Month: April 2020

I would choose Jaime, why? Let me tell you a story I heard a lot when I was a kid.

One day, a Hare ridiculed the turtle’s short legs and slowness. The turtle smiled and said: “Do you think you are quick as the wind but I believe that I would win her in a race”. The hare of course, considered that hint as impossible to happen, and accepted the challenge on the spot. They then invited a fox to serve as a judge, choose the route and the point of arrival. And on the chosen day, from the starting point, they left together. The turtle, with its slow but firm step, determined, concentrated, never stopped walking towards its goal. But the hare, confident of its speed, unconcerned with the race, lay down by the side of the road for a quick nap. Upon awakening, although he ran as fast as his legs allowed, he was unable to reach the turtle, which had already crossed the finish line, and now rested quietly in a corner. This is, without a doubt, the best analogy to explain why DIRECTION is much more important than speed. Not even the greatest skill, the most extensive experience or high intelligence surpass CONSISTENCY in life choices. Rather than ‘having potential’ choose to ‘have consistent direction’.

I believe an employee performing at high potential but poor consistency should be for an area more laid back if I can call it that. An area like marketing and market research, since those are fields don’t require a daily consistency in one’s productivity.

In other hands, an employee performing at low potential but high consistency would best fit at an accounting office for example, where it requires as consistency in productivity.

By establishing my brand, I intend to actually encourage others to promote my services as a reliable source. After all, personal branding is not about me, but about what people perceive of me. I consider myself a reliable,  proactive, trustworthy, and hardworking. I believe those are extremely important characteristics when working and performing a job/tasks. As my personal brand I want to primarily show my desire to perform at my best for the chosen company. My second goal is to encourage other employees to also perform at their best, because I believe by doing that, I am not only promoting myself, but also promoting other employees for the company success. My third goal, which I believe is a very important part of my personal brand is proactiveness, with that I can help the company with problem alleviation since proactivity helps prevent problems before the event, minimizing exposure to them.

I am not afraid to position myself. Even if I have the same role as hundreds of others in the market, I am still unique. My way of working and the experience I provide to others is unique. So, I will assume who I really am and project that identity on what I do. I am not afraid to be different, the biggest mistake we make is to stay in the middle and not connect meaningfully with anyone. My ideal audience will value me for being who I am and that is my differential. So I will be clear in my position and in communicating what I want to deliver and what I don’t deliver to my audience and that they can count on me. The clearer, the more my audience will be confident that I understand their pain and that I am the right person to help them.

When looking for a job, there are 2 things I look first: job requirements and description. I believe those are the 2 most important parts on a job search, after all neither if you meet the requirements or you simply don’t want/are not prepared to perform their tasks, that’s what allows individuals to make their choice. My last description was the precursor for me to accept the job, it matched with what I was capable of doing and with what I wanted to do. While working in the company, it made me feel much more confident knowing their expectations of my tasks.  The adequacy of the position to the occupant improves the interpersonal relationship at work and aims at new opportunities for changes for a better quality of life at work. Job descriptions may seem like mere formalities in a company, but make no mistake. The truth is that it is a fundamental tool for the human resources department and for the management of people as a whole. More than that, its definitions impact the company in general. There is no way for a business to leave the place without being very clear about what each competitor is responsible for achieving its goals. After all, it works like a big cog: if a single employee does not do his part, the result can be compromised. Carrying out the job description comprises a strategy to highlight both the desired profile for a given function and its assignments. This way, everything is more organized and transparent for those involved.

A good work environment is fundamental to the success of any company and its professionals. However, labor relations can generate several problems that place employees, at different hierarchical levels, in conflict situations. Perhaps the most serious of these is discrimination. In this management of the work environment, the organizational climate, there is an aspect that companies cannot control: the discrimination and prejudice of the employee himself and that are embedded in the personality, culture and creation of each person. It is a difficult or almost impossible feature to identify in the process of recruiting and selecting new employees. And often the prejudice takes time to come up or it comes slowly, almost imperceptibly. But sooner or later it ends up contaminating the environment and destroying the company’s efforts. In the end, nobody likes to work in a company full of prejudice and discrimination even if, at first, you are not their target.

When receiving a report of discrimination in the workplace, it is essential to make a thorough investigation of the facts, to understand what really happened. I have always been taught that every story always must have 2 sides. So I believe that in all cases in order to make any decision of which side to be on, we must understand the complete stories from different perspectives. Talk to the victim, the accused and possible witnesses, depending on the case described might be a good step to take. The more information you have at hand, the easier it will be to determine whether or not the situation characterizes discrimination in the workplace. If after doing my “research” on this case, I found that the company was really discriminating I would feel despise and despicable and would never accept that attitude because regardless if the employee was also wrong doing in the company, it is no reason to discriminate.

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