DestacadaLiderazgoLíderes con Talento

Entrevista a Carlos de Benito – Director de RRHH de Cesce

En un mundo laboral en constante cambio, donde la tecnología, la incertidumbre y las nuevas formas de trabajar marcan el ritmo, las personas siguen siendo el corazón de las organizaciones. ¿Cómo se lidera en este contexto? ¿Qué papel juegan la cultura, la inclusión y el bienestar en una empresa moderna? Para responder a estas preguntas, hablamos con Carlos de Benito, Director de Recursos Humanos de Cesce. A lo largo de esta entrevista, nos comparte su visión cercana y profunda sobre el liderazgo, la gestión del talento, y cómo construir un entorno laboral donde cada persona pueda crecer, aportar y sentirse parte de algo más grande. Una conversación llena de ideas, experiencias y aprendizajes que invitan a repensar el papel de los Recursos Humanos hoy.

1. Liderazgo y propósito
En un entorno empresarial cada vez más complejo, ¿cómo define usted el liderazgo efectivo y cómo lo promueve dentro de Cesce?

Comenzaría por decir que el liderazgo o es efectivo o no es liderazgo. Líder es la persona que conecta a otras personas – su equipo- con los objetivos de la organización y además les ayuda a alcanzarlos, transformando una visión en realidad. La diferencia cualitativa está en el cómo les acompaña y ayuda. La excelencia del líder está en cumplir esa misión en pro de la organización, al mismo tiempo que apoya el desarrollo profesional de cada miembro de su equipo y promueve en el mismo la mejor motivación, la que se fundamenta en la ética.

La complejidad del entorno lo que implica es un sentimiento más generalizado de falta de certezas y necesidad de liderazgo, así como una dificultad mayor en el reto que conlleva para los líderes, que han de mantenerse como referentes en un contexto de incertidumbre. También le digo que a veces pienso que la complejidad del entorno es algo consustancial a la historia de la humanidad. Cada generación ha de lidiar con los problemas y cambios que le tocan en el momento que le ha tocado vivir. Vayamos a hablar de incertidumbre del entorno a los europeos del siglo XIV, en medio de la peste negra, o a los descubridores españoles y portugueses que se aventuraban en océanos desconocidos en el XVI, o a los ciudadanos que vivieron en Francia la revolución y sus secuelas a finales del XVIII, o a los millones de personas migrantes de toda condición desde el siglo XIX hasta nuestros días, y qué decir del XX, el siglo de la revolución soviética y las guerras mundiales, sólo por poner algún ejemplo…

Necesitamos líderes capaces de dirigir equipos en medio de la complejidad y de la incertidumbre. Esto requiere de personas cada vez más preparadas no sólo técnicamente sino también en el ámbito emocional, – esa pluralidad de “inteligencias” que se combinan en los seres humanos-. Líderes que traten de ser ejemplares en su conducta y, al tiempo, humildes para reconocer sus carencias y errores. Todos somos seres imperfectos que gestionamos lo imperfecto. Necesitamos personas capaces de liderar a sus equipos no sólo en el qué, sino en los porqués y en el cómo. Hay que unir mentes y corazones en torno a un propósito compartido y saber ejecutarlo, haciendo lo que debe ser hecho. Esto requiere de personas con las habilidades de comunicación suficientes para diagnosticar acertadamente la situación y necesidades de cada miembro de sus equipos y adaptarse a cada uno, sin perder de vista el conjunto.

Para promover este tipo de liderazgo, humanista e inclusivo, en Cesce apostamos por aportar toda la ayuda necesaria a los mandos, con formación personalizada en management y herramientas, – como el feedback 360, el coaching o el mentoring. Esta ayuda debe ser individualizada y desde Recursos Humanos hemos de estar siempre atentos, preguntando, aconsejando, prestando guía y apoyo. Hay que apoyar a cada líder en concreto para ayudarlo a crecer: “No gobierna quien no se autogobierna” como le he escuchado decir a Javier Fernández Aguado.

2. Cultura organizacional
¿Qué elementos considera clave para construir y mantener una cultura organizacional sólida en Cesce, especialmente en momentos de transformación o incertidumbre?

Es fundamental para cualquier empresa el conocerse a sí misma. El punto de partida es analizar sus fortalezas, reflexionar sobre qué ha contribuido a su éxito y a su crecimiento y plantearse si el modelo de negocio y los diferenciales que nos han servido hasta aquí van a seguir sirviendo en el futuro.

De ahí deriva el juicio sobre los valores y los comportamientos que será preciso conservar, reforzar o cambiar.

Elementos clave en una transformación cultural, en Cesce y en cualquier organización, son, en primer lugar, la convicción extendida sobre la necesidad del cambio, el impulso por parte de la dirección y la apertura a la escucha con todos los grupos de interés, la interacción permanente con los responsables directos de los equipos, la renovación de plantilla, las políticas DE&I, las políticas de incentivos y, como herramientas clave la comunicación y el ejemplo. El diálogo es imprescindible siempre; en un proceso de cambio cultural, es aún más necesario.

Aun con todo ello, hay que recordar que los cambios de cultura son naturalmente lentos. Ya advertía Drucker que las culturas de empresa son como las de los países, que es mejor trabajar con lo que hay que intentar cambiarlas.  Yo no diría tanto, pero si es cierto que este empeño requiere de una especial constancia, resiliencia y coherencia en la dirección de la organización y en cada líder que opera en la misma. Los tiempos cambian muy rápido, pero el ser humano sigue siendo esencialmente el mismo. Hay que ser conscientes de ello.

3. Gestión del talento
¿Cuáles son las principales estrategias que Cesce está implementando para atraer, desarrollar y retener talento en un mercado laboral tan competitivo?

No resulta nada sencillo. En Cesce, por nuestra actividad, precisamos de perfiles profesionales muy cualificados, que son difíciles de encontrar en el mercado de trabajo. Además, el marco normativo del sector público, que nos es de aplicación como sociedad mercantil estatal que somos, nos impone muchas limitaciones en materia de políticas de dimensionamiento, selección y compensación.

Esto nos obliga a ser creativos e innovadores en la gestión del talento. Lo hacemos mediante una combinación de políticas y herramientas diversas. Seguro que me dejo alguna en el tintero, pero voy a relacionar varias:

  • En primer lugar, tratamos de identificar el talento que existe en la organización. No tiene sentido atraer talento desde el mercado de trabajo si no se cuida el talento interno. Cada persona en Cesce cuenta como persona concreta, en su unicidad y singularidad.
  • El talento, por su propia naturaleza, precisa de ecosistemas laborales sanos y en Cesce nos empeñamos en construirlos, desde el propio espacio físico de trabajo, que hemos renovado integralmente hace poco.
  • Nos preocupamos de nuestra reputación como marca empleadora y de ofrecer una propuesta de valor atractiva, garantizando trabajo digno con una amplia flexibilidad y bienestar.
  • Tenemos herramientas de gestión de competencias y desempeño, que vamos progresivamente perfeccionando, a fin de promover entornos de confianza y transparencia en las relaciones entre jefes y colaboradores.
  • Diseñamos planes de formación generales y a medida, capaces de aportar la cualificación necesaria para aspirar a promociones internas y siempre para desarrollar profesional y humanamente a las personas que trabajan con nosotros.
  • Ofrecemos acceso a múltiples medios de formación, como el campus virtual Cesce o nuestra Escuela de Idiomas.
  • Formamos a las mujeres y hombres que desempeñan puestos de dirección de equipos para ayudarles a mejorar como líderes, capaces de crear buenos entornos de trabajo, que aporten confianza.
  • Creamos un foro participativo específico de talento directivo “C50”, constituido para compartir y vincular con la estrategia de la Compañía y ayudarles a mejorar como líderes.
  • Recientemente hemos desarrollado una nueva política de acogida, “on boarding”, que nos está dando muchas satisfacciones y ha promovido de facto un “mentoring inverso”.

 4. Diversidad e inclusión
¿Qué iniciativas concretas está llevando a cabo Cesce para fomentar la diversidad y la inclusión en todos los niveles de la organización?

La gestión DE&I – diversidad, equidad e inclusión- es un campo natural de cultivo de talento. Dicho en otras palabras, el talento empresarial, para poder aflorar y desarrollarse, precisa de confianza, la palabra mágica, y sin inclusión, no hay confianza posible.

Llevamos años en Cesce sin bajar la guardia en esta materia, hemos evolucionado, como otras muchas organizaciones, desde un enfoque básico de “tolerancia cero” ante cualquier discriminación, hasta una actitud proactiva para favorecer la diversidad. Cada persona es diversa, cada uno de nosotros somos únicos, dentro de una comunidad.Debemos aspirar a trabajar “unidos en la diversidad”, como proclama el lema de la Unión Europea.

Para favorecer la diversidad tratamos de que las personas se conozcan, que sean capaces de encontrar vínculos de unión reconociéndose como diversos. Para ello promovemos la construcción de espacios de encuentro, desde el entorno físico de trabajo, – abierto, cómodo, seguro y transparente- como ya he mencionado,  hasta actividades compartidas en grupo para la realización de deportes, viajes, y excursiones culturales. La realización de voluntariados de la mano de organizaciones que trabajan con personas con capacidades diversas es otra gran fuente de progreso y descubrimientos. Desarrollamos muchas acciones de formación y concienciación, casi de forma permanente, utilizando especialmente nuestra intranet “Todos en grupo (TnG+)”, que hemos ido mejorando cada día.

Queremos que todas las personas de buena voluntad encuentren en Cesce un espacio donde poder trabajar y expresarse sin miedos, que puedan aportar y desarrollarse de forma natural, en un entorno de confianza. Esto es clave para que cada persona pueda desarrollar su propio talento, en cuya combinación reside la riqueza y la fuerza de una organización.

5. Formación y desarrollo
En un mundo donde las habilidades evolucionan rápidamente, ¿cómo está Cesce adaptando sus programas de formación y desarrollo profesional?

Pues, como bien dices, ante la rápida evolución de las habilidades precisas y las herramientas tecnológicas, tratamos de responder de forma inmediata. Lo primero es estar atento – siempre volvemos a la escucha y a la verdadera comunicación-, y la segunda clave es la flexibilidad.

Pienso que se han acabado los tiempos de planes de formación rígidos y cerrados. Contamos con un plan de formación anual o bianual, que es esencialmente participativo, y lo vamos adaptando para recoger todas las necesidades que surgen, ya sean normativas, estratégicas o tecnológicas. La clave es la flexibilidad.

Otra clave de gestión en formación y desarrollo es la individualización. La atención personal. Vivimos un tiempo donde las personas demandan una atención a su propia situación, casi un traje a medida. Eso no es sencillo de gestionar, pues hay que mantener el equilibrio entre el trato general y equitativo, que ofrezca oportunidades a todos y esa atención personalizada, que siendo excepcional no es una excepción.

Una tercera clave es la delegación. Quiero decir que hemos de dejar espacio a las personas para que impulsen su propio desarrollo profesional, poniendo a su servicio desde Recursos Humanos herramientas y medios de calidad, pero sabiendo ceder la iniciativa  y siendo receptivos a las solicitudes fundamentadas. Me viene a la memoria una frase de Peter Senge: “no hay nada más importante para una persona comprometida en su propio crecimiento que contar con un ambiente de apoyo” ¡Ahí estamos nosotros!

Destacaría también en Cesce nuestro excelente Campus virtual, que supuso un gran salto adelante hace unos años y que estamos empeñados en mejorar y dinamizar de forma permanente.

6. Bienestar y conciliación
¿Qué papel juega el bienestar del empleado y la conciliación en la estrategia de Recursos Humanos de Cesce?

Juegan un papel clave. Ya hacíamos muchas cosas antes, pero creo que para nosotros, como para muchas otras organizaciones, la pandemia Covid fue un punto de inflexión. En aquellos momentos tan duros, hombres y mujeres, de toda condición y en todo el mundo, constatamos dolorosamente la fragilidad humana, la necesidad que todos tenemos de ayuda y la fortaleza que aporta la unión ante la adversidad. Recuerdo un comité de dirección de Cesce con dos preguntas en el aire: ¿qué podemos hacer para ayudar a nuestra gente? y ¿cómo podemos apoyar aún más a nuestros clientes, en estas circunstancias?  Nadie se acordaba en ese momento de la rentabilidad y del crecimiento, sólo de cómo hacer el bien. Algo similar se planteó más recientemente, cuando la catástrofe de la dana que tan terriblemente afectó a Valencia. En fin, creo que ese sentimiento reforzado de sensibilidad y humanidad perdura y se ha anclado en nuestra cultura.

El impulso a las políticas de bienestar no ha dejado de crecer en nuestra empresa desde entonces. Para Cesce, el bienestar es también campo de cultivo del talento. Queremos contar con la mejor gente, y la buena gente merece y precisa un entorno digno y seguro, donde pueda dar lo mejor de sí misma.

Creo que se puede decir con justicia que estamos entre las organizaciones líderes en este campo, como acreditan los numerosos reconocimientos y foros en los que participamos activamente. Somos “empresa efr” desde hace ya cerca de diez años.

Desde el equipo de recursos humanos hemos elaborado, con el apoyo de toda la dirección y con una amplia participación, un Plan de Bienestar: “Cesce te cuida”. Se trata de un Plan que aborda de forma integral y sistemática el objetivo expuesto, e incluye más de cincuenta medidas que cubren el bienestar físico, mental, emocional, motivacional, financiero, digital y social. Contamos igualmente con un excelente plan de igualdad y con una política de teletrabajo – estamos en un modelo híbrido- muy amplia.

¡Seguimos en el empeño, con toda la ilusión! Diría que el bienestar forma ya parte inseparable de nuestra propuesta de valor a la persona que trabaja con nosotros.

7. Futuro del trabajo
Desde su perspectiva, ¿cuáles son los principales desafíos y oportunidades que enfrenta el área de RRHH en los próximos años, y cómo se está preparando Cesce para afrontarlos?

Con frecuencia, desafíos y oportunidades son las dos caras de una misma moneda. Muchas veces depende de la actitud y perspectiva con la que se enfoque el cambio.

Estamos en un momento lleno de oportunidades para la función de dirección de personas. Creo que se está reconociendo, como nunca ates, la importancia clave de los intangibles en la proposición de valor de las empresas. Es tendencia entre las organizaciones líderes la reflexión profunda de los equipos directivos sobre el ser y el propósito. El axioma “mejores personas, mejores líderes” va ganando espacio y el liderazgo humanista está por fin siendo reconocido como paradigma. Una empresa es, en su esencia, una sociedad humana creada para servir. “Personas al servicio de personas”, como decimos en Cesce.

Los retos nos vienen sin duda derivados de este creciente protagonismo de la función. Sólo por mencionar algunos: la integración de las nuevas herramientas, como la IA, que ya es una revolución en el mundo del trabajo; el desarrollo de los sistemas de experiencia de empleado, de la mano de los de experiencia de cliente, ya consolidados; el avance en la digitalización también por la explotación de datos en el ámbito de dirección de personas; sin duda, la gestión de la diversidad, en todos sus ámbitos, singularmente , por lo que nos afecta en Cesce, el de la diversidad intergeneracional y, desde luego, el reto de la gestión del talento en un nuevo contexto, con generaciones que llegan con nuevos valores, como ya mencionamos con anterioridad, es un reto que toca todas las teclas, pues afecta a todas las políticas y actividades estratégicas de recursos humanos.

Para afrontarlos en Cesce pensamos que el nuevo plan estratégico general, que estamos abordando ahora, es un contexto idóneo para actualizar el mapa de talento de la Compañía, impulsar la mejora de distintas políticas y herramientas ya en marcha  e implantar algunas nuevas, que refuercen la capacidad de conectividad e innovación. Contamos para ello con un extraordinario equipo de RR HH en Cesce, por su calidad humana y profesional. ¡Fijo que lo logaremos!

Para concluir, permítame señalar también un reto específico en el sector público. La gestión de talento en el sector público español presenta al legislador y a la administración un desafío clave. A mi juicio, es un reto estratégico de país.  Es precisa una revisión profunda del marco normativo en materia de dirección de personas, capaz de diferenciar de verdad la realidad polifacética y diversa que se encierra dentro de ese mundo “sector público” y aportar soluciones distintas y adecuadas a las diversas exigencias. Hay mucho y buen talento en el sector púbico español que en buena medida está pendiente de optimizar, su buena gestión conllevaría un salto cualitativo en el servicio a los ciudadanos y un avance para España.

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