{"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\/pt\/3-ways-to-build-a-work-culture-that-can-change-the-world\/","title":{"rendered":"3 maneiras de construir uma cultura de trabalho que pode mudar o 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\">Tr\u00eas maneiras de construir uma cultura de trabalho que pode mudar o 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\/pt\/?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\">Tr\u00eas maneiras de construir uma cultura de trabalho que pode mudar o 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\">Tr\u00eas maneiras de construir uma cultura de trabalho que pode mudar o mundo.<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">O n\u00facleo de uma cultura de alto desempenho bem-sucedida e sustent\u00e1vel \u00e9 o cuidado. Para torn\u00e1-lo mais pr\u00e1tico e vincular o cuidado e a empatia ao desempenho sustent\u00e1vel e a uma cultura de crescimento sustent\u00e1vel, o cuidado deve acontecer nos seguintes n\u00edveis \u2013<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cuidar uns dos outros sinceramente como uma fam\u00edlia e como indiv\u00edduos da mesma fam\u00edlia<\/li>\n\n\n\n<li>Cuidar dos altos padr\u00f5es e valores que aspiramos coletivamente como uma equipe<\/li>\n\n\n\n<li>Preocupar-se com conex\u00e3o, coes\u00e3o e colabora\u00e7\u00e3o, portanto, ter muito cuidado em formar hierarquias r\u00edgidas e criar efeitos de silo.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">OKRs s\u00e3o estruturas que podem oferecer grande suporte na transforma\u00e7\u00e3o de culturas e hierarquias r\u00edgidas e na demoli\u00e7\u00e3o de silos. Preocupar-se fortemente com os objetivos da empresa, bem como com a vis\u00e3o final da empresa, \u00e9 uma fun\u00e7\u00e3o de uma cultura corporativa em que as pessoas se sentem seguras, valorizadas e ouvidas. Al\u00e9m disso, onde eles sentem que est\u00e3o em posi\u00e7\u00e3o de ter coletivamente um impacto forte e positivo na sociedade e no mundo em geral.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Uma grande multid\u00e3o provavelmente concordaria que a cultura do trabalho \u00e9 o contexto para o desempenho \u2013 Como diz o ditado: &#039;A cultura come a estrat\u00e9gia no caf\u00e9 da manh\u00e3. Os melhores profissionais altamente qualificados n\u00e3o produzir\u00e3o os resultados desejados para voc\u00ea se n\u00e3o funcionarem em uma equipe animada e seus melhores esfor\u00e7os individuais ser\u00e3o sufocados pela toxicidade em um ambiente muito negativo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Eventos globais muito recentes e alguns em andamento formam far\u00f3is que revelam a necessidade gritante de mudan\u00e7as positivas. O mundo precisa mudar para melhor \u2013 isso come\u00e7a com cada indiv\u00edduo liberando seu potencial para que possa dar sua melhor contribui\u00e7\u00e3o positiva para este mundo. Corpora\u00e7\u00f5es e pequenas empresas precisam se reformar n\u00e3o apenas para buscar lucro, mas tamb\u00e9m para buscar um impacto global positivo.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O que se segue s\u00e3o tr\u00eas maneiras n\u00e3o apenas de construir uma cultura de trabalho de alto desempenho para aumentar o lucro, mas tamb\u00e9m de mudar o mundo para o lado positivo.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">1. O cuidado sincero desbloqueia o desempenho<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Em um novo ambiente de trabalho, qualquer um deseja desesperadamente descobrir qual \u00e9 seu status no grupo, se realmente pertence a ele, e exatamente qu\u00e3o seguro \u00e9 seu emprego. Discuss\u00f5es \u00fanicas sobre o que foi dito acima n\u00e3o s\u00e3o suficientes, refor\u00e7o consistente e dicas de conex\u00e3o humana precisam ser vis\u00edveis e cr\u00edveis para que os membros da equipe tenham um forte senso de seguran\u00e7a.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Por que os n\u00edveis de desempenho de alguns indiv\u00edduos altamente inteligentes e habilidosos diminuem drasticamente dentro de uma equipe? \u2013 Se eles n\u00e3o tiverem certeza de seu status de grupo e n\u00e3o tiverem um senso de seguran\u00e7a no trabalho ou pertencimento, ser\u00e3o atormentados por pensamentos de como sobreviver e ter\u00e3o pouca confian\u00e7a e pouca energia para serem capacitados para realizar o seu melhor.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Um estudo sobre feedback por uma equipe de psic\u00f3logos de Stanford levou \u00e0 descoberta do que foi chamado de &#039;feedback m\u00e1gico&#039; - foi profundamente mais impactante do que outros modos de feedback durante o estudo. Na verdade, esse feedback foi muito simples e consistia em apenas uma frase:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#039;Estou fazendo esses coment\u00e1rios porque tenho expectativas muito altas e sei que voc\u00ea pode alcan\u00e7\u00e1-las<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ap\u00f3s uma investiga\u00e7\u00e3o minuciosa, esta frase muito poderosa cont\u00e9m as seguintes pistas:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1. D\u00e1 a sensa\u00e7\u00e3o de que voc\u00ea faz parte deste grupo<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">2. Este grupo \u00e9 \u00fanico e especial e os altos padr\u00f5es est\u00e3o enraizados nesta cultura<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">3. Quem fornece o feedback acredita em voc\u00ea<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Uma cultura em que um senso de pertencimento, cren\u00e7a e altos padr\u00f5es s\u00e3o criados e mantidos pode revelar o que h\u00e1 de melhor nas pessoas. Padr\u00f5es elevados e cuidar deles profunda e coletivamente s\u00e3o marcas de uma fam\u00edlia de alto desempenho.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Atingir objetivos desafiadores, principais resultados, metas, KPIs ou quaisquer outras metas \u00e9 muito mais simples para uma equipe com um senso de pertencimento, com altos padr\u00f5es conhecidos e compreendidos e uma cren\u00e7a sincera uns nos outros e na vis\u00e3o que buscam.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2. Transpar\u00eancia radical<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Tudo acontece na velocidade da confian\u00e7a&#039; \u2013 quando os n\u00edveis de confian\u00e7a s\u00e3o baixos, tudo se move lentamente ou para. Quando os n\u00edveis de confian\u00e7a s\u00e3o altos, tudo pode avan\u00e7ar em um ritmo acelerado.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Quando uma Vis\u00e3o e os objetivos relacionados de uma empresa s\u00e3o conhecidos apenas por alguns poucos, \u00e9 muito dif\u00edcil, ou talvez at\u00e9 imposs\u00edvel, galvanizar uma equipe em torno de metas voltadas para o futuro. \u00c9 necess\u00e1ria uma transpar\u00eancia radical em rela\u00e7\u00e3o ao que queremos alcan\u00e7ar coletivamente, por que queremos alcan\u00e7\u00e1-lo (prop\u00f3sito, significado, impacto) e como o alcan\u00e7aremos (promovendo colabora\u00e7\u00e3o, criatividade e trabalho em equipe)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Uma cultura de trabalho em que a comunica\u00e7\u00e3o n\u00e3o \u00e9 apenas esparsa, mas vaga e mal filtrada por uma hierarquia estabelecida n\u00e3o \u00e9 um bom press\u00e1gio para o futuro. Explos\u00f5es curtas, mas poderosas, de comunica\u00e7\u00e3o orientada para a a\u00e7\u00e3o que capacitam os membros da equipe s\u00e3o muito significativas.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A transpar\u00eancia radical, no contexto do cuidado e da empatia, sustenta uma cultura de crescimento e deve fazer parte das prefeituras, check-ins e reuni\u00f5es.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Informa\u00e7\u00f5es imprecisas podem anular estrat\u00e9gias, portanto, franqueza em rela\u00e7\u00e3o ao que sabemos e n\u00e3o sabemos \u00e9 necess\u00e1ria.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Fortes representa\u00e7\u00f5es visuais n\u00e3o apenas de metas e objetivos, mas tamb\u00e9m da vis\u00e3o e do sistema de valores da empresa devem ser feitas e, mais importante, praticadas. Quando uma comunica\u00e7\u00e3o clara e positiva \u00e9 sustentada por representa\u00e7\u00f5es visuais precisas e frequentes, ela forma uma f\u00f3rmula potente que incita a motiva\u00e7\u00e3o.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">3. Lideran\u00e7a servidora&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; \u00c9 melhor liderar por tr\u00e1s e colocar os outros na frente, especialmente quando voc\u00ea comemora a vit\u00f3ria e quando acontecem coisas boas. Voc\u00ea toma a linha de frente quando h\u00e1 perigo. Ent\u00e3o as pessoas apreciar\u00e3o sua lideran\u00e7a&#039;<\/p>\n<cite>Nelson Mandela<\/cite><\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">Uma abordagem ombro a ombro para fazer as coisas como uma equipe constr\u00f3i o &#039;esp\u00edrito de fam\u00edlia&#039;, quebra o silo e o efeito hier\u00e1rquico e aumenta o desempenho.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os jogos de h\u00f3quei no estacionamento do Google, onde a administra\u00e7\u00e3o e os funcion\u00e1rios lutam com a mesma intensidade pelo controle do &#039;disco&#039;, e seus debates abertos \u00e0s sextas-feiras, onde n\u00e3o h\u00e1 hierarquia em jogo, sinalizam igualdade, empoderamento e um forte senso de pertencimento.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Para que todos os itens acima se tornem parte integrante de uma cultura de trabalho de alto desempenho, uma forte lideran\u00e7a servidora \u00e9 uma necessidade. As hierarquias e a forma\u00e7\u00e3o de silos tornam a comunica\u00e7\u00e3o e o desempenho muito mais complicados do que deveriam e podem ser.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os l\u00edderes servidores reconhecem sua responsabilidade de capacitar os outros, dando-lhes as informa\u00e7\u00f5es corretas e orienta\u00e7\u00e3o. Os l\u00edderes servidores garantem que os holofotes recaiam sobre a equipe e n\u00e3o sobre eles.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Eles criam relacionamentos fortes e garantem que o trabalho que \u00e9 feito em conjunto seja feito dentro do contexto desses mesmos relacionamentos. Valores compartilhados, altos padr\u00f5es, empatia e cuidado formam os &#039;filtros&#039; para esses relacionamentos.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L\u00edderes com cora\u00e7\u00e3o de servo servem seu povo por meio de treinamento de apoio e criando um ambiente capacitador, onde as pessoas aprendem a se tornar l\u00edderes servidores.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Participe do nosso curso OKR Leadership para aprender a aplica\u00e7\u00e3o pr\u00e1tica da lideran\u00e7a servidora e seu impacto nos OKRs:<\/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\">Nome do autor:<\/p><p class=\"wp-block-post-author__name\">Dirk Coetsee<\/p><\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">Diretor de Desenvolvimento de Talentos do 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\/pt\/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\/pt\/courses\/okr-leadership-course\/\">Curso de Lideran\u00e7a 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\/pt\/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\/pt\/courses\/okr-practitioner-course\/\">Curso de OKR Practitioner<\/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\/pt\/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\/pt\/courses\/okr-foundation\/\">Curso B\u00e1sico de OKR<\/a><\/h6><\/div><\/div><\/div><\/div><\/div>\n\n\n<p class=\"recent-post wp-block-paragraph\">Postagens recentes<\/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\/pt\/effective-leadership-for-achieving-okrs\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/07\/silhouette-confident-businesspeople-edited-1-1024x617.jpg\" alt=\"OKR effective leadership as a catalyst for achieving OKRS\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/pt\/effective-leadership-for-achieving-okrs\/\">Lideran\u00e7a eficaz do OKR como catalisador para alcan\u00e7ar o OKRS<\/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\/pt\/people-vs-profits-who-wins\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2022\/09\/money-2159310_1920-1024x768.jpg\" alt=\"People VS Profits, who wins?\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/pt\/people-vs-profits-who-wins\/\">Pessoas VS Lucros, quem ganha?<\/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\/pt\/keys-to-creating-self-driven-teams\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/06\/Blog-90-5.png\" alt=\"Empower Your Employees: 3 Keys to Creating Self-Driven Teams\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/pt\/keys-to-creating-self-driven-teams\/\">Capacite seus funcion\u00e1rios: tr\u00eas segredos para criar equipes aut\u00f4nomas<\/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\/pt\/how-okrs-can-fill-mindset-and-other-challenging-gaps\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2024\/02\/Blog-82.png\" alt=\"How OKRs can Fill Mindset and other challenging Gaps\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/pt\/how-okrs-can-fill-mindset-and-other-challenging-gaps\/\">Como os OKRs podem preencher a mentalidade e outras lacunas desafiadoras<\/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\/pt\/how-clarity-of-vision-can-supercharge-okr-performance\/\"><img decoding=\"async\" class=\"qubely-post-image\" src=\"https:\/\/okrinstitute.org\/wp-content\/uploads\/2023\/05\/business-strategy-success-target-goals-1024x683.jpg\" alt=\"How clarity of vision can supercharge okr performance\"\/><\/a><\/div><div class=\"qubely-post-list-content\"><h6 class=\"qubely-postgrid-title\"><a href=\"https:\/\/okrinstitute.org\/pt\/how-clarity-of-vision-can-supercharge-okr-performance\/\">Como a clareza de vis\u00e3o pode sobrecarregar o desempenho do okr<\/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\">Tag<\/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\">#OKR Coaching<\/p>\n\n\n\n<p class=\"tag-post wp-block-paragraph\">#OKR Coach<\/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\/pt\/\" method=\"get\" data-trp-original-action=\"https:\/\/okrinstitute.org\"><div class=\"uagb-search-form__container\" role=\"tablist\"><input placeholder=\"Procurar\" class=\"uagb-search-form__input\" type=\"search\" name=\"s\" title=\"Procurar\"\/><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=\"pt\"\/><\/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\/pt\/author\/dirkc\/"},"qubely_comment":0,"qubely_category":"<a href=\"https:\/\/okrinstitute.org\/pt\/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\/pt\/3-ways-to-build-a-work-culture-that-can-change-the-world\/\" \/>\n<meta property=\"og:locale\" content=\"pt_PT\" \/>\n<meta property=\"og:type\" content=\"article\" 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