Resistances to overcome

This vision is, in itself, a vision of change in the area of ​​the social economy. As in any process of change, there is resistance to overcome and will to conquer. Positive coaching was a precious help in this regard.

Currently, organizations may or may not have profit as their objective, but all, without exception, develop their mission in an increasingly complex, globalized, interdependent world with an economic environment marked by competition for available resources.

For this reason, regardless of the ultimate objective, its management must be guided by criteria of rationality and rigor, in a permanent search for efficiency, and for providing the best customer service.

In this context, organizations that develop their activity in the field of the so-called Social Economy cannot fail to seek this rationality and efficiency in their day-to-day management, otherwise they will not be able to fulfill their mission due to their inability to guarantee their sustainability in funding contexts. more adverse.

Strategic reorientation

The CRPG has been attentive to its economic environment, the opportunities that arise and the need to guarantee a competitive position and, whenever possible, innovation in the social economy market.

Alongside the social concern, the CRPG has also had a strategic concern with the efficient management of operations, organizational training and the enhancement of human resources.

Thus, and in a context of new demands posed by the institutional changes that have been taking place in the Social Economy sector, in 2004 the CRPG began a process of strategic reorientation. This process, which gained new momentum at the end of 2006, included the implementation of a new business model, a new organizational structure and the adoption of new work methodologies.

One of the biggest challenges identified, in this context of change, was related to the apparent difficulty felt by the management team to articulate and assume the proper role of managing the entire process. The weaknesses verified at the level of the organization's leadership began to be reflected in the remaining organizational groups.

In this way, the normal difficulties felt in any process of change, swelled and began to have toxic effects on the motivation of employees and, more generally, on organizational indicators. At stake was not only the effective implementation of the reorganization process, but also organizational stability.

It was in this context that CRPG sought a partner from LBC that could bring new ways of approaching and overcoming this challenge. In response LBC designed and implemented with CRPG a positive coaching program to support change.

psychological capital

One of the latest and most valued approaches in the area of ​​personal and organizational development is based on the concept of Positive Psychological Capital. It is about developing positive psychological strengths and abilities – such as optimism, self-confidence, hope and resilience – with the aim of increasing performance at work.

This program intervened directly in the development of the organization's leaders and their skills. It would be through them, via the “cascade” effect, that the behavioral and cultural changes necessary for a sustained implementation of change would be achieved.

In addition to the development of direct leadership skills normally associated with a process of change, the proposed program boosted the development of each person's positive psychological skills - self-confidence, self-energisation, hope, and resilience - fundamental skills for these leaders to remain as “engines” of a successful implementation.

The objective was not only to promote the development of a more mobilizing leadership, but also to induce in the team a greater awareness of the difficulties experienced in the ongoing process of change, contributing to the enhancement of their self-analysis and, above all, self-criticism capacities.

In operational terms, the Positivo Coaching Program was based on the “tailor-made” development of a Leadership Training Program for the management team, carried out in an outdoor format, and complemented by individual “coaching” sessions.

There was also a 1-day event for the entire organization, the so-called “Positive Day”. The intention was to ensure the global alignment of the organization with the strategy and objectives of the ongoing change.

A more positive attitude towards change

The implementation of this Program resulted in the reinforcement of a more effective and transformative leadership by the organization's managers, capable of changing the behaviors necessary to overcome the adversities created among the employees.

According to Jerónimo Sousa, Director of the CRPG, “the work carried out by us, perceived as successful, is obviously the result of the joint work with the LBC team, which played a decisive role in the path taken, from the moment of the uneasiness felt that justified the hiring, to the current positive look to the future, where the whole organization is aware of the difficulties experienced, the shortcomings experienced in the process of change”. The official also points out that “Adherence to the restructuring process, fostering cohesion and adopting a look / climate of confidence for the future, were the main impacts achieved”. For her part, Maria Mendes, Manager of the Centre, highlights the “flexibility, adaptability, knowledge and friendliness” of the LBC team.