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Why does F.C Barcelona Win?

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We might have all heard about F.C Barcelona on one occasion or another, or their stars Lionel Messi, Andres Iniesta, Xavi and, if you’re an old fan, the impregnable Puyol. Being a Real Madrid fan who has been losing to this team for quite some time (years) it sort of got me thinking.

F.C Barcelona in particular has become over the past 5 years and more the world sensation not just in sports but in Media in general, with all their victories and success stories.

So it’s interesting here to ask the question why does F.C Barcelona Win? And most importantly how do they continue to win?

To tackle that question properly we should take the club and divide it into 3 parts that actually do create a club, which are:

  • The management
  • The Team/Coach
  • The individual

So let’s get started…

  1. Management:

To understand a bit about the management, go and take a walk down the halls of FCB (F.C. Barcelona) hallways to see what sort of environment the management has created for its players. That’s just for starters.

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  • A proper and well-developed place, that shows that these managers invest in providing a good working environment.
  • A focus on the history that allows the players to know who they are playing for and build a sense of pride.
  • A focus on the victories to show the players their track record and what they should look forward to. Pretty simple, ha?

It might seem too superficial but these things do affect human beings in general, directly and indirectly. Imagine you are a non-motivated person and you enter a place that’s entirely motivated either you will catch the bug or you just won’t fit!

Now back to FCB, the management knows it has to invest and get new players either by training juniors in their 2nd and 3rd grade teams or by buying them.

In Buying players you have a lot of challenges as there are hundreds of thousands of excellet and impeccable players out there with tremendous breathtaking skills and it’s not just FCB that is after them but an army of clubs from all over the globe. However some questions remain to be asked: Can that player fit in this place? It’s not just about picking the skills, there’s a character, can his character fit? Can it fit to the rules and regulations of the club? Can he get along with the other players? Can he add to the harmony or create a distortion? A lot of questions have to be asked, the question is not about just spending millions on x,y,z of players but getting the right fit of players. It’s about knowing what fits FCB in particular since it’s a unique working environment even if it has a lot of common things with other clubs but it still has its own character.

So management’s role is to make sure this huge organization is moving correctly, well-marketed for, well-presented and given every tool to perform. You never read or heard of an article saying ‘FCB management will no longer pay the employees, or pays them 50% of what they actually deserve’, the question to management here should not just be: “Am I (the employee) worthy of working for your company?” but also “Is your company an FCB or not?” Do you invest in the right areas, for the right purposes? If you see your company as an FCB then you will do what it takes to win, you will not come up with excuses such as it’s not worth it, they’re not worth it, etc…

  1. The Team & Coach:

The coach and the team are the heart of the club and the reason of happiness of millions in your case (Your company stakeholders – yes I know you might be looking at them as people in ivory towers making money, BUT they’re still your crowd, and you should make them happy).

The coach is someone who has to have the vision and understanding of his team and creates harmony among them. The coach could be a team on his own since he has assistants, fitness trainers, scouts, doctors and more. His role involves directing and orchestrating the team, coming up with new strategies, finding the right and fitting players, and basically telling management what he sees is best for the team, while actually managing the team. The coach could be the general manager and his team consists of the finance & HR personnel and other operational bodies.

The team on the other hand are the players, the employees, they go out every week to show the fans what they’re made of, how they can entertain them and bring them happiness, just as how the employees of a company can create success stories for the stakeholders and upper management. The team is all the employees on the pitch and in reserve, they put the strategies into action and they are the reason why the company wins or loses.

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P.S: I know it’s an older picture and that Neymar & Suarez are missing.

But let us all pause for a moment here and ask what happens if the coach and players do not collaborate properly? The answer is instant failure.

But while we are here I want us to take the understanding of the team to a new level. If you’ve watched a game for FCB before you will understand, if you haven’t, then you have to do, soccer fan or not, because what you will see on the pitch is an amazing spirit of team work that is unprecedented and very difficult to create, but not impossible. It’s a team that goes out on a crusade every game, every single one, to make the fans happy; every time you see the same spirit, the same enthusiasm, the will and determination to win, you can see it and feel it even if you’re sitting thousands of miles away.

The end result of this is the mega hype you see around this club. And it is not fake, it’s earned the hard way, and has created millions of converters for them who ditched their clubs to follow them and gave them their respect from among all their opponents.

There’s no ‘I’ in team and FCB puts it to perfection, every player is a star. Every single player and the coaches behind them and the management make sure it is put this way.

Last but not least…

  1. The individual:

You, the employee or the soccer player. Everyone dreams of getting a certain job, maybe in a specific company or even in his own business. And normally they will see this job as their FCB, their dream, and you should do the same to create your own internal drive for success. But you also have to ask yourself, am I ready to play for such a team? Give what it takes? Or do I want it but I don’t want to fight for it? If you can or will not deliver what it takes then leave the spot for someone who does. That’s what companies want and lack, unfortunately. As an individual and a person you need to have the self-drive and professionalism to set your expectations and the expectations of the place you will work for.

FCB will look at you normally as an asset to their team and they will ask you to join once they know that you are not just a player of skill but also will mesh nicely with the team and bring more coherence and will not harm the existing performance. You have to fit in the environment and with the people and understand this is how they do things. It won’t be perfect, I am sure there’s no perfect environment anywhere in the world, there will always be a ‘but’ stuck somewhere, in the end it’s FCB. They have a preset expectation for what they want from a player and if that player will not be giving them what they will need first he will be benched to give other players a chance or put on transfer.

Take a look at how someone like Messi deals with his team mates being the top star of the team and take a look then at how other members who might not be at the same level of skill but have been placed on the same stardom pedestal because of their performance as a team players and their work together. You will find that none, Messi or any of the other players, look at each other in a demeaning way or play as such. They will work together to get the win for the team, for the management and the fans.

If you want the golden boot, you have to closely watch someone like Messi and you will begin to understand what you need to do to achieve what he has achieved.

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In the end I’d like to add that while FCB is indeed a phenomenon, but we do have the opportunity to re-create them if we decide to think like FCB.

By: Tarek Hassan Refaat

Cover Picture Source: cronkiteuro12.files.wordpress.com

EDITOR: Sarah Shalaby

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Being a Certified L&D Manager – Middle Earth HR

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Written By: Mahmoud Mansi

Learning and Development (L&D) as a function and a department, has become a leading role in the development, sustainability and product competitive advantage of any organization.

Learning and development is not the main purpose anymore, yet it has become more about “continuous learning and development”. The Certified Learning and Development Manager Certification Program (CLDM) offered by Middle Earth HR (MEHR) provides efficiency, vision, direction and sustainability to L&D Leaders by focusing on “competency mapping” which directly impacts corporate development, business sustainability and the product innovation.

The course focuses entirely on “competency mapping” and what follows for several reasons, and this is done through MEHR-CAMI CLDM Model. Based on the model, competency mapping is the heart of learning and development with four layers dependent on the core of the model which are simultaneously: competency assessment, developmental planning and design, developmental evaluation, and the management buy-in.

The 5 sequential areas of knowledge of the MEHR-CAMI CLDM Model empowers L&D leaders to focus on what matters, firstly by being able to review job descriptions, define the competencies of each job, creating a job element for each role with threshold and differentiating skills and knowledge.

MEHR instructors are originally consultants in the field who have lots of case studies, stories and examples to tell, in addition to excellent attention to each delegate and their sense of humor which makes the course engaging and fun.

Unlike most certifications in the industry, the final assessment is not based on exam, instead a comprehensive project about Learning & Development as the entire program consists of a 40-hour learning process with 16 hours of workshop and 24 hours of guided project. The project is a reflection on the delegate’s action plan in the organization he/she already works at. After the submission of the project and delegate receives a full feedback report on the project, the certification, and is ready to plug-in and apply in his/her organization.

Who is recommended to attend the CLDM Certification Program?

  • Learning and Development or Training Manager
  • HR Business Partner
  • Human Capital Consultant
  • HR Director
  • Trainer / Learning Consultant

To know more details about the CLDM certification please visit the following link:
https://www.middleearthhr.com/learning_and_development_manager.html

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Building an Agile Culture: The only way Forward

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Written By: Hanane Benkhallouk

The coronavirus has already rewritten the future of business. With the spread of the pandemic not slowing down any time soon, business leaders find themselves scrambling to find solutions to a host of problems, from bottlenecks in the supply chain to miscommunication between departments.

The outbreak of the coronavirus demands that business owners respond quickly to the growing number of challenges by using the latest technologies and out of the box strategies for sustainable business operations. Keeping that in mind, here are some useful tips for businesses that are building an agile culture to adapt to the new normal in business.

Design Data for Informational Hierarchy

Information is an important component of any business process. Since employees are no longer operating in-house, the chances of miscommunication are two-fold. To avoid that, business leaders need to design information based on informational hierarchy and the channels that are going to be used. This will result in better clarity and a higher level of transparency.

As a business leader, you need to be aware of the information that is being sent to various subgroups within an organization and how they will process that information. This is crucial when it comes to getting a solution that’s beneficial for all parties involved. Efficient business leaders are those who are able to deliver the right information by utilizing the right set of tools at the right time.

It is important to note as a business leader that you should never operate on assumptions or under the illusion that your decisions or intentions are clear to the management and the employees. This is why it is important that business leaders use a human-centric approach by considering how information is consumed and by avoiding ways that will foster misinformation in the ranks.

In the future, business owners will have to create an information hierarchy for the effective transmission of the desired information. Business leaders have to be careful when delivering information. The information needs to be clear and actionable and followed by the required details to avoid any panic or confusion.

Sending long-winded emails is the perfect example of what not to do and will only lead to further confusion or panic. During these stressful times, it is important for business leaders not to just focus on what your staff cannot do, but rather, empower them by informing them on what they can do during this pandemic.

Governments are showing how this can be done by sharing daily updates with its citizens as the pandemic evolves. By understanding how their audience would react to the information, governments have been careful not to spread panic. Similarly, businesses need to employ such transparency to build trust in their employees and stakeholders.

Rewards and Incentives

Rewards and incentives have been an effective way of building an agile culture in the workplace. But, the recent outbreak and the regulations that have come along with it makes it difficult for companies to adhere to their traditional methods of rewarding their employees. Measures such as social distancing mean that businesses are no longer operating with in-house employees, which makes rewarding deserving employees even harder.

The first challenge is that employees find it harder to feel the tangible rewards for their contributions. This may result in many employees thinking that their efforts do not make an impact, or their behavioral change of following social distancing has not made a difference. Since we as humans do not react well to delayed gratification, when someone who has stayed isolated in their homes and doesn’t see a change in the numbers of infected, that can significantly decrease their motivation.

It is up to companies to encourage their employees by building reward structures according to the new changes. In this way, a reward structure can be an effective tool that can be used to incentivize employees during this time of social isolation. The rewards that you use can be intrinsic or extrinsic, but in putting such a system in place, you can make a positive change in the dynamics of the ecosystems in which your employees operate.

When it comes to the type of reward or incentive that organizations can use while building an agile culture, businesses can use gamification or monetization, or use social rewards to incentivize their employees even during this time of working remotely. All of these types of rewards can be utilized as a response to the recent coronavirus outbreak to make employees feel a sense of appreciation even without any physical contact and while following social distancing requirements.

Staying Connected

While working on problem-solving during the coronavirus outbreak can be difficult, it still remains an essential component of a business. Although social distancing has made it difficult for management and colleagues to stay connected while working remotely, staying connected is key for business success.

Staying connected, in this case, is having the tools to communicate efficiently with a workforce regardless of geographical constraints. While there are many companies that are privy to using various technologies to stay connected with their workforce on the ground, in a post coronavirus working environment, more companies will need to adapt to these changes.

It is important for business owners to use creativity and empathy when it comes to addressing the issues of staying connected during social distancing, mainly because the decisions that are made today can have long-term implications for the company. While it might not be easy to make some unpopular decisions, it is crucial for business leaders to use a human centric approach towards maintaining streamlined communication between their employees and all other stakeholders during these circumstances.

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LA CULTURA DIGITALE AZIENDALE E I SUOI LEADER CORAGGIOSI. LA SOCIETA’ DI MARKETING DIGITALE ITALIANA “DERAWEB” COME ESEMPIO DI ECCELLENZA NELLA GESTIONE DELLE RISORSE UMANE

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INTERVIEWER: Cinzia Nitti

HR Revolution: Ciao Fabio, grazie per aver accettato la nostra intervista e per quanto vorrai condividere con noi. Cominciamo: chi è Fabio De Lucia?

Fabio De Lucia: Ciao e grazie per questa intervista. Sono nato il 21 marzo del 1986 e il percorso accademico mi ha qualificato come perito commerciale con il massimo dei voti. Dopo la maturità e coerentemente con il mio approccio pratico alla vita, trovavo inefficace continuare a studiare per qualcosa di “non-tangibile”, quindi sono partito per Parigi e una volta rientrato, ho trovato impiego presso un’agenzia viaggi nel 2005. Ho iniziato a interessarmi a piani di sviluppo per implementare e migliorare i prodotti offerti. Credevo in quello che facevo ma, non trovando riscontro positivo da parte del mio titolare, ho rassegnato le dimissioni. All’epoca conoscevo già il mio caro amico e colui che sarebbe diventato il mio socio, Andrea (Dettole), il quale lavorava nel settore utilities nel nord Italia. Unendo le nostre conoscenze e competenze, nel 2008 abbiamo avviato Sundera, azienda di vendita servizi Business To Business (o B2B) e assistenza nel campo delle utilities: mi occupavo principalmente dei piani di sviluppo commerciale.

HR Revolution: Come nasce la web agency Deraweb e quale la sua mission?

Fabio De Lucia: Dall’esperienza positiva pregressa, nel 2016 abbiamo deciso di fondare con Andrea la società di marketing digitale Deraweb, brand partner della primogenita Sundera. L’impreparazione dei titolari di partita IVA in fatto di marketing e digitalizzazione dei prodotti aziendali – riscontrata a livello nazionale – è stato il fattore chiave che ha dato vita a Deraweb. La nostra azienda ha l’obiettivo di fornire strumenti efficaci per lo sviluppo aziendale in prospettiva di promozione digitale. In quattro anni il nostro pacchetto clienti è cresciuto in tutta Italia e su piano internazionale, acquisendo 600 clienti e con proiezione di raggiungere quota mille entro fine anno. La famiglia Deraweb conta oggi 15 dipendenti e 20 consulenti.

HR Revolution: Le Risorse Umane sono le componenti-chiave per il successo imprenditoriale. Il COVID-19 ha inevitabilmente imposto un cambiamento degli equilibri nella gestione aziendale. Come avete affrontato la sfida in fatto di nuovi assetti, ripianificazione e gestione del personale?

Fabio De Lucia: Il nostro metodo operativo prevede la maggior parte del lavoro da remoto. Gli strumenti digitali dunque, si sono confermati lo strumento indispensabile nel nostro lavoro; la pandemia è stata un elemento positivo in fatto di consolidamento di Deraweb. Si è trattato di un periodo di transizione per tutti. Nonostante uno stop forzato per alcuni e il crollo degli incassi nel mese di marzo, i nostri dipendenti si sono messi a completa disposizione dell’azienda, dei clienti, contribuendo in modo non indifferente alla buona riuscita degli intenti. Ci sono stati tutti vicini. Sono stati bravi e vanno tutti elogiati per questo.

HR Revolution: Cultura Digitale Aziendale: la risoluzione di problemi attraverso l’utilizzo di strumenti digitali si è rivelata un elemento vincente nella gestione del pacchetto-clienti durante la crisi pandemica?

Fabio De Lucia: Da titolari di azienda, nel supporto ai clienti e per una gestione ottimale dei servizi offerti, abbiamo deciso di operare in modo differente rispetto ai concorrenti. Abbiamo fornito gli strumenti necessari alla “sopravvivenza pandemica” con metodo studiato e mirato, soprattutto gratuito. In che modo? Creando manuali, guide strategiche “BUSINESS WORKOUT”, webinar e consulenze gratuite a disposizione dei clienti per evitare il fenomeno dell’inazione. Non a caso, il feedback è stato assolutamente positivo: abbiamo rafforzato il rapporto di reciprocità e fiducia con i nostri clienti, premiando inoltre coloro i quali hanno rispettato le scadenze in un periodo tanto complesso, fornendo un’estensione gratuita di un mese del servizio. Quest’approccio ci ha permesso di registrare risultati esponenzialmente più alti nel nostro ambito, a dispetto delle previsioni che la condizione economica generale avrebbe imposto.

HR Revolution: Spesso si pone l’accento sulla fidelizzazione del cliente, sottovalutando che la riuscita di un progetto o l’acquisizione di un contratto, derivi da un’ottima commistione di professionalità ed energie di un gruppo omogeneo e coeso. Dicci di più del tuo team. Sono importanti la Diversità e l’Inclusione in Deraweb e perché?

Fabio De Lucia: Assolutamente sì, per noi Diversità e Inclusione sono importanti. E rendono Deraweb un ambiente stimolante: il clima aziendale assume il giusto equilibrio tra competenze, rispetto delle qualità di ognuno e dimensione umana. Abbiamo messo in atto un modello di leadership che ispira gli altri e invoglia a migliorarsi. Dal consulente commerciale al servizio clienti, ai tecnici grafici, addetti marketing, comunicazione e social media, l’elemento della formazione continua inoltre, ha permesso di stabilire la gestione dei progetti in cui, senza più necessità di definizione esplicita, ogni membro del gruppo conosce esattamente il suo ruolo all’interno del processo. 

C’è fiducia e stima reciproca, spirito di sacrificio e altrettanta collaborazione. Da parte nostra c’è attenzione alle proposte di ognuno. Il mio lavoro mi ha dato modo di visitare tante aziende e conoscere altre realtà, ma qui da noi c’è un clima diverso, un clima che piace e che permette di lavorare secondo un equilibrio che dimostra quanto i nostri ragazzi siano “allineati”: in Deraweb proprio non riesce ad arrivare qualcuno che non abbia i nostri stessi valori.

HR Revolution: La Parità di Genere è un obiettivo di rilievo in una realtà aziendale. Definiresti l’equilibrio di genere parte integrante del vostro successo?

Fabio De Lucia: Sì, le donne nella nostra azienda sono un valore aggiunto e particolarmente apprezzate. Hanno un approccio naturalmente diverso all’ascolto del cliente e alla gestione di una richiesta. Sempre attente ai dettagli, precise, sicuramente meno impulsive in fatto creativo rispetto agli uomini. È una scelta aziendale mirata, quella di impostare gruppi di lavoro misti: sono la sintesi perfetta che genera stabilità. In Italia si parla troppo poco di Parità di Genere sul posto di lavoro, noi invece siamo ben felici di dare possibilità di crescita e carriera alle nostre dipendenti, mamme incluse! Sono tutte ben accolte, troviamo che siano una risorsa irrinunciabile e grande indice di maturità nel nostro team. Da sempre puntiamo su piani di sviluppo aziendale assolutamente paritari; la famiglia Deraweb è un gruppo eterogeneo che ha fatto anche di questo equilibrio un punto di forza. 

Grazie Fabio per averci aperto le porte di Deraweb e condiviso con HR Revolution Middle East, l’esempio positivo di una realtà aziendale solida che ha fatto delle Risorse Umane il suo motivo di orgoglio!

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