Design thinking is a tool for innovation

  

 By Raúl Gorrín.-   Nowadays, to achieve success you need to be creative and ride on the innovation bus. This is the market demand and if you don’t take the risk you will be a fossil. Fortunately, there are tools that make easy the process of innovation, including “design thinking” that is very useful for organizations when designing solutions, as it allows companies to obtain better results in marketing. The design thinking tried to develop the innovation placing people in the center who acquire the leading role. 

     Design thinking uses the sensitivity of the designer and his problem-solving method to solve people's needs in a technologically possible way while being commercially viable. We are in the presence of a tool, a technique, a methodology that improves the design and puts the final product in the background. Also, design thinking resort to different ways and are developed through multidisciplinary teams. You have to think like a designer, be creative and connect with the consumer.

     In brief, the issue is not to generate big campaigns but to connect with consumers in a meaningful way for them. This is what matters, the nexus, the emotional connection that is created with the consumer and the brand, to be exact, it generates a commitment/loyalty because the company provokes in the client feelings and emotions around the story that tells. A product is not bought just because it likes, but because of how the customer feels about himself when he uses it. It is a matter of creating experiences and emotions.

     It is very important that everyone in the company share the same vision, the designs must be the result of an environment in which collaboration prevails. This connection must be long-lasting over time. It can’t be circumstantial because it does not work.

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Watch out with hyperconectivity in your company!

By Raúl Gorrín.-      The Internet brought with it benefits but also involves some risks, so care for it. The issue has increased when the particular computer was added to mobile devices, such as the laptop, smartphone and tablets. You don’t need to be tied to the same place to be connected, because now it is possible to do it while you are moving and wherever you are. Nowadays, it is already possible to access from the house, the street or even at the beach at any time. 

     Now, here is the question: “is this good?” Well, specialists tell us about to the dangers of hyperconectivity in organizations. The worst thing is that neither the organizations nor their managers seem to be aware of this and tend to classify as exaggerations. Remote access to the organization has become a hole that loses security and increase the possibility of attacks. In addition, teleworking is a great alternative to family reconciliation, it can be a problem if security measures are not taken.

     You have to be very careful when you connect to networks because the information of your company could be exposed. Drobox, Google Drive, OneDrive could be a window for burglars to interrupt in your company. Likewise, it is necessary through social networks known what is strictly necessary and don’t mention the data robbery and hack that is exposed when you connect to any WiFi.

     Don’t forget the care of your passwords, remember them constantly and take care of their storage. Besides, productivity is put at risk by being permanently connected. So don’t lose sight of these warnings because they could free you from a big problem.

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Overcome hallway rumors in your company

By Raúl Gorrín.-     Hallway rumors exist in all organizations and it constitutes an important informal source of information which many truths can circulate, but also a great amount of lies. Studies have determined what it is said in organizations, has decisive effects on the internal environment of companies. Rumors can’t be controlled by the organization, it’s like rumors lives by its own. In contrast, hallway rumors are more credible than official company communications (for workers).

     On the other hand, studies reveal that 75 percent of the circulated information is true (in companies). The problem is that lies sometimes aren’t sanctioned. Let's be honest, the rumors are initiated by the "need" to start "good gossip". It is known from the research that the rumors arise as a response to situations or circumstances of vital importance for workers in the absence of official information or it could be because there is too much ambiguity in the information emanating from the managerial teams. Then comes the anxiety, the discomfort and hence, the gossip.

     Nowadays, these elements are present at work. A typical cause of gossip is promotions policies, the appointment of new bosses, the relocation of employees, layoffs and resignations. A good way to overcome rumors is truthful and official information to counteract excessive hallway rumors. It is up to the human resources and communication departments to implement effective internal information that serve to measure quantity the gossip in organizations.

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Six leadership types

   

By Raúl Gorrín.-  Specialists say that an effective leader is one who is able to reach good results. Also, the specialists identify six leadership types that are determined by the emotional intelligence degree of those who are in those positions (commanding).          On the other hand, the effectiveness of leadership will be given by their ability to adapt to the organizations requirements.

Let’s take a look of the six leadership types.

1)      Authoritarian leadership: the leader has all the power and the members of his team have a null opportunity to comment or make contributions. The authoritarian leader is effective in situations of pressure or crisis. He focuses on getting results in the shortest time.

2)      Democratic leadership: is characterized by 100 percent decisions in their work teams. For him, everything should be agreed, consult all the issues and every member of the group can propose and make suggestions. This leader is able to listen with the same interest all the voices that want to express and contribute.

3)      Affiliative leadership: favors the work environment and trust among the members of the work teams. It is characterized by developing close relations with its collaborators. It prioritizes personal relationships before objectives and this model is constituted as ideal when the team is new or when it comes from processes in which it has been subjected to multiple pressures.

4)      Helmsman leadership: is the one who preaches by examples and points his work to correct the course when organizations have made a mistake in their previous processes and decisions. This leader knows the structure of the organization and uses it in its favor.

5)      Coaching leader: is the one that is training and development talent, while look after an environment of constant learning. This leadership accepts that some error is committed in the change processes.

6)      Visionary leadership: it motivates team members to follow it in his vision. He has a plenty capacity to influence others. It is a mass-moving leadership. This type of leader is recommended for important transition situations in a company that require high motivation and team involvement.

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