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Uma Carreira Bem Sucedida!


carreira

Tenho notado em minhas conversas com gestores de empresas que o plano de sucessão tem sido um assunto cada vez mais comentado nas organizações. Além disto, recentemente o blog entrevistou César Souza que abordou este tema com muita propriedade e relatou a importância de se ter um plano de sucessão pronto.

Podemos enxergar a questão sob dois pontos de vista: funcionário e  empresa. Escreverei sobre o olhar do funcionário e de como trabalhamos em coaching uma possível mudança de patamar organizacional. Existe uma boa teoria sobre este assunto desenvolvida por Ram Charan em seu livro Pipeline de Liderança – o desenvolvimento de líderes como diferencial competitivo. Segundo Charan, contamos com seis passagens de liderança. Na primeira o colaborador evolui de contribuinte individual, onde gerencia a si mesmo para liderar outras pessoas. Este é o primeiro passo de transformação e é fundamental ser bem feito para que os demais também sejam bem-sucedidos.

Muitas pessoas quando promovidas a gestores de uma equipe acreditam que “chegaram lá”, mas este é o início de uma longa caminhada quando pensamos nesta passagem de carreira. Talvez o aspecto mais difícil desta transição seja o fato de gerentes de primeiro nível  serem responsáveis por se certificar de que o trabalho será realizado por outros e não mais por si próprios. Esta mudança é fundamental para se ter sucesso como gestor. Para que isto ocorra, o novo gestor precisa delegar, estar disponível para acompanhar, dar feedback e orientar sua equipe que agora será responsável pela execução do trabalho em si.

Abdicar das mesmas tarefas e responsabilidades que lhe renderam um cargo de gestor acaba se revelando um aspecto incrivelmente difícil do acesso para a liderança. O modo de delegar representa um enorme desafio: uma coisa é definir o que precisa ser feito e quem deve fazer isso; outra bem diferente – e, psicologicamente, mais difícil – é abrir mão do trabalho para o qual você foi treinado e que o ajudou em seu sucesso. É importante que o novo gestor receba coaching para enfrentar esta transição e sentir-se fortalecido.

Em linhas gerais, para esta mudança ocorrer, o profissional precisa conseguir alterar suas habilidades, valores profissionais e a forma de administrar seu tempo frente aos desafios enfrentados como gestor de uma equipe. Deve parar de pensar apenas em si mesmos e começar a pensar nos outros.

Outro fator importante e também mencionado por César Souza em sua entrevista, é que apenas as pessoas substituíveis podem participar de um plano de sucessão, ou seja, após sentir-se pronto para assumir uma nova posição dentro da organização, é necessário que você tenha alguém para substituí-lo. Apenas assim você conseguirá se movimentar e crescer.

Não tenha medo: para um novo passo em sua carreira, esteja aberto e disponível para preparar seu sucessor e seja bem-sucedido!

Abraços e boa semana a todos!

Ticiana C. Tucci

Conheça nosso serviço de Coaching de Carreira

ticiana@questaodecoaching.com.br

www.questaodecoaching.com.br

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