Recovery Fund in Italia, Governo: "Adesso taglio alle tasse"

Matteo Salvini e le 30 proposte a Conte: "Cosa vogliamo"Valorizzare il capitale umano per crescere,analisi tecnica il metodo BeDo di Askanews   05-08-2024 - 14:53 Link copiato Loading... 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(askanews) - BeDo. Essere, per fare. Questo, in sintesi, il metodo di cui Cristiano Pusca, Ceo e Co-Founder di Bpda, è l'ideatore: "Si tratta -spiega- di una metodologia composta da tre fasi con un unico file rouge, quello di credere nel potenziale delle persone e di volerle valorizzarle. Puntare sul capitale umano non è una moda, bensì una strategia che consente di creare un circolo virtuoso: prendersi cura dei collaboratori e pensare al loro benessere fa aumentare sia la produttività sia la redditività". Come manager, Pusca è arrivato a gestire una divisione aziendale molto importante che include collaboratori diretti, intermediari e molteplici depositi tanto che, nel 2017, ha creato una rete d'impresa, di cui è socio fondatore e manager. Una rete che oggi conta 24 aziende, con business e problematiche diversificate: "Ed è proprio l'esperienza che ho, accumulato in oltre 30 anni -afferma- che mi ha portato a creare il metodo BeDo che, di fatto, riesce, attraverso strumenti scientificamente avallati e protocolli validati, a far crescere le persone e, di conseguenza, le imprese che lo adottano". La prima fase di BeDo ha l'obiettivo di evidenziare attitudini e talenti delle persone, allo scopo e di trasformarli in competenze, utili a generare risultati di valore per l'azienda nella quale lavorano: "Non è uno slogan -afferma Pusca- bensì uno stile di vita. Noi partiamo dal presupposto che quando le persone stanno bene, gli affari vanno meglio. E per far star bene le persone bisogna valorizzarle per quello che sanno fare. Il nostro del resto è un metodo, forse l'unico, che antepone l'essere umano al fare business, anche perché "non esiste lavoro senza lavoratori" e quindi i due elementi si sostengono a vicenda. La mia personale visione è che un'azienda cresce se e solo se crescono le persone che ci lavorano, perché i collaboratori sono la risorsa principale di ogni attività. Ed è per questo che la seconda fase del metodo ha come obiettivo quello di rendere consapevoli le persone delle interferenze che gli impediscono di raggiungere i risultati desiderati e/o richiesti".Talent scouting, coaching e alla fine l'advanced training: "Un percorso -sottolinea il Ceo e Co-Founder di Bpda- che è nato unendo gli oltre 30 anni di esperienza, la passione, la specializzazione conseguita presso il Polimi Gsom, la school of management del Politecnico di Milano e il metodo O.D.I. brevettato dal professor Luca Brambilla, direttore dell'Online professional program in Comunicazione Strategica e Negoziazione. Il fallimento di una relazione, diceva Bauman, è quasi sempre un fallimento di comunicazione. Per questo nasce l'esigenza di formare gli executive sulle competenze relazionali/negoziali che permettono di risolvere i conflitti, tutelando gli interessi di tutti gli attori coinvolti nel business. L'advanced training, è un percorso erogato in modalità one-to-one, che si pone come obiettivo quello di mettere in condizione gli executive di: creare alleanze relazionali interne /o esterne all'organizzazione, costruire partnership con soggetti terzi e infine educare a valorizzare il proprio capitale umano. Il tutto ovviamente prestando la massima attenzione all''aspetto comunicativo e relazionale che, in quest'epoca moderna, rappresenta il pilastro essenziale sul quale basare il proprio lavoro".Se un tempo, fino a qualche anno fa, il leader, con la sua vision, più o meno lungimirante, poteva risolvere ogni cosa, senza magari confrontarsi con nessuno, oggi ha la necessità di avere la collaborazione ed il sostegno di tutti gli attori coinvolti: "Ed è proprio questo -sostiene Cristiano Pusca- lo scopo con cui ho dato vita al metodo BeDo. di Askanews   05-08-2024 - 14:53 Link copiato Commenti Leggi la Netiquette

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