{"id":39447,"date":"2022-12-11T17:25:40","date_gmt":"2022-12-11T17:25:40","guid":{"rendered":"https:\/\/okrinstitute.org\/?p=39447"},"modified":"2022-12-11T17:25:51","modified_gmt":"2022-12-11T17:25:51","slug":"3-ways-to-build-a-work-culture-that-can-change-the-world","status":"publish","type":"post","link":"https:\/\/okrinstitute.org\/es\/3-ways-to-build-a-work-culture-that-can-change-the-world\/","title":{"rendered":"3 formas de construir una cultura de trabajo que pueda cambiar el mundo"},"content":{"rendered":"<div class=\"wp-block-cover alignfull is-light has-custom-content-position is-position-bottom-center is-position-center-center image-shadow\" style=\"min-height:200px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-100 has-background-dim has-background-gradient\" style=\"background:linear-gradient(45deg,rgb(52,168,83) 0%,rgb(124,187,0) 100%)\"><\/span><div class=\"wp-block-cover__inner-container is-layout-flow wp-block-cover-is-layout-flow\">\n<p class=\"has-text-align-center has-ast-global-color-5-color has-text-color has-large-font-size wp-block-paragraph\">Tres formas de construir una cultura laboral que pueda cambiar el mundo<\/p>\n<\/div><\/div>\n\n\n\n<section class=\"wp-block-uagb-section uagb-section__wrap uagb-section__background-undefined uagb-block-1b4b19ba\"><div class=\"uagb-section__overlay\"><\/div><div class=\"uagb-section__inner-wrap\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large has-custom-border post-image\"><a href=\"https:\/\/okrinstitute.org\/es\/?attachment_id=39448\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" data-id=\"39448\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1024x683.jpg\" alt=\"\" class=\"wp-image-39448\" style=\"border-radius:10px\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1024x683.jpg 1024w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-300x200.jpg 300w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-768x512.jpg 768w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-391x260.jpg 391w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1536x1024.jpg 1536w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-2048x1365.jpg 2048w, https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-18x12.jpg 18w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><figcaption class=\"wp-element-caption\">Tres formas de construir una cultura laboral que pueda cambiar el mundo<\/figcaption><\/figure>\n<\/figure>\n\n\n\n<div class=\"wp-block-uagb-social-share uagb-social-share__outer-wrap uagb-social-share__layout-horizontal uagb-block-1654d146\">\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-82c9ea7e\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/api.whatsapp.com\/send?text=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M380.9 97.1C339 55.1 283.2 32 223.9 32c-122.4 0-222 99.6-222 222 0 39.1 10.2 77.3 29.6 111L0 480l117.7-30.9c32.4 17.7 68.9 27 106.1 27h.1c122.3 0 224.1-99.6 224.1-222 0-59.3-25.2-115-67.1-157zm-157 341.6c-33.2 0-65.7-8.9-94-25.7l-6.7-4-69.8 18.3L72 359.2l-4.4-7c-18.5-29.4-28.2-63.3-28.2-98.2 0-101.7 82.8-184.5 184.6-184.5 49.3 0 95.6 19.2 130.4 54.1 34.8 34.9 56.2 81.2 56.1 130.5 0 101.8-84.9 184.6-186.6 184.6zm101.2-138.2c-5.5-2.8-32.8-16.2-37.9-18-5.1-1.9-8.8-2.8-12.5 2.8-3.7 5.6-14.3 18-17.6 21.8-3.2 3.7-6.5 4.2-12 1.4-32.6-16.3-54-29.1-75.5-66-5.7-9.8 5.7-9.1 16.3-30.3 1.8-3.7 .9-6.9-.5-9.7-1.4-2.8-12.5-30.1-17.1-41.2-4.5-10.8-9.1-9.3-12.5-9.5-3.2-.2-6.9-.2-10.6-.2-3.7 0-9.7 1.4-14.8 6.9-5.1 5.6-19.4 19-19.4 46.3 0 27.3 19.9 53.7 22.6 57.4 2.8 3.7 39.1 59.7 94.8 83.8 35.2 15.2 49 16.5 66.6 13.9 10.7-1.6 32.8-13.4 37.4-26.4 4.6-13 4.6-24.1 3.2-26.4-1.3-2.5-5-3.9-10.5-6.6z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-ea378952\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/telegram.me\/share\/url?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 496 512\"><path d=\"M248 8C111 8 0 119 0 256S111 504 248 504 496 392.1 496 256 384.1 8 248 8zM362.1 176.7c-3.732 39.22-19.88 134.4-28.1 178.3-3.476 18.58-10.32 24.82-16.95 25.42-14.4 1.326-25.34-9.517-39.29-18.66-21.83-14.31-34.16-23.22-55.35-37.18-24.49-16.14-8.612-25 5.342-39.5 3.652-3.793 67.11-61.51 68.33-66.75 .153-.655 .3-3.1-1.154-4.384s-3.59-.849-5.135-.5q-3.283 .746-104.6 69.14-14.85 10.19-26.89 9.934c-8.855-.191-25.89-5.006-38.55-9.123-15.53-5.048-27.88-7.717-26.8-16.29q.84-6.7 18.45-13.7 108.4-47.25 144.6-62.3c68.87-28.65 83.18-33.62 92.51-33.79 2.052-.034 6.639 .474 9.61 2.885a10.45 10.45 0 0 1 3.53 6.716A43.76 43.76 0 0 1 362.1 176.7z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-0b78e612\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/www.facebook.com\/sharer.php?u=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 320 512\"><path d=\"M279.1 288l14.22-92.66h-88.91v-60.13c0-25.35 12.42-50.06 52.24-50.06h40.42V6.26S260.4 0 225.4 0c-73.22 0-121.1 44.38-121.1 124.7v70.62H22.89V288h81.39v224h100.2V288z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-dc35f37d\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/twitter.com\/share?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M459.4 151.7c.325 4.548 .325 9.097 .325 13.65 0 138.7-105.6 298.6-298.6 298.6-59.45 0-114.7-17.22-161.1-47.11 8.447 .974 16.57 1.299 25.34 1.299 49.06 0 94.21-16.57 130.3-44.83-46.13-.975-84.79-31.19-98.11-72.77 6.498 .974 12.99 1.624 19.82 1.624 9.421 0 18.84-1.3 27.61-3.573-48.08-9.747-84.14-51.98-84.14-102.1v-1.299c13.97 7.797 30.21 12.67 47.43 13.32-28.26-18.84-46.78-51.01-46.78-87.39 0-19.49 5.197-37.36 14.29-52.95 51.65 63.67 129.3 105.3 216.4 109.8-1.624-7.797-2.599-15.92-2.599-24.04 0-57.83 46.78-104.9 104.9-104.9 30.21 0 57.5 12.67 76.67 33.14 23.72-4.548 46.46-13.32 66.6-25.34-7.798 24.37-24.37 44.83-46.13 57.83 21.12-2.273 41.58-8.122 60.43-16.24-14.29 20.79-32.16 39.31-52.63 54.25z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n\n\n\n<div class=\"wp-block-uagb-social-share-child uagb-ss-repeater uagb-ss__wrapper uagb-block-926e2736\"><a class=\"uagb-ss__link\" data-href=\"https:\/\/www.linkedin.com\/shareArticle?url=\" rel=\"noopener noreferrer\"><span class=\"uagb-ss__source-wrap\"><span class=\"uagb-ss__source-icon\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\"><path d=\"M100.3 448H7.4V148.9h92.88zM53.79 108.1C24.09 108.1 0 83.5 0 53.8a53.79 53.79 0 0 1 107.6 0c0 29.7-24.1 54.3-53.79 54.3zM447.9 448h-92.68V302.4c0-34.7-.7-79.2-48.29-79.2-48.29 0-55.69 37.7-55.69 76.7V448h-92.78V148.9h89.08v40.8h1.3c12.4-23.5 42.69-48.3 87.88-48.3 94 0 111.3 61.9 111.3 142.3V448z\"><\/path><\/svg><\/span><\/span><\/a><\/div>\n<\/div>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-three-ways-to-build-a-work-culture-that-can-change-the-world\">Tres formas de construir una cultura laboral que pueda cambiar el mundo.<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">El n\u00facleo de una cultura de alto desempe\u00f1o exitosa y sostenible es el cuidado. Para hacerlo m\u00e1s pr\u00e1ctico y vincular el cuidado y la empat\u00eda con el desempe\u00f1o sostenible y con una cultura de crecimiento sostenible, el cuidado debe ocurrir en los siguientes niveles:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cuidarnos unos a otros con sinceridad como familia y como individuos de una misma familia.<\/li>\n\n\n\n<li>Cuidar los altos est\u00e1ndares y valores a los que aspiramos colectivamente como equipo<\/li>\n\n\n\n<li>Preocuparse por la conexi\u00f3n, la cohesi\u00f3n y la colaboraci\u00f3n, por lo tanto, tener mucho cuidado de formar jerarqu\u00edas r\u00edgidas y crear efectos de silo.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Los OKR son marcos que pueden ofrecer un gran apoyo para transformar culturas y jerarqu\u00edas r\u00edgidas, y demoler silos. Preocuparse mucho por los objetivos de la empresa, as\u00ed como por la visi\u00f3n final de la misma, es una funci\u00f3n de una cultura corporativa en la que las personas se sienten seguras, valoradas y escuchadas. Adem\u00e1s, sienten que est\u00e1n en condiciones de tener colectivamente un impacto fuerte y positivo en la sociedad y el mundo en general.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Una gran multitud probablemente estar\u00eda de acuerdo en que la cultura laboral es el contexto para el desempe\u00f1o. Como dice el refr\u00e1n: &#039;La cultura se come la estrategia en el desayuno&#039;. Los empleados m\u00e1s capacitados no producir\u00e1n los resultados deseados si no funcionan en un equipo en\u00e9rgico y sus mejores esfuerzos individuales se ver\u00e1n sofocados por la toxicidad dentro de un ambiente muy negativo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Los acontecimientos mundiales muy recientes y algunos en curso constituyen faros que revelan la evidente necesidad de un cambio positivo. El mundo necesita cambiar para mejor; esto comienza cuando cada individuo libera su potencial para poder hacer su mejor contribuci\u00f3n positiva a este mundo. Tanto las empresas como las peque\u00f1as empresas necesitan reformar no s\u00f3lo para buscar ganancias sino tambi\u00e9n para lograr un impacto positivo global.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A continuaci\u00f3n se presentan tres formas no s\u00f3lo de construir una cultura laboral de alto rendimiento para aumentar las ganancias, sino tambi\u00e9n de cambiar el mundo de manera positiva.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">1. El cuidado sincero desbloquea el desempe\u00f1o<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">En un nuevo entorno laboral, cualquiera querr\u00eda desesperadamente saber cu\u00e1l es su estatus en el grupo, si realmente pertenece aqu\u00ed, y exactamente qu\u00e9 tan seguros son sus trabajos. Las discusiones puntuales sobre lo anterior no son suficientes; el refuerzo constante y las se\u00f1ales de conexi\u00f3n humana deben ser visibles y cre\u00edbles para que los miembros del equipo tengan una fuerte sensaci\u00f3n de seguridad.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00bfPor qu\u00e9 los niveles de desempe\u00f1o de algunas personas altamente inteligentes y capacitadas disminuyen dram\u00e1ticamente dentro de un equipo? \u2013 Si no est\u00e1n seguros de su estatus en el grupo y no tienen un sentido de seguridad laboral o de pertenencia, estar\u00e1n plagados de pensamientos sobre c\u00f3mo sobrevivir y tendr\u00e1n poca confianza y poca energ\u00eda para empoderarse y rendir al m\u00e1ximo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un estudio sobre la retroalimentaci\u00f3n realizado por un equipo de psic\u00f3logos de Stanford condujo al descubrimiento de lo que se llam\u00f3 &quot;retroalimentaci\u00f3n m\u00e1gica&quot;. Fue profundamente m\u00e1s impactante que otros modos de retroalimentaci\u00f3n durante el estudio. De hecho, esta retroalimentaci\u00f3n fue muy simple y consisti\u00f3 en solo una oraci\u00f3n:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#039;Te doy estos comentarios porque tengo expectativas muy altas y s\u00e9 que puedes alcanzarlas.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tras una investigaci\u00f3n minuciosa, esta frase muy poderosa contiene las siguientes se\u00f1ales:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1. Proporciona la sensaci\u00f3n de que eres parte de este grupo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">2. Este grupo es \u00fanico y especial y los altos est\u00e1ndares est\u00e1n arraigados en esta cultura.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">3. Quien proporciona la retroalimentaci\u00f3n cree en ti.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Una cultura en la que se crea y mantiene un sentido de pertenencia, creencias y altos est\u00e1ndares puede desbloquear lo mejor de las personas. Los altos est\u00e1ndares y el cuidado profundo y colectivo de ellos son caracter\u00edsticas distintivas de una familia de alto desempe\u00f1o.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cumplir objetivos desafiantes, resultados clave, metas, KPI o cualquier otro objetivo es mucho m\u00e1s sencillo para un equipo con un sentido de pertenencia, con altos est\u00e1ndares conocidos y comprendidos, y una creencia sincera el uno en el otro y en la visi\u00f3n que persiguen.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2. Transparencia radical<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Todo sucede a la velocidad de la confianza\u201d: cuando los niveles de confianza son bajos, todo avanza lentamente o se paraliza. Cuando los niveles de confianza son altos, todo puede avanzar a un ritmo r\u00e1pido.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cuando s\u00f3lo unos pocos elegidos conocen la visi\u00f3n y los objetivos relacionados de una empresa, es muy dif\u00edcil o incluso imposible impulsar a un equipo en torno a objetivos dirigidos al futuro. Se requiere transparencia radical en torno a lo que queremos lograr colectivamente, por qu\u00e9 queremos lograrlo (prop\u00f3sito, significado, impacto) y c\u00f3mo lo lograremos (fomentando la colaboraci\u00f3n, la creatividad y el trabajo en equipo).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Una cultura laboral en la que la comunicaci\u00f3n no s\u00f3lo es escasa sino vaga y apenas se filtra a trav\u00e9s de una jerarqu\u00eda establecida no augura nada bueno para el futuro. Las r\u00e1fagas breves pero poderosas de comunicaci\u00f3n orientada a la acci\u00f3n que empoderan a los miembros del equipo son muy significativas.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La transparencia radical, dentro del contexto de la atenci\u00f3n y la empat\u00eda, respalda una cultura de crecimiento y debe ser parte de los ayuntamientos, los controles y las reuniones.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La informaci\u00f3n inexacta puede anular las estrategias, por lo que se requiere franqueza en t\u00e9rminos de lo que sabemos y lo que no sabemos.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Se deben realizar y, lo que es m\u00e1s importante, practicar representaciones visuales s\u00f3lidas no s\u00f3lo de las metas y objetivos, sino tambi\u00e9n de la visi\u00f3n y el sistema de valores de la empresa. Cuando una comunicaci\u00f3n clara y positiva se sustenta en representaciones visuales precisas y frecuentes, se forma una f\u00f3rmula potente que incita a la motivaci\u00f3n.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">3. Liderazgo de servicio&nbsp;<\/h4>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">&#039; Es mejor liderar desde atr\u00e1s y poner a los dem\u00e1s al frente, especialmente cuando se celebra la victoria y cuando suceden cosas buenas. Tomas la primera l\u00ednea cuando hay peligro. Entonces la gente apreciar\u00e1 su liderazgo.<\/p>\n<cite>Nelson Mandela<\/cite><\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">Un enfoque hombro con hombro para hacer las cosas como equipo genera un &quot;esp\u00edritu familiar&quot;, rompe el efecto silo y jer\u00e1rquico y mejora el rendimiento.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Los juegos de hockey en el estacionamiento de Google, donde la gerencia y los empleados luchan con la misma fuerza por el control del &quot;disco&quot;, y sus debates abiertos los viernes, donde no hay jerarqu\u00eda en juego, se\u00f1alan igualdad, empoderamiento y un fuerte sentido de pertenencia.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Para que todo lo anterior se convierta en parte integral de una cultura laboral de alto desempe\u00f1o, es necesario un fuerte liderazgo de servicio. Las jerarqu\u00edas y la formaci\u00f3n de silos hacen que tanto la comunicaci\u00f3n como el desempe\u00f1o sean mucho m\u00e1s complicados de lo que deber\u00edan y pueden ser.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Los l\u00edderes de servicio reconocen su responsabilidad de empoderar a otros brind\u00e1ndoles la informaci\u00f3n y la tutor\u00eda correctas. Los l\u00edderes de servicio se aseguran de que el protagonismo recaiga en el equipo y no en ellos.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Crean relaciones s\u00f3lidas y garantizan que el trabajo que se realiza en conjunto se realice dentro del contexto de esas mismas relaciones. Los valores compartidos, los altos est\u00e1ndares, la empat\u00eda y el cari\u00f1o forman los &quot;filtros&quot; de esas relaciones.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Los l\u00edderes con un coraz\u00f3n de servicio sirven a su gente a trav\u00e9s de entrenamiento de apoyo y creando un ambiente empoderador, donde las personas aprenden a convertirse ellos mismos en l\u00edderes de servicio.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u00danase a nuestro curso de Liderazgo OKR para aprender la aplicaci\u00f3n pr\u00e1ctica del liderazgo de servicio y su impacto en los OKR:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">https:\/\/okrinstitute.org\/events\/okr-leadership-course\/?occurrence=2022-12-15&#038;time=1671123600<\/p>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<div class=\"inherit-container-width wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-width:1px;border-radius:15px\"><div class=\"wp-block-group__inner-container\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100%\"><div class=\"has-text-align-left mb-0 pb-0 wp-block-post-author has-medium-font-size\"><div class=\"wp-block-post-author__avatar\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-150x150.png\" width=\"96\" height=\"96\" srcset=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/cropped-icon-small-1-192x192.png 2x\" alt=\"Dirk Coetsee\" class=\"avatar avatar-96 wp-user-avatar wp-user-avatar-96 alignnone photo\" \/><\/div><div class=\"wp-block-post-author__content\"><p class=\"wp-block-post-author__byline\">Nombre del autor:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Directora de Desarrollo de Talento del Instituto OKR<\/p>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Cursos relacionados<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-57d44d\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/es\/courses\/okr-foundation\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2016\/12\/okr-foundation.webp\" alt=\"OKR Foundation Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/es\/courses\/okr-foundation\/\">Curso b\u00e1sico de OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/es\/courses\/okr-leadership-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/08\/okr-leader.png\" alt=\"OKR Leadership Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/es\/courses\/okr-leadership-course\/\">Curso de Liderazgo OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-in\"><a href=\"https:\/\/okrinstitute.org\/es\/courses\/okr-practitioner-course\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/01\/practitioner-course.png\" alt=\"OKR Practitioner Course\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/es\/courses\/okr-practitioner-course\/\">Curso de Practicante de OKR<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<p class=\"recent-post wp-block-paragraph\">Mensajes recientes<\/p>\n\n\n<div class=\"wp-block-qubely-postgrid qubely-block-fa42e3\"><div class=\"qubely-postgrid-wrapper  qubely-postgrid-layout-1\" ><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/es\/crush-the-competition-how-okrs-fuel-innovation-and-growth\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/07\/okrs-competition-1024x576.png\" alt=\"Crush the Competition: How OKRs Fuel Innovation and Growth\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/es\/crush-the-competition-how-okrs-fuel-innovation-and-growth\/\">Aplastar a la competencia: c\u00f3mo los OKR impulsan la innovaci\u00f3n y el crecimiento<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/es\/how-a-company-wide-sense-of-purpose-can-ignite-okr-performance\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/04\/Blog-88.png\" alt=\"How a Company wide Sense of Purpose can Ignite OKR Performance\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/es\/how-a-company-wide-sense-of-purpose-can-ignite-okr-performance\/\">C\u00f3mo un sentido de prop\u00f3sito en toda la empresa puede impulsar el rendimiento de OKR<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/es\/okr-vs-scrum-which-one-is-better\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/07\/pic1.png\" alt=\"OKR VS. SCRUM: Which one is better\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/es\/okr-vs-scrum-which-one-is-better\/\">OKR VS. SCRUM: Cual es mejor<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/es\/what-outcome-driven-culture-actually-demands-from-leaders\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2026\/04\/outcome-driven.png\" alt=\"What Outcome-Driven Culture Actually Demands From Leaders (It&#8217;s Not What You Think)\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/es\/what-outcome-driven-culture-actually-demands-from-leaders\/\">Lo que la cultura orientada a resultados realmente exige de los l\u00edderes (no es lo que piensas)<\/a><\/h6><\/div><\/div><\/div><div class=\"qubely-postgrid qubely-post-list-view qubely-postgrid-style-2\"><div class=\"qubely-post-list-wrapper qubely-post-list-center\"><div class=\"qubely-post-list-img qubely-post-img qubely-post-img-zoom-out\"><a href=\"https:\/\/okrinstitute.org\/es\/okrs-how-communication-can-be-a-crucial-performance-metric\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/07\/portrait-young-people-with-thought-bubble-1024x683.jpg\" alt=\"OKRs: How Communication can be a crucial performance metric\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/es\/okrs-how-communication-can-be-a-crucial-performance-metric\/\">OKR: c\u00f3mo la comunicaci\u00f3n puede ser una m\u00e9trica de rendimiento crucial<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"recent-post wp-block-paragraph\">Etiquetas<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">Entrenamiento #OKR<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">Entrenador #OKR<\/p>\n\n\n\n<div class=\"wp-block-uagb-wp-search uagb-wp-search__outer-wrap uagb-block-a3911ab8 uagb-layout-input-button\"><form class=\"uagb-search-wrapper\" role=\"search\" action=\"https:\/\/okrinstitute.org\/es\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"B\u00fasqueda\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"B\u00fasqueda\"\/><button class=\"uagb-search-submit\" type=\"submit\"><span class=\"uagb-wp-search-button-icon-wrap\"><svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 512 512\"><path d=\"M500.3 443.7l-119.7-119.7c27.22-40.41 40.65-90.9 33.46-144.7C401.8 87.79 326.8 13.32 235.2 1.723C99.01-15.51-15.51 99.01 1.724 235.2c11.6 91.64 86.08 166.7 177.6 178.9c53.8 7.189 104.3-6.236 144.7-33.46l119.7 119.7c15.62 15.62 40.95 15.62 56.57 0C515.9 484.7 515.9 459.3 500.3 443.7zM79.1 208c0-70.58 57.42-128 128-128s128 57.42 128 128c0 70.58-57.42 128-128 128S79.1 278.6 79.1 208z\"><\/path><\/svg><\/span><\/button><\/div><input type=\"hidden\" name=\"trp-form-language\" value=\"es\"\/><\/form><\/div>\n<\/div>\n<\/div>\n<\/div><\/section>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"","protected":false},"author":2646,"featured_media":39448,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"qubely_global_settings":"","qubely_interactions":"","inline_featured_image":false,"_uag_custom_page_level_css":"","site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"disabled","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[89,22,95,21,97,96],"class_list":["post-39447","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-general","tag-framework","tag-key-result","tag-leading","tag-objective","tag-progressive","tag-success-measurement"],"qubely_featured_image_url":{"full":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-scaled.jpg",2560,1707,false],"landscape":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1200x750.jpg",1200,750,true],"portraits":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-540x320.jpg",540,320,true],"thumbnail":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-150x150.jpg",150,150,true],"medium":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-300x200.jpg",300,200,true],"medium_large":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-768x512.jpg",768,512,true],"large":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1024x683.jpg",1024,683,true],"1536x1536":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1536x1024.jpg",1536,1024,true],"2048x2048":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-2048x1365.jpg",2048,1365,true],"trp-custom-language-flag":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-18x12.jpg",18,12,true],"qubely_landscape":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-1200x750.jpg",1200,750,true],"qubely_portrait":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-540x320.jpg",540,320,true],"qubely_thumbnail":["https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-140x100.jpg",140,100,true]},"qubely_author":{"display_name":"Dirk Coetsee","author_link":"https:\/\/okrinstitute.org\/es\/author\/dirkc\/"},"qubely_comment":0,"qubely_category":"<a href=\"https:\/\/okrinstitute.org\/es\/category\/general\/\" rel=\"category tag\">General<\/a>","qubely_excerpt":null,"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>3 Ways to build a work culture that can change the world -<\/title>\n<meta name=\"description\" content=\"To care, to be transparent, and to have a presence of servant leadership, are three ways to build a work culture that change the world.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/okrinstitute.org\/es\/3-ways-to-build-a-work-culture-that-can-change-the-world\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"3 Ways to build a work culture that can change the world\" \/>\n<meta property=\"og:description\" content=\"To care, to be transparent, and to have a presence of servant leadership, are three ways to build a work culture that change the world.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/okrinstitute.org\/es\/3-ways-to-build-a-work-culture-that-can-change-the-world\/\" \/>\n<meta property=\"og:site_name\" content=\"OKRI - Effective OKR Certification Courses\" \/>\n<meta property=\"article:published_time\" content=\"2022-12-11T17:25:40+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-12-11T17:25:51+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/12\/group-asia-young-creative-people-smart-casual-wear-discussing-business-celebrate-giving-five-after-dealing-feeling-happy-signing-contract-agreement-office-coworker-teamwork-concept-scaled.jpg\" \/>\n\t<meta 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