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Liderazgo consciente y talento en evolución: conversación con Eva Cornide, Directora de Talento y Cultura en Grupo Oesía

En un contexto marcado por la aceleración tecnológica y la necesidad de modelos organizativos más humanos, la figura del líder cobra una nueva dimensión. En esta entrevista para Periódico del Talento, Eva Cornide, Directora de Talento y Cultura en Grupo Oesía, nos comparte su visión sobre el liderazgo efectivo en tiempos de cambio, el valor estratégico de la diversidad generacional, y la responsabilidad empresarial en la formación de las futuras generaciones.

Eva destaca la importancia de unir innovación con enfoque humanista, fomentando entornos seguros, inclusivos y colaborativos donde el talento pueda desarrollarse de manera integral. Además, subraya el papel clave de iniciativas como alianzas con universidades, planes de igualdad y programas de liderazgo consciente, que posicionan a Grupo Oesía como un referente en gestión de personas dentro del sector tecnológico.

Una conversación imprescindible para quienes buscan inspiración y claves prácticas sobre cómo atraer, desarrollar y fidelizar el talento en un mundo laboral en constante transformación.

  • En su experiencia como Directora de Talento y Cultura en Grupo Oesía, ¿cómo define un liderazgo efectivo en el contexto actual de transformación tecnológica?

Considero que el liderazgo más efectivo, en todos los contextos y, especialmente, en el contexto de transformación tecnológica es aquel que aúna el enfoque humanista con la innovación y el aprendizaje continuo. Se trata de desarrollar, empoderar a los equipos y crear entornos seguros donde se puedan tomar decisiones sin miedo a equivocarse, donde se potencie la búsqueda de soluciones innovadoras con una alta flexibilidad para adaptarse a contextos cambiantes.  Siempre teniendo a las personas, sus capacidades y necesidades individuales.

  • Grupo Oesía ha establecido colaboraciones académicas, como la cátedra sobre Talento e Innovación Tecnológica con la Universidad Politécnica de Madrid. ¿Qué papel juegan estas alianzas en la formación y captación de talento joven?

La alianza con las Universidades debe ir mucho más allá de la captación de Talento Joven.  Sin duda es necesario contar con perfiles junior que garanticen la sostenibilidad en el tiempo, pero también tenemos un compromiso como empresa que es acercar la realidad empresarial al mundo académico. No solo para contar con talento sino para conseguir una formación más acorde a las necesidades presentes y futuras, y para los alumnos cuenten con información del mercado, las opciones que tienen profesionalmente y una idea más realista sobre el mundo laboral. 

Es por ello que considero que la relación entre empresa y universidad debe estar enfocada a desarrollar el potencial de las futuras generaciones.

  • En debates recientes, ha destacado la importancia de un entorno laboral inclusivo que valore tanto al talento senior como al junior. ¿Qué estrategias implementa Grupo Oesía para fomentar esta convivencia generacional?

Efectivamente el contar con diferentes generaciones, en nuestro caso tenemos la suerte de contar con 4 generaciones en Grupo Oesia, es sumamente enriquecedor y nos permite, no solo aprovechar la experiencia de los perfiles senior sino también aprovechar las sinergias con los perfiles más jóvenes que complementan y ayudar a los más senior a desarrollar nuevas habilidades.  Contamos con diferentes problemas, Escuela Oesia para el talento junior, pero también Escuela Abierta para poder formar en tecnologías estrategias a los perfiles más senior que cuentan con experiencia en áreas o tecnologías más tradicionales.  Además, tenemos acuerdos con diversas asociaciones como la Fundación Adecco, Foro inserta de la fundación Once o el circulo Ave Fenix.

  • La gestión del talento en entornos híbridos y globalizados es una tendencia creciente. ¿Cómo aborda Grupo Oesía la cohesión y el compromiso en equipos dispersos geográficamente?

Sin duda el trabajo hibrido ha supuesto un cambio de paradigma en la gestión del talento ya que tenemos que conseguir transmitir la cultura y generar el sentimiento de pertenencia sin que estén necesariamente en la oficina.  En Grupo Oesia trabajamos este aspecto con programas de cultura y de bienestar, como nuestro programa “Ciclón”, una serie de iniciativas en las que participan voluntarios de diferentes sedes para crear espacios donde compartir y conectar, desde actividades para los más peques en los días sin cole, talleres, torneos deportivos como pádel o baloncesto, o competiciones de e-games o incluso de juegos de mesa.

  • La diversidad, equidad e inclusión se han convertido en pilares estratégicos en muchas organizaciones. ¿Qué iniciativas ha liderado Grupo Oesía para promover estos valores dentro de la empresa?

En Grupo Oesia tenemos plan de igualdad desde el 2019, incluso antes de que fuera un requisito contar con un plan negociado con los agentes sociales.  Tenemos más de 100 medidas de igualdad y conciliación.  Contamos con auditorias retributivas para garantizar la equidad.  En cuanto a inclusión estamos muy comprometidos con la inclusión y la diversidad y colaboramos de forma activa con diferentes fundaciones y asociaciones para apoyar la empleabilidad de los diferentes colectivos.

  • Con la rápida evolución tecnológica, ¿cómo se asegura Grupo Oesía de que sus líderes estén capacitados para gestionar equipos en constante cambio y adaptación?

Consideramos que los líderes son fundamentales para conseguir el propósito de Grupo Oesia, por ello contamos con programas de desarrollo de liderazgo consciente y también con un programa de desarrollo directivo, el Next Step Program que no solo garantiza que contemos con los mejores y con un desarrollo continuo sino que también prepara a los sucesores para poder asumir mayores responsabilidades y optar a esos puesto de dirección llegado el momento.  Se trata de un programa integral de desarrollo directo que va desde potenciar las habilidades de comunicación e influencia hasta adquirir conocimientos en desarrollo comercial, estrategia o gestión del cambio.  Con un enfoque muy claro a potenciar las habilidades que realmente marcan la diferencia: el pensamiento estratégico, la capacidad de aprendizaje y el trabajo colaborativo.

  • Mirando hacia el futuro, ¿cuáles considera que son los principales desafíos en la gestión del talento dentro del sector tecnológico, y cómo se está preparando Grupo Oesía para enfrentarlos?

Por suerte el sector tecnológico es un sector en constante evolución y con desafíos continuos.  Un desafío que está actualmente muy en boga es todo lo relacionado con la IA.  Sin duda supondrá otro cambio de paradigma en el que los departamentos de talento deberemos ser el motor de este cambio.  Hay que preparar, no solo para utilizar la tecnología para conseguir una mayor eficiencia, sino también habiendo una valoración de cómo esta tecnología cambiará la forma de hacer ciertas tareas y como transformará roles.  La labor de Talento será valorar y analizar que roles se van a ver afectados y como preparamos a esas personas con reskilling o cambios de roles. Es importante la transparencia, la comunicación y la gestión del cambio.  Hay que trabajar para apoyar la transformación, siempre centrados en cómo esta afecta a las personas y poniendo lo humano en el centro.

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