Mettaliderazgo, creando líderes de alto desempeño | Roberto Mourey | TEDxBarriodelEncino

Summary

In this transcript, the speaker shares their vast corporate experience across major international organizations like Pepsi, Telefónica, and Monsanto. They highlight the importance of organizational culture as a powerful, often overlooked, factor in business success. The speaker contrasts culture with organizational climate, illustrating how cultural change can drive behavioral change. They emphasize that culture should be seen as a competitive advantage and discuss five key premises for building a strong culture. The concept of 'meta-leadership' is introduced, focusing on leadership from within and aligning personal values with organizational goals. The speaker challenges the audience to reflect on their values and leadership roles in various aspects of life.

Takeaways

• 💡 Organizational culture is the 'character' of a company and has a powerful impact on behavior and results.
• 📊 Company climate (morale) is different from culture; climate is like a person's mood, while culture is like their character.
• ⚡ Changing culture changes behavior: modifying organizational context influences how people act.
• 🏆 Culture should be viewed as a competitive advantage, not just a variable to be managed by HR.
• 🍽️ 'Culture eats strategy for breakfast': a strong culture can amplify mediocre strategies, while a weak culture can destroy excellent strategies.
• 🌱 Culture is a 'breeding ground' where behaviors, values, and collaboration grow; the context created determines outcomes.
• 🛠️ Culture is built intentionally: define desired results, identify behaviors and values needed to achieve them, and design rituals, symbols, and processes to reinforce them.
• 🚀 Leadership must evolve from hero-based, top-down control to empowering all members of an organization as potential leaders (meta-leadership).
• 🧭 Meta-leadership involves aligning personal values, purpose, and behaviors with organizational values and goals to create cohesive direction and impact.
• 👁️ Meta-leadership relies on five senses: identity, transcendence, direction, accountability, and consciousness, applied personally and organizationally.
• 📏 Organizational effectiveness can be measured by three metrics: results achieved, the legacy of meta-leaders, and the depth/strength of culture.
• 🌎 Leaders are responsible for shaping culture at every level—not just HR. Every action, conversation, and promise contributes to culture.
• 🤝 Strong culture fosters trust, collaboration, and respect, which in turn enhances both individual and organizational performance.

Q & A

What is the core insight the speaker gained after 35 years in the corporate world?

The speaker realized that there is a hidden 'weapon' in successful organizations: culture. This culture is often invisible to both the competition and most employees, yet it has a profound impact on the organization's success.

How does the speaker differentiate between organizational culture and climate?

The speaker compares organizational culture to a person's character and organizational climate to a person's mood. While mood (climate) influences performance, it is not as important as the core essence or character (culture) of a person or organization.

What is the key to changing behavior within a team or organization?

To change behavior, you must change the culture. The speaker explains that even personal behavior will shift when the organizational culture changes, as culture dictates the rules and context in which individuals operate.

Why does the speaker argue that culture should be seen as a competitive advantage?

Culture, when properly aligned, serves as a powerful driver of results. The speaker emphasizes that a strong, healthy culture can be more valuable than strategy alone, as it empowers teams to improve and implement strategies effectively.

What is the relationship between culture and results?

Culture directly influences the behaviors that lead to organizational outcomes. A culture of collaboration and trust, for example, can enhance even a mediocre strategy, while a toxic culture can ruin the best strategies.

What is meant by 'culture is a caldo de cultivo' (breeding ground)?

Culture is a 'breeding ground' because it determines what behaviors, values, and attitudes will grow within an organization. It creates an environment where certain actions or traits are nurtured, such as respect, collaboration, or mistrust.

Who is responsible for building an organization’s culture?

The responsibility of building culture lies with every member of the organization, not just HR. Culture is built through daily interactions, behaviors, and the promises made and kept by all individuals.

What is the process for designing a culture to achieve desired results?

The process involves defining the desired results first, then designing a culture that will lead to those results. This includes identifying the behaviors, values, and actions required to achieve those results and embedding them into the organization's culture.

How does the speaker describe the concept of meta-leadership?

Meta-leadership is a form of leadership that goes beyond traditional hierarchical leadership. It involves leading from within, based on values, intentions, and self-awareness, and encouraging leadership at all levels of the organization, not just from a few designated leaders.

What are the five senses of a meta-leader as described in the script?

The five senses of a meta-leader are: 1) Sense of Identity (knowing one's values, strengths, and beliefs), 2) Sense of Transcendence (understanding one's purpose and legacy), 3) Sense of Direction (having a vision for the future), 4) Sense of Accountability (taking ownership of results), and 5) Sense of Awareness (being present and reflective).