be it databases, indicators, or others. And everyone who uses it must accept that it is the only source to turn to. 3. Processes The third step is to understand the processes and the role of each one in them. Know how far I have come and when the next part of the process comes in. For example, it must be understood that Marketing is the first contact that any prospect will have. By giving value to this step, Sales, for its part, will assume the responsibility of filling that prospect. 4. Feedback This is nothing new, but as we execute the processes, we have to keep our ears open to

understand how they are working, where there is friction and where there are problems. And since a joint work dynamic has been established, bring these issues to the table and see the best possible solution. corporate learning culture Foster a culture of learning  that growth is change. And when you change, you are wrong. Therefore, a first step to analyze is to identify how we are seeing the errors. Are we punishing them? If so, chances are people are limiting themselves. Therefore, we need to

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start by proposing a culture that celebrates mistakes. Understand that when we make mistakes, there is learning behind. If we did something wrong or in the wrong way, it doesn’t Lithuania Phone Number atter, because it was learned. However, we must remember that the learning culture seeks not to make the same mistake every time. For example, if I made a mistake in a certain area, I already have that learning, so I can move on to make new mistakes, but not the same one. Another parameter that we must give is to provide clarity on where

mistakes can be made and where not. The clarity of the message, strategy and vision is key because it allows the people  a day-to-day basis to know where we are going, where we are oriented and have certain barriers where they can move. In this way, the errors will not be catastrophic, but within what is manageable. Third, we need to provide coaching or accompaniment from leaders to people who are at the front of the line. This is really complicated to materialize. Today at Hubspot we

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spend 60% of a leader’s time on coaching . They take their teams, identify skills and generate a work plan where both parties commit and learn to move their projects forward. We are no longer talking about a manager who only looks at the numbers and gives 2 or 3 orders, but rather we see a professional , whose work has become closer to that of a psychologist, who seeks to understand what is happening with the collaborator, what is happening with his family. , what makes you happy, what are your long-term goals

and your personal goals. Those conversations allow that, in the end, the person grows. To close, learning is not necessarily about selling, but about making people learn and grow within the company. As Eduardo Eneque, CEO of Impulse, also mentions, it is necessary to “enable growth processes within the company, provide spaces for the team to learn new things and facilitate the development of their skills and competencies.” The time has come for us to talk and analyze the needs of your business! Schedule a free