{"id":4091,"date":"2024-10-27T19:08:50","date_gmt":"2024-10-27T17:08:50","guid":{"rendered":"https:\/\/lunif.com\/blog\/?p=4091"},"modified":"2024-10-27T19:08:51","modified_gmt":"2024-10-27T17:08:51","slug":"fii-lider-pregatit-pentru-viziunea-de-maine","status":"publish","type":"post","link":"https:\/\/lunif.com\/blog\/fii-lider-pregatit-pentru-viziunea-de-maine\/","title":{"rendered":"Fii lider preg\u0103tit pentru viziunea de m\u00e2ine"},"content":{"rendered":"\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">\u00ce\u021bi \u00eemp\u0103rt\u0103\u0219esc mai jos ultima parte din c\u0103l\u0103toria noastr\u0103 \u00een istoria abord\u0103rilor \u00een leadership. Tratam doar ultimii 20 de ani, perioada \u00een care <a href=\"https:\/\/lunif.com\/blog\/leadership-in-avalansa\/\">avalan\u0219\u0103<\/a> \u00een concepte de leadership continua cu o mai mare viteza astfel \u00eenc\u00e2t s\u0103 fii lider preg\u0103tit pentru viziunea de m\u00e2ine.<\/span><\/p>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">\u00cenainte s\u0103 trecem la treaba vreau sa-ti spun o vorba care mi-a pl\u0103cut foarte mult si vreau s\u0103 o \u00eemp\u0103rt\u0103\u0219esc cu tine <em>\u201eRolul unui lider este acela de a crea mai multi lideri, nu de a avea mai multi urmaritori (followers)\u201d<\/em> Ralph Nader. Acesta este si angajamentul meu fata de tine sa-ti aduc pe masa cat mai multe instrumente facile prin care tu s\u0103 fii lider de succes.<\/span><\/p>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">A\u0219 vrea s\u0103 \u00ee\u021bi vorbesc despre un aspect fascinant pe care l-am descoperit \u00een timpul studiilor mele de doctorat: rolul esen\u021bial al profesorilor \u00een formarea viitorilor lideri.<\/span><\/p>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Am observat o schimbare radical\u0103 \u00een abordarea profesorilor fa\u021b\u0103 de studen\u021bii doctoranzi, comparativ cu nivelurile anterioare de studiu. Ei manifest\u0103 o bucurie autentic\u0103 \u00een a comunica cu noi, o responsabilitate evident\u0103 de a ne asigura c\u0103 \u00een\u021belegem clar sarcinile \u0219i, mai mult dec\u00e2t at\u00e2t, ne ofer\u0103 \u00eendrum\u0103ri practice pentru a ne organiza, colabora \u0219i ne motiva s\u0103 ne atingem obiectivele.<\/span><\/p>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Aceast\u0103 experien\u021b\u0103 m-a convins c\u0103 profesorii au puterea de a cultiva \u00een studen\u021bi abilit\u0103\u021bile necesare pentru a reu\u0219i \u00een via\u021b\u0103. Chiar dac\u0103 poate p\u0103rea c\u0103 doar o mic\u0103 parte dintre studen\u021bi ajung la doctorat, este important s\u0103 ne dorim ca mai mul\u021bi profesori s\u0103 adopte acest stil de predare.<\/span><\/p>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Te \u00eencurajez s\u0103 \u00eemp\u0103rt\u0103\u0219e\u0219ti ideile de mai jos cu ceilal\u021bi \u0219i s\u0103 contribui la formarea unei noi genera\u021bii de lideri.<\/span><\/p>\n\n\n\n<br \/>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 16pt; font-weight: normal;\"><strong>Fii lider preg\u0103tit pentru viziunea de m\u00e2ine<\/strong><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #00308F; font-size: 14pt; font-weight: normal;\"><strong>1. Leadershipul autentic &#8211; <\/strong>Avolio, B. J., &amp; Gardner, W. L. (2005). Authentic Leadership Development: Getting to the Root of Positive Forms of Leadership<\/span><\/h2>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">S\u0103pt\u0103m\u00e2na trecut\u0103, al\u0103turi de invitat\u0103 noastr\u0103, <a href=\"https:\/\/lunif.com\/blog\/din-secretele-meseriei-de-ilustrator-cu-bianca-tulea\/\">Bianca Tulea<\/a>, am discutat \u00een cadrul podcastului despre dezvoltare profesional\u0103 despre aprecierea artei. Mul\u021bi pasiona\u021bi de art\u0103 critic\u0103 reproducerea \u00een mas\u0103 a unei opere de art\u0103, consider\u00e2nd c\u0103 valoarea este diminuat\u0103 pe m\u0103sur\u0103 ce num\u0103rul de copii cre\u0219te.<\/span><\/p>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">A\u0219 vrea s\u0103 te \u00eentreb: ce sim\u021bi atunci c\u00e2nd vezi o culoare deosebit\u0103 la o hain\u0103 pe strad\u0103? Te atrage, o dore\u0219ti \u0219i, poate, \u00eencepi s-o cau\u021bi cu insisten\u021b\u0103. Dar cum te sim\u021bi c\u00e2nd, a doua zi, vezi alte persoane \u00eembr\u0103cate la fel? \u0218i a treia zi? \u0218i tot a\u0219a, p\u00e2n\u0103 c\u00e2nd culoarea respectiv\u0103 devine omniprezent\u0103 \u0219i \u00eencepe s\u0103 te oboseasc\u0103?<\/span><\/p>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Asem\u0103n\u0103tor se \u00eent\u00e2mpl\u0103 \u0219i cu liderii. Dac\u0103 to\u021bi ar avea acelea\u0219i tr\u0103s\u0103turi \u0219i comportamente, nu ar fi dec\u00e2t ni\u0219te copii fidele ale unui original, lipsindu-le autenticitatea \u0219i personalitatea care definesc un adev\u0103rat lider.<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Caracteristicile leadershipului autentic pe care s\u0103 le adop\u021bi \u0219i tu:<\/strong><\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Con\u0219tientizare de sine. <\/strong>Liderii \u00ee\u0219i cunosc valorile, punctele forte, sl\u0103biciuni \u0219i emo\u021bii. Aceast\u0103 recunoa\u0219tere fata de sine le permite s\u0103 ac\u021bioneze \u00een acord cu principiile lor \u0219i s\u0103 \u00ee\u0219i gestioneze eficient reac\u021biile emo\u021bionale. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Integritate:<\/strong> Este a patra s\u0103pt\u0103m\u00e2n\u0103 \u00een care vorbim despre leadership \u00een istorie si iat\u0103 ca apare din nou. Ei sunt sinceri, cinsti\u021bi \u0219i demni de \u00eencredere. Liderii autentici \u00ee\u0219i respect\u0103 angajamentele \u0219i ac\u021bioneaz\u0103 \u00een conformitate cu valorile pe care le promoveaz\u0103. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Rela\u021bii autentice:<\/strong> Ei cultiv\u0103 rela\u021bii puternice \u0219i semnificative cu ceilal\u021bi, bazate pe \u00eencredere, respect \u0219i transparen\u021b\u0103. Al\u0103turi de astfel de lideri te sim\u021bi valorizat \u0219i implicat. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Inspira: <\/strong>Si aceasta tr\u0103s\u0103tur\u0103 am reg\u0103sit-o frecvent de-a lungul timpului. Liderii au capacitatea de a inspira \u0219i motiva pe ceilal\u021bi prin viziunea lor clar\u0103, entuziasmul \u0219i pasiunea pentru ceea ce fac. Liderii autentici, ca si cei <a href=\"https:\/\/lunif.com\/blog\/cand-leadershipul-a-renascut-sa-te-inspire\/\">carismatici,<\/a> pot s\u0103 mobilizeze oamenii s\u0103-si dep\u0103\u0219easc\u0103 limitele \u0219i s\u0103 ating\u0103 obiective comune.<\/span><\/li><\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Aspecte negative ale teoriei leadershipului autentic<\/strong><\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Subiectivitate:<\/strong> Conceptul de autenticitate poate fi subiectiv \u0219i dificil de definit sau m\u0103surat. Ce este considerat autentic pentru o persoan\u0103 poate s\u0103 nu fie pentru alta. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Contextualizare:<\/strong> Caracteristicile unui lider autentic pot varia \u00een func\u021bie de cultur\u0103, context organiza\u021bional \u0219i situa\u021bie. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Poten\u021bial pentru abuz:<\/strong> Dac\u0103 nu este \u00eenso\u021bit\u0103 de alte competen\u021be si tr\u0103s\u0103turi, autenticitatea poate duce la un stil de leadership prea autoritar sau inflexibil.<\/span><\/li><\/ul>\n\n\n\n<br \/>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #00308F; font-size: 14pt; font-weight: normal;\"><strong>2. Leadershipul etic &#8211; <\/strong>Brown, M. E., &amp; Trevi\u00f1o, L. K. (2006). <em>Ethical Leadership: A Review and Future Directions<\/em><\/span><\/h3>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Etica ca si tr\u0103s\u0103tur\u0103 a liderului o reg\u0103sim ca fiind printre caracteristicile de baza a liderului <a href=\"https:\/\/lunif.com\/blog\/leadership-in-avalansa\/\">bazat pe tr\u0103s\u0103turi<\/a> de care am discutat \u00een urma cu doua s\u0103pt\u0103m\u00e2ni. \u00een contextul unui accent pe anticorup\u021bie, protejarea drepturilor si a diversit\u0103\u021bii, a luat na\u0219tere acest concept.<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Caracteristicile leadershipului etic pe care s\u0103 le adop\u021bi \u0219i tu:<\/strong><\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Integritate:<\/strong> Liderii etici sunt persoane oneste, transparente \u0219i demne de \u00eencredere. Ac\u021biunile lor sunt aliniate cu valorile pe care le promoveaz\u0103. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Respectarea valorilor:<\/strong> Ei cultiv\u0103 un set de valori clare \u0219i le integreaz\u0103 \u00een toate deciziile \u0219i ac\u021biunile lor. Nu trece repede peste acest r\u00e2nd. Popose\u0219te aici mai multe minute si \u00eentreab\u0103-te: Care sunt valorile mele? \u00ce\u021bi recomand s\u0103 g\u0103se\u0219ti trei, nici mai multe si nici mai pu\u021bine. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Justificarea etic\u0103 a deciziilor:<\/strong> Liderii etici iau \u00een considerare implica\u021biile etice ale deciziilor lor \u0219i aleg \u00eentotdeauna op\u021biunea care este moral corect\u0103. Ba mai mult si justifica alegerea f\u0103cuta.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Promovarea comportamentului etic:<\/strong> Ei creeaz\u0103 un mediu de lucru \u00een care comportamentul etic este \u00eencurajat \u0219i recompensat. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Respecta interesul comun:<\/strong> Liderii etici pun nevoile echipei \u0219i ale organiza\u021biei \u00eenaintea propriilor interese. Tr\u0103s\u0103tura manifestat\u0103 si de <a href=\"https:\/\/lunif.com\/blog\/leadership-in-avalansa\/\">liderul servitor<\/a>.<span><\/li><\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Aspecte negative ale teoriei leadershipului etic<\/strong><\/span> <\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Subiectivitate:<\/strong> Conceptul de etic\u0103 este subiectiv; poate varia \u00een func\u021bie de cultur\u0103, religie \u0219i valori personale, dar si de cultura organizationala. Ceea ce este considerat etic pentru o persoan\u0103 poate s\u0103 nu fie pentru alta. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>M\u0103surare:<\/strong> Este dificil de m\u0103surat \u00een mod obiectiv nivelul de etic\u0103 al unui lider. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Idealism:<\/strong> Unii critici sus\u021bin c\u0103 teoria este prea idealist\u0103 \u0219i c\u0103 \u00een lumea real\u0103 a afacerilor, luarea de decizii etice poate fi dificil\u0103 \u0219i poate duce la compromisuri.<\/span><\/li><\/ul>\n\n\n\n<br \/>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #00308F; font-size: 14pt; font-weight: normal;\"><strong>3. Leadershipul distribu\u021bional &#8211; <\/strong>Spillane, J. P. (2006). <em>Distributed Leadership<\/em><\/span><\/h3>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Liderul care se <a href=\"https:\/\/lunif.com\/blog\/leadership-in-avalansa\/\">adapteaz\u0103 la situa\u021bie<\/a> <a href=\"https:\/\/lunif.com\/blog\/cand-leadershipul-a-renascut-sa-te-inspire\/\">si liderul democrat<\/a>, sunt principalii care au scos \u00een evidenta importan\u021ba deleg\u0103rii. Hai s\u0103 vedem totu\u0219i ce are special acest lider.<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Caracteristicile leadershipului distribu\u021bional pe care s\u0103 le adop\u021bi \u0219i tu:<\/strong><\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>\u00cemputernicire:<\/strong> E un cuv\u00e2nt care \u00een limba romana, sau cel putin pentru mine, suna for\u021bat. E ca si cum de fiecare data scrii o foaie oficiala, parafata de notar prin care o alta persoana poate s\u0103 te reprezinte si s\u0103 ia decizii \u00een locul t\u0103u. Totu\u0219i aceasta categorie de liderii \u00ee\u0219i deleag\u0103 colegii s\u0103 realizeze diferite sarcini, cre\u00e2nd astfel un mediu \u00een care fiecare membru al echipei se simte valorizat \u0219i are oportunitatea de a contribui.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Colaboreaz\u0103:<\/strong> Ei lucreaz\u0103 \u00een echip\u0103, \u00eemp\u0103rt\u0103\u0219esc cuno\u0219tin\u021be \u0219i experien\u021b\u0103, \u0219i sunt deschi\u0219i la ideile celorlal\u021bi.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>\u00cenva\u021b\u0103 continuu:<\/strong> Liderii distribu\u021bionali sunt mereu dornici s\u0103 \u00eenve\u021be lucruri noi \u0219i s\u0103-\u0219i dezvolte competen\u021bele. Ei creeaz\u0103 un mediu de \u00eenv\u0103\u021bare \u00een care membrii echipei pot s\u0103 creasc\u0103 \u0219i s\u0103 se dezvolte profesional. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Este vizionar:<\/strong> Chiar dac\u0103 leadershipul este distribuit, este important ca cineva s\u0103 aib\u0103 o viziune clar\u0103 asupra direc\u021biei \u00een care se \u00eendreapt\u0103 organiza\u021bia. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Flexibilitate:<\/strong> Liderii distribu\u021bionali se adapteaz\u0103 la schimb\u0103ri \u0219i sunt capabili s\u0103 \u00ee\u0219i ajusteze stilul de conducere \u00een func\u021bie de situa\u021bie. Si aici probabil te \u00eentrebi cu ce este mai special acest lider comparativ cu cel adaptiv? As putea sa-ti spun ca este doar pus sub lupa, astfel \u00eenc\u00e2t sa-i \u00een\u021belegem aplica\u021biile practice.<\/span><\/li><\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Aspecte negative ale teoriei leadershipului d<\/strong>istribu\u021bional<\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Lipsa unui lider clar:<\/strong> Unele organiza\u021bii pot avea nevoie de un lider care s\u0103 ia decizii rapide \u0219i s\u0103 ofere direc\u021bie, mai ales \u00een situa\u021bii de criz\u0103, iar aici delegarea adeseori nu se potriveste. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Dificult\u0103\u021bi \u00een m\u0103surare:<\/strong> Este dificil de m\u0103surat eficien\u021ba leadershipului distribu\u021bional \u0219i de a evalua contribu\u021bia fiec\u0103rui membru al echipei. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Risc de haos:<\/strong> Dac\u0103 nu este gestionat corespunz\u0103tor, leadershipul distribu\u021bional poate duce la o lips\u0103 de coordonare \u0219i la o luare a deciziilor lente. Ba mai mult am putea s\u0103 ne afla \u00een fata unui lider <a href=\"https:\/\/lunif.com\/blog\/cand-leadershipul-a-renascut-sa-te-inspire\/\">laissez-faire.<\/a> <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Dependen\u021b\u0103 de cultur\u0103 organiza\u021bional\u0103:<\/strong> Pentru ca leadershipul distribu\u021bional s\u0103 func\u021bioneze, este nevoie de o cultur\u0103 organiza\u021bional\u0103 puternic\u0103 care s\u0103 sus\u021bin\u0103 colaborarea, \u00eencrederea \u0219i \u00eenv\u0103\u021barea continu\u0103.<\/span><\/li><\/ul>\n\n\n\n<br \/>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #00308F; font-size: 14pt; font-weight: normal;\"><strong>4. Leadershipul schimbului lider-membru (LMX) &#8211; <\/strong>Graen, G. B., &amp; Uhl-Bien, M. (1995)<em>Relationship-Based Approach to Leadership<\/em>.<\/span><\/h2>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Schimbului lider-membru (LMX) nu seam\u0103n\u0103 cu cel<a href=\"https:\/\/lunif.com\/blog\/leadership-in-avalansa\/\"> tranzac\u021bional<\/a> si nici nu presupune un schimb de bani contra servicii. Ci ne propune ca rela\u021bia dintre un lider \u0219i fiecare membru al echipei sale s\u0103 fie un schimb social. Aceast\u0103 teorie se concentreaz\u0103 pe calitatea rela\u021biilor interpersonale dintre lider \u0219i subordona\u021bi, mai degrab\u0103 dec\u00e2t pe tr\u0103s\u0103turile de personalitate ale liderului sau pe stilul s\u0103u general de conducere.<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Caracteristicile cheie ale teoriei LMX includ:<\/strong><\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Rela\u021bii diferen\u021biate:<\/strong> Liderii nu trateaz\u0103 pe to\u021bi subordona\u021bii \u00een mod egal. Nu \u00een ideea de a le \u00eencalc\u0103 drepturile sau de a nu e recunoa\u0219te meritele, ci dezvolt\u0103 rela\u021bii distincte cu fiecare membru al echipei. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Schimb social:<\/strong> Liderii ofer\u0103 resurse (precum recompense, sprijin, informa\u021bii) \u00een schimbul eforturilor \u0219i loialit\u0103\u021bii subordona\u021bilor.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>In-group \u0219i out-group:<\/strong> Liderii tind s\u0103 formeze dou\u0103 tipuri de rela\u021bii cu subordona\u021bii: rela\u021bii de &#8222;in-group&#8221; (mai apropiate, bazate pe \u00eencredere \u0219i respect reciproc) \u0219i rela\u021bii de &#8222;out-group&#8221; (mai formale, bazate pe roluri \u0219i responsabilit\u0103\u021bi). Aici as vrea s\u0103 te opresti un pic si s\u0103 te gandesti cate oameni din echipa ta ii incadrezi la in-group si care out-grup. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Calitatea rela\u021biei:<\/strong> Calitatea rela\u021biei dintre lider \u0219i membru influen\u021beaz\u0103 satisfac\u021bia \u00een munc\u0103, performan\u021ba \u0219i angajamentul fa\u021b\u0103 de organiza\u021bie.<\/span><\/li><\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Aspecte negative ale teoriei leadershipului LMX <\/strong><\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Subiectivitate:<\/strong> Conceptul de &#8222;calitate a rela\u021biei&#8221; este destul de subiectiv \u0219i dificil de m\u0103surat \u00een mod obiectiv. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Lipsa de claritate privind formarea grupurilor:<\/strong> Nu exist\u0103 un consens cu privire la modul \u00een care se formeaz\u0103 grupurile &#8222;in-group&#8221; \u0219i &#8222;out-group&#8221;. Unii cercet\u0103tori sugereaz\u0103 c\u0103 acestea se bazeaz\u0103 pe similarit\u0103\u021bi de personalitate, \u00een timp ce al\u021bii subliniaz\u0103 importan\u021ba performan\u021bei \u0219i a efortului. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Neglijarea contextului organiza\u021bional:<\/strong> LMX tinde s\u0103 se concentreze pe rela\u021biile individuale, neglij\u00e2nd astfel impactul contextului organiza\u021bional mai larg asupra rela\u021biilor lider-membru. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Poten\u021bial pentru favoritism:<\/strong> Teoria poate fi interpretat\u0103 ca \u00eencuraj\u00e2nd favoritismul \u0219i discriminarea \u00een cadrul organiza\u021biei. Asta te avertizam si mai sus c\u00e2nd vorbeam de rela\u021bii diferen\u021biate.<\/span><\/li><\/ul>\n\n\n\n<br \/>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #00308F; font-size: 14pt; font-weight: normal;\"><strong>5. Leadershipului digital &#8211; <\/strong>Avolio, B. J., Sosik, J. J., &amp; Kahai, S. S. (2014). <em>Leadership \u00een the Digital Age<\/em>.<\/span><\/h3>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Leadershipul digital<\/strong> se concentreaz\u0103 pe abilit\u0103\u021bile \u0219i comportamentele necesare pentru a conduce eficient \u00een era digital\u0103. Aceast\u0103 teorie recunoa\u0219te c\u0103 tehnologia a transformat fundamental modul \u00een care oamenii lucreaz\u0103 \u0219i interac\u021bioneaz\u0103, iar liderii trebuie s\u0103 se adapteze la aceste schimb\u0103ri pentru a avea succes.<\/span><\/p>\n\n\n\n<p>A<span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">ceasta este si subiectul pe care noi il vom aborda \u00een detaliu \u00een urm\u0103toarea perioada, astfel \u00eenc\u00e2t tu s\u0103 fii capabil s\u0103 gestionezi echipe \u00een nou context al evolu\u021biei rapide a tehnologiilor.<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Caracteristicile leadershipului digital pe care s\u0103 le adop\u021bi \u0219i tu:<\/strong><\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Adaptabilitate:<\/strong> Liderii sunt capabili s\u0103 se adapteze rapid la schimb\u0103rile tehnologice \u0219i s\u0103 le integreze \u00een mod eficient \u00een activitatea organiza\u021biei. Sunt mereu la curent cu ce apare nou si sunt primii care testeaz\u0103. Iar daca cumva ceva le scap\u0103 devin frustra\u021bi si combativi astfel \u00eenc\u00e2t rapid s\u0103 recupereze diferen\u021ba *cuno\u0219tin\u021be, timp, eficienta) pierdute. M\u0103 reg\u0103sesc pe deplin printre ei. c\u00e2t rapid s\u0103 recupereze diferen\u021ba *cuno\u0219tin\u021be, timp, eficienta) pierdute. M\u0103 reg\u0103sesc pe deplin printre ei.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Viziune strategic\u0103:<\/strong> Au o viziune clar\u0103 asupra modului \u00een care tehnologia poate fi utilizat\u0103 pentru a crea valoare \u0219i a atinge obiectivele organiza\u021biei. F\u0103r\u0103 ea tehnologia mai degrab\u0103 \u00eencurc\u0103.c\u00e2t rapid s\u0103 recupereze diferen\u021ba *cuno\u0219tin\u021be, timp, eficienta) pierdute. M\u0103 reg\u0103sesc pe deplin printre ei.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">  <strong>Competen\u021be digitale:<\/strong> St\u0103p\u00e2nesc o gam\u0103 larg\u0103 de instrumente \u0219i tehnologii digitale, precum \u0219i abilit\u0103\u021bi de analiz\u0103 a datelor. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>G\u00e2ndire critic\u0103:<\/strong> Sunt capabili s\u0103 evalueze \u00een mod critic informa\u021biile \u0219i s\u0103 ia decizii informate \u00eentr-un mediu digital complex. Aceasta caracteristica mi se pare esen\u021bial\u0103 av\u00e2nd \u00een vedere diversitatea ofertei digitale. c\u00e2t rapid s\u0103 recupereze diferen\u021ba *cuno\u0219tin\u021be, timp, eficienta) pierdute. M\u0103 reg\u0103sesc pe deplin printre ei.  <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Pun accent pe inova\u021bie: <\/strong>\u00cembr\u0103\u021bi\u0219eaz\u0103 inova\u021bia \u0219i \u00eencurajeaz\u0103 creativitatea \u00een r\u00e2ndul echipei. Acest lider nu accepta doar ceea ce este \u00een f\u0103r\u0103 ca \u201ebun de-a gata\u201d ci \u00eempreun\u0103 cu echipa fie adapteaz\u0103 tehnologiile existente, fie creeaz\u0103 ceva complet nou c\u00e2t rapid s\u0103 recupereze diferen\u021ba (cuno\u0219tin\u021be, timp, eficienta) pierdute. M\u0103 reg\u0103sesc pe deplin printre ei. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Inteligen\u021b\u0103 emo\u021bional\u0103:<\/strong> Recunosc importan\u021ba inteligen\u021bei emo\u021bionale \u00een rela\u021biile digitale \u0219i sunt capabili s\u0103 construiasc\u0103 echipe virtuale eficiente. c\u00e2t rapid s\u0103 recupereze diferen\u021ba *cuno\u0219tin\u021be, timp, eficienta) pierdute. M\u0103 reg\u0103sesc pe deplin printre ei.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Etic\u0103 digital\u0103:<\/strong> \u00cen\u021beleg implica\u021biile etice ale tehnologiei \u0219i ac\u021bioneaz\u0103 \u00een mod responsabil.<\/span><\/li><\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Aspecte negative ale teoriei leadershipului d<\/strong>igital<\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Definire vag\u0103:<\/strong> Conceptul de &#8222;leadership digital&#8221; este \u00eenc\u0103 vag definit. Are doar cativa ani de viat\u0103 si a devenit intens studiat abia o data cu apari\u021bia rigorilor pandemiei. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Accent pe tehnologie:<\/strong> Exist\u0103 riscul de a pune prea mult accent pe tehnologie \u00een detrimentul altor aspecte ale leadershipului, cum ar fi rela\u021biile interpersonale.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Rapiditatea schimb\u0103rii:<\/strong> Tehnologia evolueaz\u0103 rapid, ceea ce face dificil\u0103 men\u021binerea la zi a competen\u021belor digitale.<\/span><\/li><\/ul>\n\n\n\n<br \/>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #00308F; font-size: 14pt; font-weight: normal;\"><strong>6. Leadershipului inclusiv &#8211; <\/strong>Ferdman, B. M., &amp; Deane, B. R. (2014). <em>Diversity at Work: The Practice of Inclusion<\/em><\/span><\/h3>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Un alt trend al vremii noastreeste acceptarea diversit\u0103\u021bii oamenilor.<strong> Leadershipul incluziv<\/strong> se concentreaz\u0103 pe crearea unui mediu de lucru \u00een care to\u021bi membrii se simt valoriza\u021bi, respecta\u021bi \u0219i au oportunit\u0103\u021bi egale de a contribui. Diferen\u021bele cu caracter discriminatoriu sunt \u00eenc\u0103 frecvente, cel pu\u021bin a\u0219a ne arata si <a href=\"https:\/\/www.instride.com\/insights\/workplace-diversity-and-inclusion-statistics\/\">diferite studii<\/a> din acest an.<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Caracteristicile leadershipului inclusiv pe care s\u0103 le adop\u021bi \u0219i tu:<\/strong><\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Are o viziune incluziv\u0103:<\/strong> Are o viziune clar\u0103 asupra unei organiza\u021bii \u00een care diversitatea este valorizat\u0103 \u0219i incluziunea este o prioritate. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Con\u0219tientizeaz\u0103 propriile prejudec\u0103\u021bi <\/strong>\u0219i stereotipuri. Lucreaz\u0103 pentru a le dep\u0103\u0219i.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Promovarea diversit\u0103\u021bii:<\/strong> Activ caut\u0103 \u0219i promoveaz\u0103 diversitatea \u00een cadrul echipei sale, at\u00e2t \u00een ceea ce prive\u0219te demografia, c\u00e2t \u0219i perspectivele. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Creeaz\u0103 un mediu sigur:<\/strong> Construie\u0219te un mediu de lucru \u00een care oamenii se simt \u00een siguran\u021b\u0103 s\u0103-\u0219i exprime opiniile \u0219i s\u0103 fie ei \u00een\u0219i\u0219i.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Comunic\u0103 deschis:<\/strong> \u00cencurajeaz\u0103 o comunicare deschis\u0103 \u0219i transparent\u0103, ascult\u00e2nd activ opiniile tuturor membrilor echipei.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Dezvolt\u0103 competen\u021bele culturale:<\/strong> \u00ce\u0219i dezvolt\u0103 propriile competen\u021be culturale \u0219i le \u00eencurajeaz\u0103 pe cele ale echipei sale. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Mentoring \u0219i coaching:<\/strong> Ofer\u0103 mentorat \u0219i coaching pentru a sprijini dezvoltarea profesional\u0103 a tuturor membrilor echipei.<\/span><\/li><\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Aspecte negative ale teoriei leadershipului i<\/strong>ncluziv<\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>Subiectivitate:<\/strong> Conceptul de &#8222;incluziune&#8221; este \u00eenc\u0103 subiectiv si neclar definit prin toate aspectele sale. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"><strong>M\u0103surarea:<\/strong> Este dificil de m\u0103surat eficien\u021ba leadershipului incluziv \u0219i de a evalua impactul s\u0103u asupra organiza\u021biei. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Costuri:<\/strong> Implementarea unor ini\u021biative de diversitate \u0219i incluziune poate fi costisitoare.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Rezisten\u021b\u0103 la schimbare:<\/strong> Schimbarea c\u0103tre o cultur\u0103 organiza\u021bional\u0103 mai incluziv\u0103 poate \u00eent\u00e2mpina rezisten\u021b\u0103 din partea unor angaja\u021bi. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> <strong>Focus excesiv pe diversitate:<\/strong> Uneori, accentul pus pe diversitate poate duce la neglijarea altor aspecte importante ale leadershipului.<\/span><\/li><\/ul>\n\n\n\n<br \/>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #00308F; font-size: 14pt; font-weight: normal;\"><strong>7. Leadershipul ideal<\/strong><\/span><\/h3>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Nu exista o astfel de teorie, ci pentru prima data vreau sa-ti \u00eemp\u0103rt\u0103\u0219esc opinia mea despre lider. Cred ca \u00eemi vei da dreptate, dup\u0103 ce am parcurs \u00eempreun\u0103 4 s\u0103pt\u0103m\u00e2ni de istorie \u00een leadership faptul ca <strong>de la un lider se a\u0219teapt\u0103 totul<\/strong>. Am \u00een mintea imaginea unui <strong>supererou care nu are dreptul la gre\u0219eal\u0103<\/strong>.<\/span><\/p>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Nu am avut pana acum vreun curs de leadership contractat de angajatori pentru&nbsp; echipa de management, subliniez management, si pe care l-am sus\u021binut, \u00een care angajatorul s\u0103 nu sublinieze indirect faptul ca \u201e<em>oamenii mei nu au experien\u021ba si nu sunt lideri<\/em>\u201d. \u00een spatele acestei afirma\u021bii ascunz\u00e2nd-se caracterul uman-emo\u021bional-deschis care lipse\u0219te adeseori unui manager. Am subliniat \u201eechipa management\u201d pentru ca nu am avut pana acum angajatori care s\u0103 preg\u0103teasc\u0103 \u00een avans viitorii manageri din perspectiva leadershipului. Si cu at\u00e2t mai pu\u021bin s\u0103 dezvolte lideri intre angaja\u021bii f\u0103r\u0103 func\u021bii ierarhice.<\/span><\/p>\n\n\n\n<p> <span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Al treilea lucru care m\u0103 duce cu g\u00e2ndul la acest lider ideal sunt frecventele imagini care pun managerul cu biciul \u00een fata c\u0103ru\u021bei trase de subalterni, \u00een paralel cu liderul care trage la c\u0103ru\u021b\u0103 al\u0103turi de oameni. Am v\u0103zut aceasta imagine at\u00e2t de \u00eenc\u00e2t, m\u0103 \u00eentreb unde a murit autenticitatea.<\/span><\/p>\n\n\n<div class=\"wp-block-image is-style-default\">\n<figure class=\"aligncenter size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/manager-vs-lider-1024x576.jpg\" alt=\"\" class=\"wp-image-4105\" style=\"width:560px;height:auto\" srcset=\"https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/manager-vs-lider-1024x576.jpg 1024w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/manager-vs-lider-300x169.jpg 300w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/manager-vs-lider-768x432.jpg 768w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/manager-vs-lider-1536x864.jpg 1536w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/manager-vs-lider-2048x1152.jpg 2048w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/manager-vs-lider-1080x608.jpg 1080w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure><\/div>\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Av\u00e2nd aceste 3 perspective hai s\u0103 vedem cum definim liderul ideal.<\/span><\/h4>\n\n\n\n<ul style=\"margin: 0; margin-left: 25px; padding: 0; list-style-type: circle; font-family: Arial, sans-serif; color: #495055; font-size: 16px; line-height: 22px;\" type=\"disc\">\n<li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">C\u00e2nd echipa are nevoie de direc\u021bie, nici nu \u00eel vezi \u00een imagine. Este undeva sus privind ansamblul, construind viziunea si strategia. Din c\u00e2nd \u00een c\u00e2nd coboar\u0103 care sa-si ia informa\u021biile lipsa din echipa. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">C\u00e2nd echipa este de motivat\u0103 si speriata, el este cel \u00een frunte.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> C\u00e2nd unul din membrii se \u00eempiedic\u0103, el este cel care \u00ee\u021bi \u00eentinde mana si te ridica.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Dac\u0103 totu\u0219i te-ai lovit r\u0103u, vine si \u00ee\u021bi ia locul.<\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> Dac\u0103 ti-e foame sau frig i\u021bi ofer\u0103 m\u00e2ncarea si haina lui. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Dac\u0103 \u00ee\u021bi dore\u0219ti s\u0103 \u0219tii mai multe s\u0103 devii lider, el deja \u0219tie asta. Te preg\u0103te\u0219te chiar daca nu ai observat. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">C\u00e2nd te descurci de minune, te las\u0103 s\u0103 ii \u021bii locul. Ba mai multe te ia partener. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">O fa\u0163\u0103 a unui lider, pe care putini o recunosc, este faptul ca te pot scoate complet din echip\u0103, dac\u0103 creezi un mediu toxic. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Iar c\u00e2nd criza se manifesta, nu sta mult pe g\u00e2nduri si preia fr\u00e2iele situa\u021biei <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> Nu mai spun ca oamenii sunt diferi\u021bi, situa\u021biile sunt diferite unde adaptarea, etica, integritatea si incluziunea se manifesta \u00een fiecare decizie pe care o ea. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\"> Stai s\u0103 nu uitam de tehnologie. Liderul ideal este cel care ti-o pune \u00een buzunar si \u00eencepi s\u0103 o folose\u0219ti ca si cum a fost a ta, acolo dintotdeauna. <\/span><\/li><li><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Ai obosit? Liderul este cel care \u00ee\u021bi spune cele mai tari bancuri \u015fi pove\u015fti.<\/span><\/li><\/ul>\n\n\n<div class=\"wp-block-image is-style-default\">\n<figure class=\"aligncenter size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-1-1024x576.jpg\" alt=\"\" class=\"wp-image-4103\" style=\"width:620px;height:auto\" srcset=\"https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-1-1024x576.jpg 1024w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-1-300x169.jpg 300w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-1-768x432.jpg 768w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-1-1536x864.jpg 1536w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-1-2048x1152.jpg 2048w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-1-1080x608.jpg 1080w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure><\/div>\n\n<div class=\"wp-block-image is-style-default\">\n<figure class=\"aligncenter size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-2-1-1024x576.jpg\" alt=\"\" class=\"wp-image-4108\" style=\"width:642px;height:auto\" srcset=\"https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-2-1-1024x576.jpg 1024w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-2-1-300x169.jpg 300w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-2-1-768x432.jpg 768w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-2-1-1536x864.jpg 1536w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-2-1-2048x1152.jpg 2048w, https:\/\/lunif.com\/blog\/wp-content\/uploads\/2024\/10\/liderul-ideal-2-1-1080x608.jpg 1080w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure><\/div>\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">***<\/span><\/h4>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Probabil lista ar mai continua, dar m\u0103 opresc aici pentru moment. Ca s\u0103 poat\u0103 ac\u021biona a\u0219a cum ti-am descris mai sus liderul &nbsp;are nevoie de toate caracteristicile si comportamentele pe care speciali\u0219tii le-au remarcat de-a lungul istoriei. Nu vreau s\u0103 m\u0103 repet aici, de aceea te invit pe deoparte s\u0103 treci prin articolele anterioare si s\u0103 r\u0103m\u00e2i al\u0103turi de mine caci \u00een cur\u00e2nd voi reveni cu un articol dedicat subiectului.<\/span><\/p>\n\n\n\n<p><span style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; font-weight: normal;\">Fii lider preg\u0103tit pentru viziunea de m\u00e2ine!<\/span><\/p>\n\n\n\n<p><!-- Begin Mailchimp Signup Form -->\n<link href=\"\/\/cdn-images.mailchimp.com\/embedcode\/slim-10_7_dtp.css\" rel=\"stylesheet\" type=\"text\/css\">\n<style type=\"text\/css\">\n#mc_embed_signup { background: #FFCC00; clear: left; font: 14px Helvetica, Arial, sans-serif; }\n<\/style>\n<div id=\"mc_embed_signup\">\n<form action=\"https:\/\/lunif.us20.list-manage.com\/subscribe\/post?u=50bdb0068a9ac5ebef8da6255&amp;id=325f87846c\" method=\"post\" id=\"mc-embedded-subscribe-form\" name=\"mc-embedded-subscribe-form\" class=\"validate\" target=\"_blank\" novalidate=\"\">\n<div id=\"mc_embed_signup_scroll\">\n<label for=\"mce-EMAIL\" style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 12pt; display: block; margin-bottom: 10px;background-color:#FFCC00;\">Aboneaz\u0103-te la newsletter pentru a fi primul<\/label>\n<div style=\"display: flex; align-items: baseline;\">\n<input type=\"email\" value=\"\" name=\"EMAIL\" class=\"email\" id=\"mce-EMAIL\" placeholder=\"Adresa de e-mail\" required=\"\" style=\"width: 70%; padding: 8px; box-sizing: border-box; margin-bottom: 10px; color: #333; background-color: #fff; border: 1px solid #ccc; border-radius: 4px;\">\n<button style=\"background-color:red; border-color:white; color:white; padding: 8px;\">M\u0103 abonez<\/button>\n<\/div>\n<br> <!-- Add a line break after the input field -->\n<div style=\"position: absolute; left: -5000px;\" aria-hidden=\"true\"><input type=\"text\" name=\"b_50bdb0068a9ac5ebef8da6255_325f87846c\" tabindex=\"-1\" value=\"\"><\/div>\n<label for=\"mce-EMAIL\" style=\"font-family: tahoma, arial, helvetica, sans-serif; color: #000000; font-size: 8pt; display: block; margin-bottom: 10px;\"> Aten\u021bie! Verific\u0103 primirea emailului \u00een spam sau bulk. <\/label>\n<div class=\"optionalParent\">\n<div class=\"clear foot\">\n<!-- Remove the button from here -->\n<\/div>\n<\/div>\n<\/div>\n<\/form>\n<\/div><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Afla aici ultimele tendinte in Leadership<\/p>\n","protected":false},"author":1,"featured_media":4107,"comment_status":"open","ping_status":"open","sticky":true,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[27],"tags":[72,110],"class_list":["post-4091","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articole-pentru-cursanti","tag-dezvoltare-profesionala","tag-leadership"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.4 (Yoast SEO v26.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Fii lider preg\u0103tit pentru viziunea de m\u00e2ine - 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