{"id":3249,"date":"2020-03-25T12:55:10","date_gmt":"2020-03-25T09:55:10","guid":{"rendered":"https:\/\/marketsmart.lt\/?p=3249"},"modified":"2023-10-05T17:16:54","modified_gmt":"2023-10-05T17:16:54","slug":"kaip-atkurti-pasitikejima-organizacijos-kultura-ir-isorine-komunikacija","status":"publish","type":"post","link":"https:\/\/marketsmart.eu\/lt\/kaip-atkurti-pasitikejima-organizacijos-kultura-ir-isorine-komunikacija\/","title":{"rendered":"Kaip (at)kurti pasitik\u0117jim\u0105: organizacijos kult\u016bra ir i\u0161orin\u0117 komunikacija"},"content":{"rendered":"

Nors gamtosaugos i\u0161\u0161\u016bkius koronavirusas skambiomis antra\u0161t\u0117mis tarsi stumia \u012f antr\u0105 plan\u0105, ta\u010diau problema nedingo. Pastarojo meto gamtosauginiai skandalai sudrebino visuomen\u0117s pasitik\u0117jim\u0105 verslu. Garsiai deklaruotos meil\u0117s gamtai ir \u017emogui vertyb\u0117s pasirod\u0117 konkre\u010diose kompanijose tik gra\u017ei i\u0161kaba be realaus turinio.<\/p>\n

K\u0105 daryti s\u0105\u017einingam, eti\u0161kam ir atsakingam verslui, kad \u017emon\u0117s patik\u0117t\u0173 kompanij\u0173 skelbiamais teiginiais apie veikl\u0105, produkt\u0105, santykius su darbuotojais ir klientais?<\/p>\n

Tenka i\u0161 naujo per\u017ei\u016br\u0117ti \u012fvaizd\u017eio k\u016brimo strategijas, komunikacijos taktik\u0105 ir ie\u0161koti k\u016brybi\u0161k\u0173 b\u016bd\u0173, auginan\u010di\u0173 pasitik\u0117jim\u0105. \u012e\u017evalgos tikrai neprivers norin\u010di\u0173 grobti, apgaudin\u0117ti ir suk\u010diauti keisti m\u0105stym\u0105 ir veikim\u0105, ta\u010diau, tikim\u0117s, duos papildom\u0173 min\u010di\u0173 verslo \u017emon\u0117ms, kurie \u0161iandien yra nepelnytai patek\u0119 \u012f visuotinio pasmerkimo li\u016bn\u0105.<\/p>\n

\u012e\u017evalgas pradedame nuo lyderio vaidmens, auginant pasitik\u0117jim\u0105 viduje ir i\u0161or\u0117je. Sekite m\u016bs\u0173 blogo \u012fra\u0161us, kuriuose t\u0119sime pasitik\u0117jimo auginimo anatomij\u0105. Pirmoji dalis apie lyder\u012f, jo\/jos vaidmen\u012f, rekomendacijos lyderiui, norin\u010diam auginti pasitik\u0117jim\u0105.<\/p>\n

Lyderyst\u0117 XXI am\u017eiuje<\/h2>\n

Laikas pergalvoti lyderyst\u0117s samprat\u0105. Visagalio visa\u017einio neklystan\u010dio vadovo laikai pra\u0117jo. Lyderyst\u0117 suvokiama kaip kolektyvinis procesas, apimantis ir vadovus, ir j\u0173 sek\u0117jus. Teisingi atsakymai neb\u016btinai kyla i\u0161 organizacijos vir\u0161\u016bn\u0117je esan\u010dio \u017emogaus, o grei\u010diau i\u0161 lyderio s\u0105veikos su sek\u0117jais, organizacijos tikslu ir kontekstu. \u0160ios s\u0105veikos centre yra pasitik\u0117jimu kuriami santykiai, kai dalyviai bendrauja atvirai ir s\u0105\u017einingai, kurdami abipus\u0119 pagarb\u0105.<\/p>\n

Atviras, nuo\u0161irdus ir s\u0105\u017einingas vadovas, kuris su savo auditorija elgiasi kaip su suaugusiaisiais (nesl\u0117pdamas tiesos ar \u201enepudruodamas\u201c, negra\u017eindamas \u017einut\u0117s) demonstruoja pagarb\u0105 ir geranori\u0161kum\u0105, leid\u017eian\u010di\u0105 geriau \u012fvertinti net tik komunikacijos nuo\u0161irdum\u0105, bet ir vadovo pasitik\u0117jim\u0105 savimi. Visose komunikacijos srityse lyderiai turi parodyti savo geb\u0117jim\u0105 ar kompetencijas, reikalo i\u0161manym\u0105, geranori\u0161kum\u0105, s\u0105\u017einingum\u0105, nusp\u0117jamum\u0105, nes \u0161ie veiksniai laikomi keturiais \u201epasitik\u0117jimo rams\u010diais\u201c.<\/p>\n

\"\"<\/a><\/p>\n

Lyderio vaidmuo<\/h2>\n

Vadovai da\u017enai kalba apie pasitik\u0117jimo tur\u0117jim\u0105, o ne apie pasitik\u0117jimo k\u016brim\u0105. Pasitik\u0117jim\u0105 reikia pelnyti. Tai n\u0117ra ka\u017ekas, k\u0105 \u0161iandieniniai verslo vadovai gali laikyti savaime suprantamu dalyku, nes tiek darbuotojai, tiek i\u0161orin\u0117 visuomen\u0117 nerodo pasitik\u0117jimo, kur\u012f dabar griauna ir apgail\u0117tini nusikalstamo savanaudi\u0161kumo atvejai. Lyderiams teks asmeni\u0161kai \u017eengti \u012f komunikacijos greitkel\u012f, nesislepiant u\u017e rinkodaros, komunikacijos komand\u0173 nugaros. \u00a0Asmenin\u0117 atsakomyb\u0117 u\u017e visuomenei, suinteresuotoms grup\u0117ms pateikiam\u0105 informacij\u0105 yra b\u016bdas nuosekliai kurti ir auginti pasitik\u0117jim\u0105.<\/p>\n

Rekomendacijos lyderiams<\/p>\n

    \n
  1. Klausykite organizacijos ir joje esan\u010di\u0173 \u017emoni\u0173. Sukurkite nuolatines galimybes klausytis, naudodamiesi \u012fvairiomis priemon\u0117mis ir darykite tai atvira \u0161irdimi.<\/li>\n
  2. Ai\u0161kiai apibr\u0117\u017ekite vertybes ir elges\u012f, kur\u012f pirmiausia demonstruoja pats lyderis. Mokymai ir ai\u0161kus visai organizacijai galiojan\u010di\u0173 taisykli\u0173 rinkinys bei j\u0173 laikymosi disciplina pad\u0117s nuosekliai \u012ftvirtinti sutarimus.<\/li>\n
  3. Pasitik\u0117jimas yra vertybi\u0173, \u012fsitikinim\u0173 ir organizacijos kult\u016bros pagrindas. Sukurkite skaidrumo kult\u016br\u0105 ir palaikykite j\u0105 reikalingais procesais.<\/li>\n
  4. Paverskite pasitik\u0117jim\u0105 \u012fmon\u0117s valdysenos (corporate governance) reikalu. Sukurkite oficiali\u0105 pasitik\u0117jimo vertinimo sistem\u0105.<\/li>\n
  5. B\u016bk matomas! Pasitik\u0117jimas yra asmeninis, o betarpi\u0161kas bendravimas tam padeda. Bendraukite su \u017emon\u0117mis, sukurkite formalias ir neformalias aplinkybes dialogui.<\/li>\n
  6. Vertinkite vidurin\u0117s grandies vadovus. Jie yra kritinis pasitik\u0117jimo j\u016bs\u0173 organizacija stiprinimo komponentas. Bendraukite su jais asmeni\u0161kai, sutelkite juos, dirbkite kartu su jais ir nuolat tikrinkite j\u0173 pasitik\u0117jimo lyg\u012f tiek jumis, kaip asmeniu, tiek visa vadov\u0173 komanda.<\/li>\n
  7. B\u016bkite autenti\u0161ki, t.y. b\u016bkite savimi ir bendraukite atvirai, s\u0105\u017einingai ir atvira \u0161irdimi. Niekada nebijokite atsipra\u0161yti, pripa\u017einti klaid\u0105, o pad\u0117ka visada yra stiprus \u012frankis vadovo rankose.<\/li>\n
  8. Prisiminkite, kad lyderyst\u0117 niekada n\u0117ra stati\u0161ka, ji yra daugyb\u0117s bendravimo, komunikacijos moment\u0173 Lyderiui visada reiks auginti \u017einias, kompetencijas, vis naujus \u012fg\u016bd\u017eius. Tai nesibaigiantis procesas, lyderio kelion\u0117.<\/li>\n<\/ol>\n

    Kitame bloge apie vidin\u0119 komunikacij\u0105 ir pasitik\u0117jimo kult\u016br\u0105 organizacijoje.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Nors gamtosaugos i\u0161\u0161\u016bkius koronavirusas skambiomis antra\u0161t\u0117mis tarsi stumia \u012f antr\u0105 plan\u0105, ta\u010diau problema nedingo. Pastarojo meto gamtosauginiai skandalai sudrebino visuomen\u0117s pasitik\u0117jim\u0105 verslu. Garsiai deklaruotos meil\u0117s gamtai ir \u017emogui vertyb\u0117s pasirod\u0117 konkre\u010diose kompanijose tik gra\u017ei i\u0161kaba be realaus turinio. K\u0105 daryti s\u0105\u017einingam, eti\u0161kam ir atsakingam verslui, kad \u017emon\u0117s patik\u0117t\u0173 kompanij\u0173 skelbiamais teiginiais apie veikl\u0105, produkt\u0105, santykius … Continue reading Kaip (at)kurti pasitik\u0117jim\u0105: organizacijos kult\u016bra ir i\u0161orin\u0117 komunikacija<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":3251,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[79],"tags":[],"acf":[],"yoast_head":"\nKaip (at)kurti pasitik\u0117jim\u0105: organizacijos kult\u016bra ir i\u0161orin\u0117 komunikacija - Market Smart<\/title>\n<meta name=\"description\" content=\"Nors gamtosaugos i\u0161\u0161\u016bkius koronavirusas skambiomis antra\u0161t\u0117mis tarsi stumia \u012f antr\u0105 plan\u0105, ta\u010diau problema nedingo. 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