{"id":4895,"date":"2021-09-30T12:29:46","date_gmt":"2021-09-30T10:29:46","guid":{"rendered":"https:\/\/hrdays.net\/?p=4895"},"modified":"2021-09-30T12:31:32","modified_gmt":"2021-09-30T10:31:32","slug":"growth-minset-predstavlja-nadogradnju-naseg-osobnog-operativnog-sustava","status":"publish","type":"post","link":"https:\/\/hrdays.net\/en\/2021\/09\/30\/growth-minset-predstavlja-nadogradnju-naseg-osobnog-operativnog-sustava\/","title":{"rendered":"Growth minset predstavlja nadogradnju na\u0161eg osobnog ‘operativnog sustava’"},"content":{"rendered":"

Organizacijski psiholog Skip Bowman specijalist je za ‘uklanjanje toksi\u010dnih ljudi iz tvrtki’, a na ovogodi\u0161njim HR Daysima otkrio nam je osnovna na\u010dela preoblikovanja poslovanja uz pomo\u0107 growth mindseta.<\/strong><\/p>\n\n\n\n

Ba\u0161 kao \u0161to je to slu\u010daj s prvim simpatijama,\u00a0prijateljima ili poslovima (i\u00a0\u0161efovima!), tako se i prva predavanja na konferencijama jako dobro pamte. Ona na neki na\u010din odre\u0111uju ton i smjer kojim \u0107e ostatak dana krenuti. \u010cast ‘odre\u0111ivanja tona’ nedavno odr\u017eane Hr days konferencije, koja se nakon godine i dana izbivanja vratila u Rovinj, pripala je Skipu Bowmanu<\/strong>, vode\u0107em europskom stru\u010dnjaku za growth mindset, razvoj leadershipa i organizacijske promjene.<\/p>\n\n\n\n

Koliko je bitna psiholo\u0161ka sigurnost?<\/h4>\n\n\n\n

Svoje predavanje Skip je otvorio isticanjem uloge psiholo\u0161ke sigurnosti \u010diju vrijednost je spoznao zarana, jo\u0161 dok je u rodnoj Australiji radio kao instruktor ronjenja.<\/p>\n\n\n\n

\u201eBilo je to poprili\u010dno davno, prije tridesetak godina otprilike, kada sam jednog turista poveo u istra\u017eivanje morskih dubina. Znate, dok ronite ne \u010dujete previ\u0161e toga izuzev vlastitog disanja i niste u prilici komunicirati s drugim osobama. Osim rukama i nogama, dakako. Tako\u0111er, ako do vas dopre neki zvuk iz okoline, primjerice glasanje kitova, gotovo je nemogu\u0107e odrediti koliko su daleko. Ili blizu. To zna biti neugodno. Stoga je iznimno va\u017eno vjerovati osobi s kojom se nalazite dok se nalazite pod vodom. U toj konkretnoj situaciji nismo vidjeli kitove, ali smo zato naletjeli na morskog psa \u0161to je, o\u010dekivano, mog partnera u potpunosti prestravilo. Ipak, pogledom u njegove o\u010di i davanjem do znanja da sam ‘ovdje’, \u0161to je kod njega stvorilo osje\u0107aj sigurnosti, uspio sam ga dovoljno umiriti kako bismo do\u0161li do povr\u0161ine\u201c<\/strong><\/em>, ispri\u010dao je Skip i dodao kako vrijednost psiholo\u0161ke sigurnosti prepoznajemo ne samo u svakodnevnom \u017eivotu nego i u poslovnim sredinama.<\/p>\n\n\n\n

Kako poja\u0161njava, u organizacijama koje su umje\u0161ne u integriranju psiholo\u0161ke stabilnosti u samu sr\u017e korporativne kulture u pravilu rade zaposlenici koji rade stvari za koje nisu znali da su sposobni.<\/p>\n\n\n\n

\"Takav oblik sigurnosti daje nam samopouzdanje da otvoreno razgovaramo o na\u010dinjenim pogre\u0161kama\u201c<\/strong><\/em>, isti\u010de Skip i navodi kako kirurzi koji rade u sigurnim okru\u017eenjima prijavljuju ve\u0107i broj pogre\u0161aka nastalih tijekom operativnih zahvata, \u0161to u kona\u010dnici dovodi i do ve\u0107eg broja spa\u0161enih \u017eivota u tom postoperativnom periodu. \u201eTo ne zna\u010di da ti kirurzi \u010de\u0161\u0107e grije\u0161e ili lo\u0161ije rade svoj posao od njihovih kolega koji rje\u0111e priznaju na\u010dinjene propuste. Upravo suprotno. Gre\u0161ke se doga\u0111aju, to nije sporno, a u tom poslu ih je va\u017eno priznati i rije\u0161iti na vrijeme\u201c<\/strong><\/em>, navodi.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

‘Efekt toksi\u010dnog radnika’<\/h4>\n\n\n\n

Ina\u010de, Skip za sebe voli re\u0107i kako je on ‘stru\u010dnjak za prepoznavanje i uklanjanje toksi\u010dnih ljudi iz organizacija’. Kako tvrdi, njihov utjecaj \u010desto nadja\u010dava napore odjela ljudskih potencijala usmjerene na poticanje inovativnosti, suradnje me\u0111u zaposlenicima, uzimanje rizika, zadr\u017eavanje talenata i razmjenu klju\u010dnih informacija i zbog toga ih je nu\u017eno prepoznati na vrijeme.<\/p>\n\n\n\n

Za dugoro\u010dnu promjenu na\u010din razmi\u0161ljanja unutar tvrtke , poja\u0161njava, potrebna je intrinzi\u010dna motivacija. <\/p>\n\n\n\n

\u201eBilo kakvim nametanjem druga\u010dijeg mindseta ‘odozgora’ kod zaposlenika \u0107emo izazvati kontraefekt i ne\u0107emo dobiti \u017eeljene rezultate\u201c<\/strong><\/em>, napominje i predvi\u0111a kako \u0107e na tr\u017ei\u0161tu rada uskoro zahvaljuju\u0107i razvoju tehnologije nestati ili biti automatizirano oko 50 posto poslova. \u201eBudu\u0107nost rada bazirat \u0107e se na vrijednostima poput zajedni\u010dke suradnje, kreativnosti, brige o svakom \u010dlanu tima, otvorenosti za nove tehnologije i zabavi, odnosno u\u017eivanju u onome \u0161to radimo\u201c<\/strong><\/em>, nagla\u0161ava.<\/p>\n\n\n\n

Takve radne okoline zaposlenicima \u0107e omogu\u0107iti izlazak iz njihove zone komfora u svrhu profesionalnog rasta i razvoja, \u0161to \u0107e biti od koristi za samog radnika ali i za organizaciju u cjelini. \u201eTo je svojevrsni ‘upgrade’ na\u0161eg operativnog sustava i bit growth mindseta. Iako je u na\u0161oj prirodi ‘igranje na sigurno’ i izbjegavanje isku\u0161avanja novih stvari koje mogu rezultirati neuspjehom, jedino povremenim izlaskom iz zone komfora mo\u017eemo rasti\u201c.<\/strong><\/em><\/p>\n\n\n\n

Na\u017ealost, ve\u0107ina ljudi nisu ‘samouvjereni u\u010denici’, napominje Skip i tu do izra\u017eaja dolazi uloga lidera.<\/p>\n\n\n\n

\u201eTo mo\u017eemo objasniti tzv.’Tom Brady u\u010dinkom’. U koju god ekipu da stavite tog sjajnog quarterbacka, on \u0107e je u\u010diniti boljom. Jednostavno, rije\u010d je o sporta\u0161u zbog kojeg su ljudi voljni riskirati kako bi zajedno ostvarili ‘velike stvari’. Poticanjem dobre atmosfere u timu, ohrabrivanjem radnika na davanje povratne informacije, iskazivanjem iskrenog interesa za ljude oko sebe i spremno\u0161\u0107u na priznavanje pogre\u0161aka, postat \u0107ete lider koji izaziva istu reakciju kod svojih radnika\u201c<\/em><\/strong>, zaklju\u010duje Bowman.<\/p>","protected":false},"excerpt":{"rendered":"

Organizacijski psiholog Skip Bowman specijalist je za ‘uklanjanje toksi\u010dnih ljudi iz tvrtki’, a na ovogodi\u0161njim HR Daysima otkrio nam je osnovna na\u010dela preoblikovanja poslovanja uz pomo\u0107 growth mindseta. Ba\u0161 kao \u0161to je to slu\u010daj s prvim simpatijama,\u00a0prijateljima ili poslovima (i\u00a0\u0161efovima!),…<\/p>","protected":false},"author":2,"featured_media":4897,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[20],"tags":[],"class_list":["post-4895","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-vijesti"],"yoast_head":"\nGrowth minset predstavlja nadogradnju na\u0161eg osobnog 'operativnog sustava' - HR Days<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/hrdays.net\/en\/2021\/09\/30\/growth-minset-predstavlja-nadogradnju-naseg-osobnog-operativnog-sustava\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Growth minset predstavlja nadogradnju na\u0161eg osobnog 'operativnog sustava' - HR Days\" \/>\n<meta property=\"og:description\" content=\"Organizacijski psiholog Skip Bowman specijalist je za ‘uklanjanje toksi\u010dnih ljudi iz tvrtki’, a na ovogodi\u0161njim HR Daysima otkrio nam je osnovna na\u010dela preoblikovanja poslovanja uz pomo\u0107 growth mindseta. Ba\u0161 kao \u0161to je to slu\u010daj s prvim simpatijama,\u00a0prijateljima ili poslovima (i\u00a0\u0161efovima!),...\" \/>\n<meta property=\"og:url\" content=\"https:\/\/hrdays.net\/en\/2021\/09\/30\/growth-minset-predstavlja-nadogradnju-naseg-osobnog-operativnog-sustava\/\" \/>\n<meta property=\"og:site_name\" content=\"HR Days\" \/>\n<meta property=\"article:published_time\" content=\"2021-09-30T10:29:46+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2021-09-30T10:31:32+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/hrdays.net\/wp-content\/uploads\/2021\/09\/da00a2fcc-resize-820x0x100.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"820\" \/>\n\t<meta property=\"og:image:height\" content=\"546\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Zdenko Hrgovic\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Zdenko Hrgovic\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/hrdays.net\/2021\/09\/30\/growth-minset-predstavlja-nadogradnju-naseg-osobnog-operativnog-sustava\/\",\"url\":\"https:\/\/hrdays.net\/2021\/09\/30\/growth-minset-predstavlja-nadogradnju-naseg-osobnog-operativnog-sustava\/\",\"name\":\"Growth minset predstavlja nadogradnju na\u0161eg osobnog 'operativnog sustava' - 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