Companies concerned with human talent

With growing understanding, businesses are beginning to appreciate the importance of caring for peoplebecause in human talent lies the ability to manage internal processes well and to make companies sustainable in competitive and changing environments.

Over the years, in the exercise of supporting companies in the development of sustainable social models, impacting turnover, loyalty and of course the results in financial terms, it is increasingly necessary to have processes that allow enter the world of people from the logic of responsibility.

In recent years, I have accompanied large companies in the development of clinical selection models and I am more and more convinced of the interest of putting the prism of understanding the other, with the interest of treating the two axes: The human being and the productive/competitive environment.

    What is the Clinical Interest Selection Model?

    Nothing is more beautiful than choosing among care, people for the roles, whatever the level of execution of the role, but which is aligned with the organizational culture, with its values ​​and with the possibilities of development.

    The clinically oriented selection model is developed to suit each organization and will depend on who inhabits that ecosystem; its leaders, its conversations, its raison d’être, its market, its composition and its brand and company DNA, all of which is traversed by perception and speech.

    Where does a clinical selection model lead us? The model it is built on the epistemological foundations of clinical psychology, in particular dynamic psychology for his strong understanding of the axes that make up the Psyche of the Human Being: Me – That – Super Me and especially the Universe of the Unconscious. Carl Jung is one of the most relevant theorists in the methodological foundation of the clinical model, because his research and his theories reveal truths that facilitate the understanding of the concept of Self, the individual and the collective.

    Jung exposes the characterization of the Unconscious in people’s lives, its timeless and innocent manifesto, its fundamental laws and above all the content that inhabits it; the value of the information it contains. Therefore, learn to navigate these waters it is of particular value to those who lead and are responsible for the organisations’ selection processes, and are committed to ensuring the consistency of their processes, also addressing an important challenge related to the responsibility and care of the people who are in their capacity as candidates.

    The clinical selection model allows read the predictive and postdictive components of human behavior, based primarily on antecedents, life history, choices, motivation, learning, skills, attitudes and abilities; all the rest contained in the Universe of the Unconscious. Hence the importance of having psychologists and human specialists, to be able to navigate these waters with healing elements and facilitating instruments that allow access to the depths of the unconscious content.

    We know, among other truths, that the content of consciousness is limited, and that it contains information that is not very useful when it comes to asking us questions that go beyond the mundane, that go into depth. The depth is really in that 90% part of the human psyche that holds this precious content: the unconscious.

    And how to access the unconscious content? Responsible and empathetic. The people responsible for the selection processes must have a fundamentally human training and must be able to hold deep conversations, able to read the corporeality, the symbolic, trained essentially in the Socratic method, with a high argumentative, critical and creative level that will allow you allows to lead the other on the path of truth, then interpret this information and make it clear with the logics of the organization, in a responsible way.

      Where is he taking us?

      The clinically oriented selection model allows understand and apprehend the capacity of the individual to manage themselves, and interact with challenges and changes in the environment. In addition, it allows you to trace the path of development so that this person can continue to advance in their evolution, taking into account the generation of value, without requiring unsustainable renunciations for the person that impact their mental system, their mental health. and his physical health.

      As human beings, we are more than the sum of our parts; we are body (matter), mind (thought) and spirit (soul), and this master triad enters to interact in a robust corporate dynamic which, through their logics of communication and interaction, may or may not facilitate the development potential or, instead, succumb to the attempt.

      A clinical selection model well adjusted to the requirements and realities of the competitive environment gives immediate results, which in the end they are summarized in the financial support of the organization, because people who are happy and connected in their profession, in tune with their goal in life, are people capable of challenging themselves, of going further; they are curious, deliver their full potential and live real experiences of flow or Flow, as Mihaly would say, and this is well explained in detail by Positive and Strength Psychology, where the clinical model is also complemented by these theoretical positions of well-being. be .

        What should be considered to build a clinical selection model?

        The first is the value companies place on people. Engaging in a selection model with an entry-level clinical approach is linked to consistency of well-being and care.

        It involves deep conversations, it involves taking responsibility, it involves having a selection team well-fed in or at least sensitive to clinical psychology theories, it involves going through the discomfort of understanding that sometimes what we expect is not what we are it fits who we are, it involves movement, it involves consistent and responsible leaders, it involves critical looks, it involves saying no, the one who is sometimes uncomfortable.

        It is such a rich model that it is not static, it changes completelythis therefore leads to deep conversations and study groups where the understanding of the individual around new realities and ways of existing is facilitated.

        What is your most valuable contribution?

        The clinical interview based on the Socratic method and the art of mayeutics that Socrates left us as a gift. A clinical-looking selection model needs nothing more than this input. It does not require a mind-testing approach and endless batteries selling you “the truth”, a very fixed truth that does not respond to the realities of environments and people in their full understanding and dimension, are nothing more than hitherto standardized indicators they construct lasting truths in today’s world, a profound world, where there are as many truths as there are living beings.

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