficiency and long-term success.