A continuación, le indicamos cómo puede cultivar y hacer crecer a los futuros líderes en la industria de BPO.

Become an Inspirational Leader Leaders need vision, energy, authority, and a natural strategic ability. • Humanness. Nobody wants to work with a perfect leader. Build collaboration and solidarity by revealing your weaknesses. • Institution. To be most effective, you need to know what’s going on without others spelling it out for you. Collect unspoken data from body language and the looks people share across rooms to help you intuit the underlying message. • Tough empathy. Care deeply about your employees, but accept nothing less than their very best. • Uniqueness. Demonstrate that you are a singular leader by showing your unique qualities to those around you.

Looking to those companys that are: built to last, inspired to be at the top of its ranking, and effectively recognized by their efforts to change and to improve society life around the world, we will certainly find out that the majority of them are aware about the ability to identifying talents as one of their most competitive differencial. As we can see at the most well succeded companys all over the world, this organizational compentence brings up some natural consequences, in one hand: innovative products and processes, and obviously positive financial results. At other hand, as cause or consequence: elevated employees' engajament index, strong proud of belonging, and visible alignement between personal and organzational purposes.

Establish a talent cultivating culture in the organisation with frequent check ins and a formalised performance management process to discuss about the career of employees and identify talents.

I have personally experienced growth empowerment where I was given a specific project and was given the guidance and mentorship required to succeed on this task. Eventually I realised it was made to test my capabilities and potential following which a career plan was prepared for me. This is a technique I also adopt by giving small projects to my team members and give them all the support they need and guide them to seek other support as well. It builds their confidence and leadership skills.

Training is great and of course very important or I'm in the wrong field. However, training is one part of behavior change or adoption. And training becomes a scapegoat for all things. Invest in coaching, mentoring, one to one's that are meaningful and intentional. This applies to every type of organization.

As a learning & development specialist, training is something I believe is fundamental for the growth of employees and also for the good running of the department. I don’t necessarily agree that a mix of external training with internal support is mandatory. When you have a big team and enough experts in the required field, this can be catered by the organisation itself. Train the trainer programmes exist to support internal talents and subject experts.

Absolutely important for professionals. And if part of a group, it is a wonderful opportunity to facilitate exchanged between colleagues in the same field. Best Practices are exchanged, great ideas come out of brainstorming activities and even better mentoring / peer learning.

The best way to motivate people to do better is award and recognise people publicly. Which raises sense of belonging and will help staff to feel part of the whole. For example when in early stage as executive when they use to announce that you have received the highest recognisation for voice of customer. The feeling was like you can move mountains.