© Consea 2022. All right reserved
© Consea 2022. All right reserved
We work side by side with our clients to develop and manage Human Resources projects in a highly customized way. Our goal is to find the best solutions for their growth while sharing their business objectives. We assist them in searching and selecting the best talents and in planning and implementing strategies for enhancing engagement and promoting change. We propose concrete actions for empowering women.
Women are still underrepresented in managerial positions on a global level, however,
there is a strong need for a greater female presence in all areas.
With the Women's Leadership Development Program we want to propose concrete action
to prepare the women of the organization to hold important management roles in the course
of their professional future.
As we have already seen in the article "Upskilling & Reskilling: The Future of Work, Talent Shortage, and Human Capacity Within Organizations", in Mexico, it is increasingly difficult for companies to attract and retain the right talent. Therefore, you hear a lot about the Employer Branding concept, which consists on communicating the mission, values and culture of an organization to build their reputation and an attractive differentiation for their talent market. Companies that foster a good reputation and outstanding workplace culture can attract and retain the most valuable talent, ultimately allowing them to be more competitive in the continuously changing world of work. One of the most recognized global authorities in this field is Great Place to Work. Some of the companies with multinational talent in Mexico earning of the title of "Great Place To Work 2023" have been: Cisco, Accenture, Astra Zeneca, Monex Grupo Financiero, Ericsson México, Novo Nordisk México, Tequila Sauza, and BASF (Puebla site). It is no coincidence that the most successful companies in the recent decades are the ones delivering the "best practices" in Employer Branding: Google is widely recognized for its business culture and Innovative Human Resources policies; Apple focuses on creativity, innovation, together with the personal and professional development of its employees; Sales Force has created a company culture focused on values, diversity and inclusion. Employer Branding is also becoming more and more relevant due to the increasing importance given to the wellbeing of employees and the purpose of the company in the labor market. Those companies not only have a strategy to attract the best talents but they are also committed to creating an authentic, inclusive, positive and meaningful company culture. Employer Branding is meant to generate a sense of belonging and commitment by transmitting the fundamental purpose of the company and its raison d'être. This helps the talent acquisition and management strategy that share the same values (or behaviors) of the company (business and organization strategy) and also the desire to be part of something that well aligns with their own values, passions, and ambitions. Some important key points to consider are: generating opportunities for employee development and growth within the company’s organization; fostering a positive and equitable work environment that promotes inclusion, diversity, and well-being; and ultimately provide competitive compensation. As said, today the reputation of a company is more important than ever. In Mexico, 1 in 3 people have turned down a job offer because of a negative review about working at a specific company. There are in fact some online sources, available to anyone that needs to evaluate a company’s reputation; the most popular ones are: Merco and Glassdoor. Consea Group, as a local and global firm with 45+ years in the Executive Search industry, is a strategic and reliable partner that can support you in managing your human resources challenges. As it becomes more difficult to find the best talent for companies, in a more globalization-oriented market, so does the need to implement strategies with the support of experts that know how to attract local and international talents in your market of reference. Thanks to our knowledge of different markets and industries, we can provide the best experience and sew a consulting plan tailored to your company to define an effective approach for your Talent Acquisition strategy. Follow Consea Group on LinkedIn to stay up to date on the latest labor market trends. Author: Enríque Pedroza – Business Development Manager in Consea Group, Mexico Read the article in Spanish: Employer Branding: El arte de atraer el mejor talento Como ya hemos visto en el artículo anterior, “Upskilling & Reskilling: El futuro del trabajo, la escasez de talento y las capacidades humanas dentro de las organizaciones” en México cada vez es más difícil para las empresas atraer y retener el talento adecuado. Por esta razón, se escucha mucho sobre el concepto Employer Branding, que consiste en comunicar la misión, los valores y la cultura de una organización para construir su reputación y una diferenciación atractiva para su mercado de talento. Las empresas que fomentan una buena reputación y una cultura laboral excepcional pueden atraer y retener el talento más valioso, lo que en última instancia les permite ser más competitivas en un mundo laboral en constante cambio. Una de las autoridades mundiales más reconocidas en este campo es Great Place to Work. Algunas de las empresas con talento multinacional en México ganadoras del título “Great Place To Work 2023” han sido: Cisco, Accenture, Astra Zeneca, Monex Grupo Financiero, Ericsson México, Novo Nordisk México, Tequila Sauza y BASF. No es casualidad que las empresas más exitosas de las últimas décadas sean las que ofrecen las "mejores prácticas" en Employer Branding: Google es ampliamente reconocida por su cultura empresarial y políticas innovadoras de Recursos Humanos; Apple se centra en la creatividad, la innovación, junto con el desarrollo personal y profesional de sus empleados; Sales Force ha creado una cultura empresarial centrada en los valores, la diversidad y la inclusión. El Employer Branding también está cobrando cada vez más relevancia debido a la creciente importancia que se le da al bienestar de los empleados y al propósito de la empresa en el mercado laboral. Estas empresas no sólo tienen una estrategia para atraer a los mejores talentos, sino que también están comprometidas con la creación de una cultura empresarial auténtica, inclusiva, positiva y significativa. El Employer Branding pretende generar sentimiento de pertenencia y compromiso transmitiendo el propósito fundamental de la empresa y su razón de ser. Esto ayuda a la estrategia de adquisición y gestión de talentos que comparten los mismos valores (o comportamientos) de la empresa (estrategia de negocio y organización) y también el deseo de ser parte de algo que se alinee bien con sus propios valores, pasiones y ambiciones. Algunos puntos clave importantes a considerar son: generar oportunidades de desarrollo y crecimiento de los empleados dentro de la organización de la empresa; fomentar un ambiente de trabajo positivo y equitativo que promueva la inclusión, la diversidad, el bienestar y en última instancia, proporcionar una compensación competitiva. Como ya hemos dicho, hoy la reputación de una empresa es más importante que nunca. En México 1 de cada 3 personas ha rechazado una oferta laboral debido a una crítica negativa sobre trabajar en una empresa específica. De hecho existen algunas fuentes en línea disponibles para cualquiera que necesite evaluar la reputación de una empresa, algunas de las más populares son: Merco y Glassdoor. Consea Group, como firma local y global con más de 45 años en la industria de Executive Search, es un socio estratégico y confiable que puede apoyarlo en la gestión de sus desafíos de recursos humanos. A medida que se hace más difícil encontrar el mejor talento para las empresas, en un mercado más orientado a la globalización, también lo hace la necesidad de implementar estrategias con el apoyo de expertos que sepan atraer talentos locales e internacionales en su mercado de referencia. Gracias a nuestro conocimiento de diferentes mercados e industrias, podemos brindarle la mejor experiencia y diseñar un plan de consultoría adaptado a su empresa para definir un enfoque efectivo para su estrategia de Adquisición de Talento. Siga a Consea Group para mantenerse actualizado sobre las últimas tendencias del mercado laboral.
Read allThe landscape of women in top positions in Italy is undergoing a significant transformation, as highlighted in the recent Women in Business 2023 report by Bernoni Grant Thornton. The data emphasizes a notable increase in female presence in leadership positions compared to the previous year. According to the report, female CEOs in Italy in 2023 have risen to 24%, compared to 20% in 2022, marking a significant step towards greater female representation at the top levels of companies. Similarly, the 34% of women in senior management roles, compared to 30% in 2022, positions Italy in line with the European average. These numbers indicate tangible progress but also underscore the need for continuous efforts to ensure a more equitable presence of women in key positions. A commendable point is the significant decrease in Italian companies without female representation in senior management, dropping to 7% from the previous year's 12%. This virtuous result places Italy at the forefront of the Eurozone for female presence in decision-making roles, highlighting a positive change in the country's corporate dynamics. In this context of improvement, paths aimed at developing female leadership take on an even more crucial role. As opportunities for women in top positions grow, it is essential to equip future leaders with key skills through targeted programs. The Women’s Leadership Development Program, promoted by Consea4Women, aims to achieve this goal as a first step. Characterized by the integration of training and microlearning, individual coaching, and corporate reverse mentoring, the program offers a comprehensive approach, promoting not only advanced business skills but also a deeper awareness of the emotional factors influencing personal and organizational success. Development of Female Leadership: Voices from the Consea4Women Experience In addition to statistical data highlighting progress in female leadership, it is essential to give voice to the protagonists themselves. Testimonials from those who have participated in the Women’s Leadership Development Program offered by Consea4Women provide valuable insight into the relevance and effectiveness of such initiatives. Alexandra, Senior Manager in the Aftermarket sector of the aerospace industry, expressing her satisfaction, states, "I feel really pleased with this program. All my initial expectations have been met: increased self-awareness; exploration of new points of reflection and inspiration; learning; failure management." Her words highlight how the program has exceeded expectations, offering an environment rich in opportunities to grow and learn, along with providing practical tools to manage new challenges. Elena, an engineer and program manager in a major automotive component group, asserts, "Certainly, I have gained greater awareness of my skills and abilities and have had the opportunity to engage with realities beyond my own." She thus emphasizes the importance of dialogue and diversity of perspectives within the program, contributing to broadening awareness of one's skills and competencies. These are just a few concrete testimonials confirming that the development of female leadership is not merely a set of theoretical lessons but an engaging and transformative experience. The integration of speeches, diverse tasks, individual coaching sessions, and the promotion of an environment open to dialogue and reflection appear to be key elements that have left a positive impact on the participants. These voices confirm that investing in women leaders not only contributes to individual success but enriches the entire corporate and social landscape. Visit the Women’s Leadership Development Program page Author: Sara Ruffinatti – Senior Consultant Consea Human Capital Consulting
Read allInclusive leadership represents the core of a work environment that embraces and celebrates diversity as a driving force for collective success. Defined as the ability to manage and guide a group of people while respecting their diversities empathetically and without prejudice, Inclusive Leadership goes beyond mere team management, recognizing the intrinsic value of each individual and their uniqueness, encouraging active participation, and fostering a sense of belonging and community. Here are some points for reflection gathered by Consea Human Capital Consulting, through dialogues with numerous CEOs and human resources managers. What are the distinctive traits of an inclusive leader? An inclusive leader must employ skills such as empathy, effective communication, listening, flexibility, openness to change, awareness of diversities, and responsibility. These traits and skills are fundamental in creating a work environment where every person feels valued and respected as an integral part of collective success. An inclusive leader embodies these traits and skills, acting as a guiding beacon for the team and transforming differences into a springboard for innovation and creativity, crucial for the long-term success of an organization. What impact can this leadership model have on the organization's business areas? The beneficial effect of inclusive leadership is not limited to the organizational climate alone. It also extends to key business areas such as research and development, marketing, and external communication. The inclusive approach allows for gaining a competitive advantage, enabling companies to better understand the needs of an increasingly diverse and global market. The diversity within the organization reflects positively in the ability to adapt quickly to changing customer needs and to create innovative and meaningful solutions. Is the presence of inclusive leaders sufficient to truly make an entire company inclusive? The answer to this question is no: to foster a truly inclusive corporate culture, the presence of inclusive leaders alone is not enough. It is also necessary to invest in training and the development of key skills at all levels of the organization. Promoting open communication and dialogue, awareness of implicit biases, and constructive conflict management are just some of the fundamental elements in building and maintaining an inclusive and stimulating work environment. In conclusion, Inclusive Leadership represents an essential pillar for guiding future business strategies. Through the promotion of diversity and inclusion, ambitious goals such as improving productivity, retaining talents, promoting innovation, and building a strong reputation can be achieved. Investing in the training and development of inclusive skills is a fundamental step towards creating a fair, inclusive, and prosperous work environment for all. Authors Gabriella Carello – General Manager Consea Human Capital Consulting Sara Ruffinatti – Senior Consultant Consea Human Capital Consulting
Read allA good atmosphere in the workplace, satisfying salary and interesting challenges undoubtedly affect the attractiveness of our professional life. But is it only professional? Work is an inseparable part of our life and has a huge impact on it. Our frequent profession defines us as a person. When asked "who are you?" we usually immediately mention our job title. Duties, relationships with employees, successes, but also failures penetrate into our private lives. It's hard to completely cut yourself off from what's going on in the workplace. That is why it is so important that what we do professionally gives us a sense of fulfillment and provides financial security. How to achieve "wellbeing" in the workplace? "Wellbeing" is defined as a sense of satisfaction and fulfillment of an employee. It is related to providing them with opportunities for development and safe working conditions. Additional benefits are an added value, but they will not replace the appropriate organizational culture of the company. How to provide employees with comfort of work? First of all, monitor their satisfaction and create an environment in which every employee will feel free to say what bothers them. Surveys or individual conversations of employees with the HR Manager can help with this. The next step is to implement appropriate action: these can be platforms providing consultations with a psychologist, organizing fitness classes (e.g. yoga) – activities, which can help the employee take their thoughts off the multitude of duties. Every company and its needs are different. Especially after the pandemic, which made the hybrid model a permanent feature of many organizations. It is important to match the right tool and use it to create a workplace that will make the employee satisfied. Generation Y and Z – can they enjoy their work? Rocketjobs.pl conducted research in Poland to check the importance of work in the respondent's life and whether it is also their passion. 52% of people declared that working is an important part of their lives, while 30% say that there are other more important things they focus on. The results are the same when it comes to perception of the profession as a passion – 52% treat their work in this way, and 30% of respondents do not include their job as a hobby. 6 out of 10 people say they are happy at work. While 1 out of 5 people feel – quite the opposite. The survey has also shown which aspects of working life are important for Generation Y and Z. The most important factors turned out to be: salary, flexible working time, development prospects, the possibility of remote work, work dynamics, prestige of work, and good relations with co-workers. It turns out that 51% of respondents from generation Z and 3 out of 5 respondents from generation Y are very satisfied with their level of salary. The younger the respondents, the more they valued flexible working hours and development prospects. Work dynamics, prestige of the profession and relationships with colleagues are equally important for the respondents – regardless of their age. The employees were also asked about the reason for choosing a job and the most important thing for them is still the salary. Nowadays, this should not surprise us at all: inflation makes people want to feel financially secured. Additional benefits take a back seat – employees definitely prefer a larger payment than a gym membership. However, this does not mean, that other things – such as a good atmosphere and appropriate organizational culture – should be neglected. If they are at a low level, the employee without remorse will go to the competition. What is "gainful employment"? "Gainful employment" is a situation in which the employee is materially self-sufficient thanks to their earnings. They are able to cover all needs (paying for housing, food, healthcare, but also education, culture, etc.), and thus derive full satisfaction from life. In order for an employee to strive for such a state, they should have access to: Courses and education – having skills that are in demand in the labor market will allow one to develop professionally and, as a result, receive a promotion. Professional experience – this includes apprenticeships, internships, volunteering, i.e. everything that will allow someone to learn new things. Network of contacts – being active in social media and participating in fairs, conferences, interesting events. CV – an up-to-date document that presents our current skills. Before the recruitment interview, it is also good to get to know employer's profile. Job search "out of the box" – it is nice sometimes to get out of the comfort zone and in addition to the standard application on the Internet, make direct contact with recruiters using LinkedIn. Summary One’s profession does not have to be life’s greatest passion, but it is important to approach one’s duties with a motivation. This is important, not only from the point of view of the employee themself, but also for the employer. A company that provides its people with appropriate development conditions and attractive salary has a better chance of keeping a good employee for a long time. However, research has shown that not everyone feels happy in the workplace – this is important information for many organizations in the labor market. Employers can reliably check whether their employees feel good and implement the necessary solutions. It turns out that it is the youngest, (generation Z), that forces employers to make the most changes. Representatives of this generation are confident and openly signal what they disagree. They suggest to employers what they would like to improve or achieve. If they don't get it, they change jobs without any regrets. Gen Z doesn't want to waste time on something that doesn't bring them satisfaction. They also emphasize the so-called „work-life balance” – a sense of peace and disconnection from professional matters after working hours is extremely important to Generation Z. Every person strives to achieve happiness - for everyone it has a different meaning but work is an inseparable element of everyone’s lifes and it is important to take care of fulfillment there also. Follow Consea Group on LinkedIn to stay updated on the latest news about well-being in the workplace. Authors: Iga Paszkiewicz - Recruitment Consultant Consea Executive Search, Poland Read the article in Polish: Jak praca wpływa na nasze poczucie szczęścia? Dobra atmosfera w miejscu pracy, satysfakcjonujące wynagrodzenie oraz ciekawe wyzwania niewątpliwie wpływają na atrakcyjność naszego życia zawodowego. Ale czy tylko zawodowego? Praca jest nieodłączną częścią naszego życia i ma na nie ogromny wpływ. Często wykonywany przez nas zawód definiuje nas jako osobę. Na pytanie „kim jesteś?” zazwyczaj od razu wspominamy o naszej profesji. Dopiero potem pojawiają się kolejne elementy i cechy, które nas opisują. Obowiązki, relacje z pracownikami, sukcesy, ale i porażki przenikają do naszego prywatnego życia. Ciężko jest całkowicie odciąć się od tego, co dzieje się w miejscu pracy. Dlatego tak ważne jest, by to, co robimy sprawiało nam przyjemność, poczucie spełnienia oraz zapewniało bezpieczeństwo finansowe. Jak osiągnąć „wellbeing” w miejscu pracy? „Wellbeing” definiujemy jako poczucie zadowolenia i spełnienia pracownika. Jest ono związane z zapewnieniem mu możliwości rozwoju oraz bezpiecznych warunków pracy. Dodatkowe benefity czy tzw. „owocowe czwartki” to wartość dodana, ale nie zastąpią pracownikowi odpowiedniej kultury organizacyjnej firmy. Jak zapewnić pracownikom komfort pracy? Przede wszystkim monitorować jego zadowolenie oraz kreować środowisko, w którym każdy zatrudniony będzie czuł się swobodnie, by powiedzieć, co mu nie odpowiada. Mogą w tym pomóc ankiety, badania lub indywidualne rozmowy pracowników z HR Managerem. Następnym krokiem jest wdrożenie odpowiedniego działania: mogą to być platformy zapewniające konsultacje z psychologiem, zorganizowanie krótkich zajęć (np. joga), które pomogą pracownikowi oderwać swoje myśli od natłoku obowiązków. Każda firma i jej potrzeby są inne. Zwłaszcza po pandemii, która sprawiła, że model hybrydowy zagościł na stałe w wielu organizacjach. Ważne, by dopasować odpowiednie narzędzie i za jego pomocą kreować miejsce pracy, które sprawi, że pracownik będzie czuł się w nim spełniony. Pokolenie Y i Z – czy potrafią cieszyć się z pracy? Rocketjobs.pl przeprowadziło badania, które miały na celu sprawdzić, jak ważna jest praca w życiu respondenta i czy jest ona również jego pasją. 52% osób zadeklarowało, że praca stanowi istotną część ich życia, 30% twierdzi, że są inne ważniejsze rzeczy, na których się skupiają. Podobnie było w kwestii postrzegania zawodu jako pasji – 52% właśnie w taki sposób traktuje swoją pracę, a 30% ankietowanych nie zalicza swojej profesji do hobby. 6 z 10 osób twierdzi, że jest w pracy szczęśliwa. 1 z 5 osób – wręcz odwrotnie. W badaniach zbadano również, jakie aspekty związane z życiem zawodowym są ważne dla przedstawicieli generacji Y i Z. Najważniejsze okazały się: poziom wynagrodzenia, elastyczny czas pracy, perspektywy rozwoju, możliwość pracy zdalnej, odpowiadająca dynamika pracy, prestiż wykonywanej pracy, dobre relacje ze współpracownikami. Okazuje się, że 51% ankietowych z pokolenia Z oraz 3 z 5 badanych z pokolenia Y jest bardzo zadowolonych z poziomu wynagrodzenia. Im młodsi są ankietowani, tym bardziej cenią sobie elastyczny czas pracy oraz perspektywy rozwoju. Dynamika pracy, prestiż wykonywanego zawodu oraz relacje ze współpracownikami są ważne w podobnym stopniu dla badanych osób – niezależnie od ich wieku. Badanych pytano również o powód wyboru pracy i najważniejsza dla nich jest nadal wysokość wynagrodzenia. W obecnych czasach absolutnie nie powinno nas to dziwić. Inflacja powoduje, że każdy z nas chciałby czuć się zabezpieczony finansowo. Dodatkowe benefity schodzą wtedy na drugi plan – pracownicy zdecydowanie bardziej wolą większą wypłatę niż karnet sportowy. Nie oznacza to jednak, że inne kwestie – takie, jak dobra atmosfera oraz odpowiednia kultura organizacyjna powinny być zaniedbane. Jeśli są one na niskim poziomie, pracownik bez wyrzutów sumienia przejdzie do konkurencji. Czym jest „gainfull employment”? „Gainfull employment” to sytuacja, w której pracownik dzięki swoim zarobkom jest samowystarczalny materialnie. Jest on w stanie pokryć wszystkie potrzeby (opłacenie mieszkania, żywności, opieki zdrowotnej, ale i edukacji, kultury), a co za tym idzie czerpać pełną satysfakcję z życia. Aby pracownik dążył do takiego stanu, powinien mieć dostęp do: Kursów i edukacji – posiadanie umiejętności, które są pożądane na rynku pracy pozwolą na rozwój zawodowy, a w rezultacie otrzymanie awansu. Doświadczenie zawodowe – zaliczamy do tego praktyki, staż, wolontariat, czyli wszystko, co pozwoli nam na naukę nowych rzeczy. Sieć kontaktów – bycie aktywnym w social mediach oraz uczestniczenie w targach, konferencjach, ciekawych eventach. Odpowiednie CV – aktualny dokument, który przedstawia nasze dotychczasowe umiejętności. Przed rozmową rekrutacyjną warto również zapoznać się z profilem pracodawcy. Poszukiwanie pracy „out of the box” – warto czasami wyjść ze strefy komfortu i oprócz standardowego aplikowania w Internecie, można zadbać o bezpośredni kontakt z rekruterami za pomocą LinkedIn. Wnioski Nasz zawód nie musi być naszą największą pasją, ale ważne, by z chęcią i dużą dawką motywacji podchodzić do swoich obowiązków. Jest to ważne nie tylko z punktu widzenia samego pracownika, ale też pracodawcy. Firma, która zapewnia swoim ludziom odpowiednie warunki rozwoju, atrakcyjne wynagrodzenie oraz poczucie sprawczości na danym stanowisku, ma większą szansę na zatrzymanie u siebie dobrego pracownika. Badania pokazały jednak, że nie wszyscy odczuwają szczęście w miejscu zatrudnienia. To ważna informacja dla wielu organizacji na rynku pracy. Mogą one w rzetelny sposób sprawdzić czy ich pracownicy czują się dobrze i wdrożyć niezbędne rozwiązania, gdyby badania okazały się być mało optymistyczne. Okazuje się, że to najmłodsi, czyli generacja Z wymusza na pracodawcach najwięcej zmian. Przedstawiciele tej generacji są pewni siebie i otwarcie sygnalizują to, z czym się nie zgadzają. Sugerują pracodawcom to, co chcieliby usprawnić lub uzyskać. Jeśli tego nie otrzymują, bez mrugnięcia okiem zmieniają pracę. Nie chcą tracić czasu na coś, co nie przynosi im satysfakcji. Podkreślają również tzw. work-life balance – poczucie spokoju i odcięcia się od spraw zawodowych po godzinach pracy jest dla nich niezwykle ważne. Podsumowując, każdy człowiek dąży do osiągnięcia szczęścia. Dla każdego z nas ma ono inną definicję, ale praca to nieodłączny element naszego życia i warto, by zadbać o nasze spełnienie również tam.
Read all2154: the year, as of today, in which gender equality is expected to be achieved according to the Global Gender Gap Report presented at the World Economic Forum 2023. 146 countries are indexed in the report and on average only 68.4 % of the gender gap has been closed, with at the top of the chart Iceland having achieved 91% of gender equality and, raking last, Afghanistan having closed just over 40% of the gap. Taking a closer look to Italy, data shows a worsening of our country, which has fallen 13 positions since last year, ranking 79th now. In its 17th edition, the report analyses gender-based gaps in four main areas: educational attainment, health and survival, political empowerment, and economic participation and opportunity, and Italy is particularly lacking in the latter two areas. Looking at data of gender gap in leadership positions (encompassing senior management and executive positions within the scope), women are still underrepresented in all industries: in the first quarter of 2023 the presence of women in such roles is equal to 32.2% on a global level, a percentage similar to 2020 during the peak of the pandemic. This dreary decline is further emphasized by the phenomenon of "Drop to the Top," in which women's representation decreases as one moves up the corporate ladder. Globally, women account for nearly half of all entry-level positions, but only a quarter for management roles. In STEM field particularly only 12 % of C-Level positions are held by women. It now seems well-established that labor market disruptions due to the pandemic, slower economic growth, and technological changes have had a huge impact on women. The retrogression in the recruitment of women in leadership roles is clearly a wake-up call, reminding us that progress can be fragile and easily reversed if it is not actively supported. Choices are needed to be made to build a more inclusive and resilient future, one that is capable of valuing the innovation and growth brought about by a diverse leadership. Therefore, it is crucial that organizations foster a culture of equality, starting with adopting a language that eliminates bias in job descriptions on job advertisements and ensuring gender parity during interview panels, to ensuring the visibility of women in key organizational roles and the professional development and upgrading’s opportunities especially for high potential and middle management profiles. These are the main practical solutions that governments and businesses can adopt to promote a culture of inclusion by supporting women in reaching their full potential, particularly in management positions. On a broader perspective, the change of mindset cannot be separated from each of us and the initiatives we put in place: that is precisely why through Consea4Women we wish to give our contribution to reduce the gender gap and shorten the time needed to achieve gender equality in our country and worldwide. . Follow us to stay updated on initiatives to promote women's inclusion in organizations. Authors Sara Ruffinatti - Senior Consultant Consea Human Capital Consulting, Italy
Read allAccording to several market studies, the talent shortage has reached its highest level in Mexico. This is due to a lack of specific skills (a mix of technical capabilities and human factors) required from companies, especially in particular industries. Combined with the accelerated technological change management process e digital transformation we are living in, the scarcity of talent availability is further complicating the recruiting needs of many hiring managers. In 2022, in Mexico, and in some LATAM countries, more than 60% of employers reported difficulties in finding the right match – the highest number in the last 10 years. Today, it became essential to many organizations, to improve workforce skills as well as train and "recycle” professional talents in order to fill their internal positions and stay competitive. These two techniques are called Upskilling & Reskilling. Upskilling is the process of learning new skills or of teaching workers new skills. Reskilling is the process of learning new skills so you can do a different job, or of training people to do a different job. These tools became pivotal to address the Human Capital needs within the work environment, as well as to promote career pathing, succession planning, and retention programs, for most companies. Within the markets Consea operates with, we identified few sectors that currently are presenting the greatest demand for high-skilled profiles in Mexico: supply chain and manufacturing, finance and administrative positions, sales and marketing and engineering. To support your Human Capital needs, Consea Groupcan design a consulting plan tailored for your company, defining together an effective TALENT SEARCH and COMPANY CULTURE FITTING strategy. Follow Consea Group on LinkedIn to stay up to date on the latest trends in the labor market and to find out how to create and maintain a positive working environment in your organization. Authors Enrique Pedroza - Business Development Manager in Consea Group, Mexico Read the article in Spanish: Upskilling & Reskilling: El futuro del trabajo, la escasez de talento y las capacidades humanas dentro de las organizaciones Acorde a diferentes estudios de mercado, la escasez de talento ha llegado a su nivel más alto en México. Esto se debe a la falta de habilidades específicas (una combinación de capacidades técnicas y factores humanos) requeridas por las empresas, especialmente en industrias particulares. Combinado con el acelerado proceso de gestión del cambio tecnológico en el que vivimos y transformación digital, la escasez de talento complica aún más las necesidades de muchos Gerentes de contratación. En 2022, en México y en algunos países de LATAM, más del 60% de los empleadores reportaron dificultades para encontrar el personal adecuado, el número más alto en los últimos 10 años. Hoy en día, se vuelve esencial para las organizaciones mejorar las habilidades de la fuerza laboral, así como capacitar y "reciclar" talento profesional para ocupar un nuevo puesto dentro de la compañía y mantenerse competitivos. Estas dos técnicas se denominan Upskilling & Reskilling. Upskilling busca enseñar nuevas habilidades a un trabajador para optimizar su desempeño, mientras que Reskilling también conocido como reciclaje profesional, busca capacitar a un empleado para adaptarlo a un nuevo puesto dentro de la empresa. Estas herramientas se vuelven fundamentales para abordar las necesidades de capital humano dentro del entorno laboral, así como para promover la orientación profesional, la planificación de la sucesión y los programas de retención para la mayoría de las empresas. Dentro de los mercados con los que opera Consea Group, identificamos algunos sectores que actualmente presentan la mayor demanda de perfiles altamente calificados en México, tales como cadena de suministro, manufactura, finanzas, administrativos, ventas, mercadeo e ingenierías. Para apoyar sus necesidades de Capital Humano, Consea Group puede diseñar un plan de consultoría a la medida de su empresa, definiendo en conjunto una estrategia efectiva de BÚSQUEDA DE TALENTO que AJUSTE A LA CULTURA DE LA EMPRESA. Sigue a Consea Group en Linkedin para estar al día de las últimas tendencias en el mercado laboral y saber cómo crear y mantener un clima laboral positivo en tu organización.
Read allConsea Group, one of the leading executive search and HR consulting firms in the world, is proud to announce the opening of its new office in Singapore in June 2023. With the opening of the new office, Consea Group aims to expand its reach in the Asia-Pacific region and better serve its clients. The new office in Singapore will be the seventh branch at international level, joining its offices in Shanghai, Krakow, Sao Paolo, Mexico City, Chicago, and New York. Consea Group is dedicated at providing its clients with the highest quality executive search services, and the new office in Singapore will be no exception. With almost 20 years of experience in Asia thanks to the Shanghai office, Consea decided to follow the trend of senior managers, executives, entrepreneurs, and investors to conduct business in the Asian countries to consolidate and diversify its presence in the region, while maintaining a strong interested and attention to China. Due to her strong experience and knowledge of the Asian Market, the Consea’ Singapore office, already operational for a few weeks, will be managed by Gaia Ceccatelli, in Consea since 2019, as General Manager APAC. With an overall bullish hiring market in Singapore, there was a strong appetite to hire from almost every sector for a wide range of roles, with the highest demand being for executive and mid-management (5-12 years of experience) level professionals. A notable change was the increase of regional roles based in Singapore; with the country gradually becoming the APAC hub of choice for more multinational companies. This competitive recruitment landscape came as the economy fully opened up post-COVID-19, and companies would like to meet their growing demand to hire. Despite candidates showing greater willingness to move roles, it remained a candidate-short (and driven) market for the last months. The HR market is still a big challenge! Consea Group’s CEO, Chiara Altomonte, made the following statement about the company’s expansion into Singapore: “We are very excited to be expanding our presence in the Asia-Pacific region and to be able to offer our clients the same high-quality executive search services that we are known for. We are confident that the opening of our Singapore office will help us better serve our clients and help them finding the best candidates to fulfil their open positions.” We have many initiatives in the pipeline, follow us on LinkedIn so you don’t miss all the updates and projects we are developing! Authors: Chiara Altomonte – General Manager and Head of the Fashion & Retail division
Read allHaving clarified the importance of emotional intelligence, we can delve into its basic characteristics. Emotional intelligence is in fact composed of two main competencies: personal skills, namely self-awareness and self-control, which include the ability to recognize one's emotions and control one's behaviour social skills, that is, social awareness and interpersonal relationships, which include the ability to recognize and understand others’ moods, motivations and behaviours. In more detail, the core skills attributable to emotional intelligence are: SELF-AWARENESS This is a fundamental skill for emotional intelligence because it underlies other skills: being aware means knowing one's nature, behaviours,and emotions, but also the events that trigger our emotional reactions. Being aware means having a clear and defined vision of one's potential and weaknesses: in this way, one has a better chance of pursuing the right opportunities, enhancing one's talents and preventing non-functional emotions from blocking us. Knowing ourselves offers us great opportunities: it allows us to learn to make predictions about how we will deal with the various situations that life throws us in our daily lives, thus being able to live more prepared for events, with the ability to be able to choose situations, behaviours and attitudes that are more functional for achieving our goals. SELF-CONTROL Self-control is closely related to self-awareness because it represents how we use that awareness to direct our behaviour. In fact, knowing one's tendencies and motivations but not acting to counteract or encourage them is tantamount to not being aware at all. If, on the other hand, one is able to control oneself, she/he can recognize the onset of a negative emotion and use rational thought to persuade oneself not to do or say what the emotion would prompt one to do or say. SOCIAL AWARENESS Social awareness is the ability to clearly perceive the emotional states of others and to understand exactly what is happening to them. This ability also involves understanding both what others are feeling or thinking and what our position is regarding their feelings or thoughts: do we share them or not? Do we think like them or not? The basic skills of social awareness are listening and observing, which enable one to shift attention from one's own thoughts to those of others. Those who can listen and observe, therefore, are able to change perspective and put themselves in others' shoes, being able to be more understanding, hence empathetic. MANAGING INTERPERSONAL RELATIONSHIPS Very often we don’t realize the impact our behaviour can have on others, and it is increasingly common to interact in life, but also on social media, with people who have little empathy and put their own needs ahead of those of others. The ability to manage interpersonal relationships makes it possible to build healthier and more peaceful relationships. Usually those with low emotional intelligence, in a moment of confrontation tend to avoid head to head or respond passively-aggressively to provocations, then venting on others the anger they cannot handle. Those with emotional intelligence, on the other hand, can avoid giving in to the temptation to attack the other person, and strive to understand him or her, rather than trying to defeat or humiliate him or her. Follow us to find out what emotional intelligence skills are and how they can impact the workplace.
Read allThe first time my CEO and I landed in Chicago was a windy cloudy day of May. We were 90% sure this was the place we wanted to implement our American HQs. We were a little bit familiar with the US geography, opportunities, and potential challenges, but we needed to get a “vibe” of the city, the Midwest culture and how it would welcome the project we had in mind for Consea’s expansion into North America. Suddenly the cloudy day became sunny and mildly warm; Chicago was welcoming us with open arms. It was 2017. I would then travel back to Chicago many other times by myself to start looking for our offices, meeting with our lawyers, our CPA, and eventually starting our operations. I traveled to other cities and their regions (such as Atlanta, New York, Cincinnati, Detroit, among others) to meet our clients and familiarize myself with their industrial areas as well as the US “way to do” business. In September 2017, Consea America was officially settled, and we already had our first clients. 5 years later… where are we? Consea America is now one of the major point of references in the Executive Search sector for companies that are already in North America and also for those that are starting up their operations on US soil. Consea America exists for those who need a local partner, not only for their recruiting needs but also a consulting and effective support in understanding the US market and its cultural aspects and differences with the EU mindset. We have a strong and solid organization composed by passionate, motivated and committed individuals that everyday are working hard and capitalize their market knowledge for our clients, candidates, and partners in general. Consea America has recently hit its 5 Year Milestone with excellent results, being the second relevant market for Consea Group in terms of revenue. In these 5 years, we went through challenging and exciting moments. The pandemic was a teaching moment for the most of us; we sat down with our network (clients, candidates, professionals of the HR and Business Consulting industry) and discussed the New Normal during our Round Table with the CEOs events. We also took the time to reinforce our team*, invest in our internal resources and prepare ourselves for the moment when the market would be ready to go back to the New Normal. And so it happened, in 2021, together with another phenomenon that experts called the Great Resignation. Year 2023, a new 5-year cycle is starting. Consea America is stronger and ready to continue supporting our partners and markets in North America. *A special Thank You to my team: without you guys all this would have not been possible! Authors Antonella Cerabona - CEO Consea America Inc.
Read allEmotional Intelligence is the common thread in every project promoted by Consea Human Capital Consulting: we firmly believe in the effectiveness of this skill, which is now internationally recognized, both in the field of psychology and in business organization. The term emotional intelligence was first used in the 1980s by psychologist Howard Gardner, who introduced the concepts of inter-personal intelligence (which allows one to understand others' intentions and emotions) and intra-personal intelligence (i.e., the ability to understand one's own emotions and motivations). However, the concept of emotional intelligence was popularized and made famous by U.S. psychologist, author and science journalist Daniel Goleman, with the book "Emotional Intelligence: What It Is and Why It Can Make Us Happy": in this essay, the author explains how a good IQ is not enough to achieve success at work and well-being in life, as a mix of self-control, perseverance, empathy and attention to others contribute to the basis of our choices. The power of emotional intelligence Emotional intelligence is thus the ability to recognize and understand one's own and others' emotions, but also the ability to use this awareness to better manage one's own behaviours. Why can this change our lives and, to quote Goleman's words, make us happy? The answer is simple: emotions often get the better of us, sabotaging our chances of success at work and in life. With emotional intelligence, however, it is possible to prevent this from happening by learning to make decisions guided by common sense and self-awareness, rather than impulsivity and fear. By recognizing and training one's emotional intelligence, one first achieves greater mental serenity and thus greater well-being. Emotional intelligence between reason and emotionality Underlying emotional intelligence, we can find neuroscientific explanations. In fact, we must consider that everything we perceive through our senses travels inside our body by means of electrical signals, which pass from cell to cell until they reach our brain and, specifically, the limbic system, where emotions are born, to arrive, only later, to the frontal lobe, the seat of logical and rational thought. Analyzing this process, we easily conclude: even before we can rationally evaluate reality, we perceive it emotionally and react to external stimuli, first with our emotional center and then with our logical center. That is why sometimes, in moments of anger, it is difficult to control one's emotions, risking saying things that one does not really mean. In fact, in such cases, reason is hindered by emotions, which do not allow us to evaluate the information and thus choose the most appropriate reaction. We can therefore say, in a grand summary, that emotional intelligence is the skill that enables us to narrow the gap between emotionality and reason. Follow us to find out what emotional intelligence skills are and how they can impact the workplace.
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