Cursed Positions.

It has happened to me on several occasions that there are positions within organizations that have high turnover and their successive individuals are unsuccessful. It also happens that when the individual reaches that position, he/she experiences it as if he/she will not be there for long or has difficulties in achieving the objectives, all of this without a visible or apparent cause. Researching I found the so-called "cursed positions". These are positions that in its history had collaborators who have had an unfair disengagement and have been conflictive employees or that the function has been created with another objective and its main role has been distorted. Having this expectation gives us another tool to arrive at a possible solution.

Akihiro Nishino

Emotions

Who are the great forgotten ones of this era? I keep on reflecting, reading and talking over what we have been going through these last months; looking for resources in myself and in others to be able to support people in the best possible way. I have been confirming the importance of giving a place to our "soft" part as we call it in the world of organizations and in this line I observe that the great forgotten ones are ´emotions´ because the working world does not enable them to be expressed freely, because we do not know what to do with them because it is "soft" and there are many other reasons so to speak. I think it is an opportunity to give them a place, to put them in front of us, to look at them, to share them if necessary, even if it is uncomfortable. We will see the improvement when we give them a place and integrate them.

Connecting with the Origin

In several schools in Germany, when students from other countries or regions come to Germany, they are invited to bring a song, custom or typical object to share with the rest of the class so that they can feel recognized by their roots, so that integration is more likely to be successful. What would happen if in the organizations we implemented some action oriented to this type of recognition connecting, in some way, with their country or province of origin, with their customs and codes and even with the culture of the previous company in cases of mergers?

Quitting the job

Systematically speaking, quitting a job is as important as entering a new one on good terms. When somebody leaves his position on good terms, they contribute with no pending systemic conflicts as soon as the position is vacant. In this way, the applicant is better able for the new job.

Who is admitted to an organization?

It often happens that when we recruit people in organizations, we conduct interviews, exhaustive studies to ensure that they meet the required profile and competencies, even though it does not work. From the systemic management point of view, it is also necessary that the person is aligned with the organizational system he/she joins. We have seen that it is more important that the system and the prospective employee are in tune with each other than he/she meets the requirement of some competencies.

On Losses

Looking for material for a talk, I found out this sculpture by Bruno Catalano, which wants to talk about loss and emptiness. It made an impact on me, I felt it was very current and I realized we talk very little about losses. There is no space for sadness, fear and fragility. We want to erase everything instantly with a quick thought, a pill and move on to the next meeting. This path demands a lot of energy and it is far away from a solution. A good start would be to give space, be able to talk, share the issue in question and make room for those emotions that we are not so used to being shown, especially, in the world of work.