Extract Employee turnover represents a costly business challenge that not only affects efficiency and productivity, but also the reputation and work environment of the organization. By strengthening the cohesion of teams and creating an environment conducive to personal and professional growth of people, a solid business culture is built that can retain talent, or at least, its intellectual capital. Contents The Expensive Business Challenge of Staff Turnover and Talent Drain Effects of Personnel Turnover and Talent Drain Why does Personnel Turnover and Talent Drain occur? 1. Competition in the Market 2. Context of the Organization 3. Group Design and Synergy 4. Available Resources 5. Personal Ambitions of the Collaborator What to do when a great talent leaves? How to Avoid the Loss of Intellectual Capital? 1. Develop Resilience to Turnover 2. Interact and Appreciate Before Resignation 3. Improve the Quality of Work Life Conclusion: Addressing the Drain of Talent and Intellectual Capital The Expensive Business Challenge of Staff Turnover and Talent Drain Talent retention and management is one of the biggest battles that organizations face every day. The flight of talent and intellectual capital, especially when it comes to key collaborators, can be a significant blow to any company in its business evolution. Personnel turnover, whether silent as announced, is recognized as a natural part of the work dynamic and is a risk to which those who lead work teams and organizations are exposed. After investing time and money in the training and growth of the collaborator, he decides to “take off his shirt” and/or “get off the boat”; a phenomenon formally known as "talent loss", and is considered normal, but no less complicated to manage. Effects of Personnel Turnover and Talent Drain The loss of talent and intellectual capital not only has implications in terms of operational efficiency and productivity, but also on the company's reputation. The constant rotation of collaborators can be perceived as a sign of instability, affecting the trust of clients, partners, collaborators and candidates. At the same time, the departure of exceptional professionals not only implies a gap in the organizational chart, but also: Loss of accumulated knowledge if these have not been documented. Contacts and industrial relations if these are not kept in directories. Team satisfaction if the departure implies an increase in workload. Moral whether the person had certain moral authority or was an opinion leader. Valuable experience if this has not permeated the organization. And the most important, labor relations that must be replaced by new profiles that not only must have the technical and analytical skills to carry out their work, but they must also have the human and social skills to fit into the organizational context existing fluidly. For most organizations, one of the most challenging aspects is the need to quickly train the new member, whose investment in time and resources can be considerable; and the uncertainty that this new talent may also decide to leave adds pressure to the situation, as staff turnover can become a costly and ongoing cycle if the root causes are not adequately addressed. Why does Personnel Turnover and Talent Drain occur? The flight of talents in the business field is a complex phenomenon that can be attributed to various interrelated factors. To achieve the flexibility and adaptability necessary for good talent retention, it is essential to constantly analyze multiple crucial elements that directly affect the efficiency and satisfaction of collaborators. The most important are: 1. Competition in the Market Technology and access to global opportunities have expanded the options available for talented professionals. With the possibility of working remotely and the globalization of job opportunities, companies must compete not only locally but also on a global scale to retain their most valuable staff. The structure and nature of job offers, including benefits, work hours, remuneration, flexibility, and other aspects related to the quality of employment and the balance between it and personal life, are factors that can influence an employee's decision to stay or seek new opportunities.. Employees increasingly value quality of life and seek environments that support this balance. 2. Context of the Organization The organizational culture plays a determining role in talent retention.A toxic work environment, a lack of alignment with the company's values, the lack of optimal working conditions, the perception of instability and/or uncertainty about the overall results and direction of the organization can make even the most committed seek a healthier, harmonious, safe and stable environment to display their skills and talents. In turn, the presence of fair recognition and reward systems, effective training programs and opportunities for personal and professional growth and development are key elements in creating a favorable organizational context. These not only promote collaboration among team members, but also reinforce the understanding and application of best practices throughout the organization. 3. Group Design and Synergy The careful team design is essential to foster competition and efficiency in the execution of processes. This implies meticulous structuring of tasks, the inclusion of a varied group composition and the implementation of norms to measure organizational performance. An effective group design contributes directly to obtaining profitability and an environment conducive to the development and satisfaction of collaborators. The presence of ineffective communication and/or conflicts and power games, especially in the context of family businesses, unresolved can generate misunderstandings, tensions, lack of clarity in objectives and a feeling of disconnection and apathy in collaborators, contributing to the drain of talent. Companies must improve internal communication to resolve conflicts and strengthen the connection between teams. 4. Available Resources The provision of sufficient resources, both financial (Money), Humans (People), Materials (Infrastructure / Hardware) as Technicians (Applications / Software), are crucial to execute tasks effectively and in a timely manner. These elements are essential pillars for the successful completion of projects and to satisfy the expectations of collaborators regarding working conditions. A job where there are not sufficient levels of resources that are comparable to the goals and responsibilities assigned will end up frustrating and demotivating the teams. Companies must ensure adequate resources and technology to optimize performance and job satisfaction. 5. Personal Ambitions of the Collaborator The individual aspirations of employees, especially young and talented professionals, who harbor entrepreneurial ambitions or the desire to lead their own businesses It is an important factor to consider. The lack of opportunities to develop and explore these ambitions within the company can result in the search for new horizons, driven by the search for autonomy, creativity and the desire to build something of one's own. It is essential that organizations recognize and support an environment that supports the entrepreneurial spirit of their employees. Those that implement intrapreneurship programs or provide flexibility for the development of parallel projects not only strengthen the connection between the company and its staff, but also lead to fruitful collaborations. This support not only retains talent that seeks growth and development in multiple dimensions, but also contributes to the personal and professional development of employees. What to do when a great talent leaves? Upon identifying a silent resignation, or receiving an announced resignation, it is crucial to start a conversation with the collaborator, preferably in a relaxed and informal atmosphere. The goal of this is to get honest and valuable feedback that allows you to understand the reasons behind your decision. It's fundamental to search and offer possible solutions together to motivate and retain the collaborator. Some key questions to guide the conversation are: “What did you like most about working here?” “What do you think is the biggest problem here?” “What aspects of the organization would you like to maintain?” “What aspects would you like to change about the organization?” If you cannot remedy the situation, it is important to say goodbye on good terms and leave open the possibility of your return in the future, since the working world is small and circumstances can change. Assuring these talents that they will always be welcome back and making relevant improvements creates a positive and receptive work environment, serving as an example to other employees that their opinions are heard and valued. The induction of the new collaborator must be accompanied in the best possible way to maintain operational continuity and effective organizational development. Knowledge transfer, along with the automation of training and the implementation/modification of retention policies, become valuable tools to counteract the negative impacts of staff turnover and facilitate a smooth transition of responsibilities. The company must show constant openness to feedback and demonstrate active listening, empathy and a real commitment to continuous improvement to strengthen your relationship with your team and foster a nurturing work environment. How to Avoid the Loss of Intellectual Capital? Effective retention of intellectual capital requires not only strong policies, but also a genuine connection with collaborators. Some practical strategies to avoid the loss of intellectual capital and foster a nurturing work environment include: 1. Develop Resilience to Turnover It is essential that all positions are prepared to handle turnover. This implies not only having contingency plans but also creating an environment where the departure of a collaborator does not generate a disproportionate impact on operations. A prominent example is the continuous adaptation of policies and practices to address changing labor market dynamics. 2. Interact and Appreciate Before Resignation Leaders should regularly set aside time to discuss non-work topics with their subordinates, making them feel valued, heard and taken into account. A proactive approach to the presence of discomfort, through constant dialogue, strengthens relationships, allows for a deeper understanding of personal situations and demonstrates a genuine interest in the well-being of collaborators. By building personal relationships with employees, it is more likely that work can be completed before a resignation, giving the company time to gather the necessary intellectual capital. 3. Improve the Quality of Work Life It is essential to ensure that employees are constantly motivated, emotionally well-nourished, and focused on their goals. Provide time and space for adequate rest and avoid as much as possible being in a state of constant urgency, as well as supporting them in their family life and continuous professional development, fosters an environment where they can grow, fully realize themselves and generate loyalty with the company; regardless of your employment status, an individual with good memories of the company will be more willing to provide feedback and share their accumulated knowledge with their colleagues.. Conclusion: Addressing the Drain of Talent and Intellectual Capital Talent retention is a critical priority for companies that goes beyond operational efficiency; Turnover affects reputation and generates loss of valuable business knowledge. Given this, proactive dialogue and search for solutions are essential to maintain a positive environment. Avoiding flight involves developing resilience, interacting regularly and improving the quality of work life. Adaptability, genuine interest, and creating growth environments are key. Ultimately, effectively managing talent and intellectual capital drain requires structured policies and an authentic connection with collaborators. Investment in retention not only guarantees operational continuity but also builds a vibrant and constantly evolving company culture. The fight against this challenge is a constant commitment to continuous improvement and the appreciation of those who give life to the organization. In a world where talent is a valuable asset, companies that manage to retain their most competent professionals will be better positioned to meet the challenges of the future and thrive in a constantly evolving business environment. Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract Change is a natural and constant part of our lives that can be intimidating, but can also be a source of self-discovery, growth, personal fulfillment, and professional success. By keeping an open mind and a willingness to adapt as our circumstances and goals evolve, we can design a life of meaning, fulfillment, authenticity and abundance that creates wealth, recognition, heritage and a legacy for future generations, and that in turn allows us to enjoy the journey, learn from the challenges and celebrate the achievements along the way. Contents Life Transitions: Sources of Growth that Shape Who We Are Defining a Clear Strategy to Overcome Confusion Developing Impeccable Skills to Overcome Anxiety Finding Reliable Stimuli to Overcome Apathy Obtaining Sufficient Resources to Overcome Frustration Performing Effective Tactics to Overcome Stress Conclusion: Reaching a Good Port in Life Life Transitions: Sources of Growth that Shape Who We Are In our brief but significant journey through life, we face a series of transitions that challenge us, change us, and ultimately shape us. How we navigate these turning points, whether we treat them as obstacles in our path or as opportunities to excel and improve ourselves, can make the difference between success and professional and/or personal stagnation. Along the way, different sensations and feelings are experienced such as confusion, anxiety, conformity, frustration and stress, as we recognize that we do not completely control our destiny in this ephemeral shared earthly existence and we live with uncertainty about the"What will happen tomorrow?". From starting to work and changing professional careers to new personal circumstances derived from the passage of time and our lifestyles, each transition presents unique challenges and opportunities that we must address with: Strategy, clearly define the objectives and expected results, establish realistic expectations and develop a SMART action plan. Skills, mainly flexibility and adaptability to face new challenges and find opportunities in changing situations. Stimuli, derived from self-reflection, self-motivation and self-discipline; and the perspectives, advice and support of our friends, family and mentors. Resources, of a financial, human, material and technical nature necessary to develop our life projects. Tactics, to follow and adjust the strategy, apply skills, maintain encouragement and obtain the resources to make things happen. Each of these elements play a crucial role in our journey towards personal and professional fulfillment; besides, they are influenced by the aptitudes and attitudes of each individual, which means that what worked for one may not apply to another. Therefore, a complete package of solutions and a tailored suit must be developed for each person. Defining a Clear Strategy to Overcome Confusion The first step in designing a rewarding transition experience is to introspect, look inward, and discover what we want from this new experience in personal and/or professional terms. Our expectations should, at a minimum: Give us the opportunity to make a positive difference in the world. Allow us to grow and develop, and at the same time, enjoy and relax. Inspire and motivate us to reach our full potential. Provide a balance between challenge and stability. Challenge ourselves intellectually to be better. By understanding our intrinsic motivations, we can make more informed decisions about our path and seek opportunities that align with our personal and professional goals. If we do not know them, it is likely that we will opt for the first option that is presented to us as an "opportunity.". That is why you need to dedicate time to meditation without distractions, connecting with the superego, and have the necessary patience to follow a well-charted path, avoiding despair. One way to start these exercises is performing a filtering where we first define what we DON'T want (establish limits), and later selecting between the options, always prioritizing our well-being. This helps avoid excessive wandering and feeling lost or overwhelmed by the wide range of options that life presents. Once the development avenue has been defined, we must trace the path to follow, segmenting goals into personal, academic and professional development, and planning for the short (1 year), medium (3 years) and long term (5 years). This structure provides an effective and reasonable guide for achieving high-impact goals in our lives. It is crucial to remember and recognize that: "We become what we think about most of the time" (Earl Nightingale). Therefore, the correct definition of goals is essential, since we will become what we long to be.. Being adaptable and having the ability to adjust strategy based on changing circumstances is essential as life often presents unexpected surprises. Developing Impeccable Skills to Overcome Anxiety Knowledge forms the key that opens the door to personal and professional success. knowledge is transmitted and obtained in various ways; by continuing the academic path (primary, secondary, high school, professional and postgraduate), the professional path (field experience, diplomas, certifications) and the social (mentoring, coaching and social networks). Taking advantage of all these channels together, being hungry for knowledge gives rise to exponential growth of the person, since it allows you to connect the three types of learning (visual, auditory and kinesthetic) to form conceptual, procedural and attitudinal competencies. At the same time, proactivity in learning is key, as Les Brown emphasizes,"It is better to be prepared for an opportunity and not have it, than to have an opportunity and not be prepared.". Identifying the hard skills to develop can be a strategic process that involves careful research, evaluation, and introspection.Analyze in detail the responsibilities and functions associated with the role we want to occupy in our professional work and in society., and consulting resources such as industry reports, market trends, or reference materials can help identify skills relevant to success in our chosen field. One of the most relevant skills in this digital age and that can be applied in any industry is computer programming. At the same time, to achieve exponential growth and guarantee success both personally and professionally, it is essential to develop soft skills. Among the most relevant, the following stand out: Empathize and Recognize: Making people feel important when interacting with them involves maintaining eye contact, offering genuine compliments, actively listening to their opinions, and remembering details about them, such as their names and personal situations. Communicate Effectively Nonverbally: Maintaining an upright posture, offering firm handshakes, and projecting confidence through body language are crucial to conveying credibility and confidence. Self-Assess and Continuously Improve Communication: Record and review calls, meetings and conferences to improve the quality of oral and physical communication. Report in a Clear and Concise Manner: Use a four-point format: (1) what was requested, (2) actions taken, (3) possible risks or restrictions, and (4) future actions with more time or resources available. Build Deep Relationships: Ask questions about the environment where the person lives, their family, how they met their partner and their future plans. Coordinate with Others: Send messages highlighting weekly achievements, connections made, and future projects, thus encouraging transparency and engagement. Respect and Trust Others: Avoid talking about people and, instead, address them directly if you have concerns or conflicts, thus promoting an environment of respect and mutual trust. Always Be Willing to Learn and Improve: Learning implies, sometimes, unlearning. By developing hard skills and applying these soft skills, the ability to lead and collaborate in multidisciplinary work teams and thrive in the various personal and professional environments and situations that life tends to present. Finding Reliable Stimuli to Overcome Apathy From an early age, our brains tend to harbor great aspirations and dreams: be successful entrepreneurs, enjoy financial freedom at an early age, raise a family that feels like a home, and many more. However, as we grow, we often abandon those initial visions and settle for what seems most achievable or realistic within our environment. Along this path, we face various challenges and obstacles that test our persistence and determination.. These challenges can arise in our family, work or personal environment, sometimes becoming a monotonous and discouraging landscape full of power games, corruption and betrayals. This can fade the promises and illusions that once fueled our personal and professional growth, even leading us to live a quiet quitting, personal or professional. It is crucial to accept that each stage of life has its positive and negative aspects, and that there is always room for improvement if we are willing to put in the effort.. Following Jordan B. Peterson's premise, we should look for what is meaningful, not simply what is convenient. Knowing ourselves allows us to avoid falling into spirals of negative thinking, thus simplifying our experiences and facilitating effective decision-making. Maintaining connection with genuine friends, consuming motivating content and staying away from vices helps us focus on the best and work towards it. Each small step we take in building our dreams brings us a little closer to our goals, while each challenge overcome strengthens us and prepares us to face what is to come. Although the path to our dreams may present difficulties, it is never too late to reconnect with the aspirations of our past and continue building the future we long for. Let us always remember that persistence and dedication are the keys to making our dreams come true. Obtaining Sufficient Resources to Overcome Frustration The lack of resources necessary to achieve our dreams can generate anxiety, rejection and resentment towards life. To address this situation, it is essential to effectively take advantage of our main assets: time and money. Investing time in setting goals, developing skills, and improving our environment is crucial for consistent growth. Adopting a self-improvement mindset instead of comfort-seeking (following Jim Rohn's advice) paves the way to success. Financial education plays a fundamental role in the search for stability and in the realization of personal and professional projects and aspirations. Time management plays a vital role in staying focused on important tasks while facing the challenges and opportunities that life presents. With numerous responsibilities and ongoing projects, it is common to feel overwhelmed. Strong time management helps us stay focused and productive even in the midst of the chaos of urgency. Having an effective productivity system is crucial to maintaining control over our projects and freeing our minds from the burden of remembering every detail, allowing us to approach our work with greater peace of mind. A digital system allows us to store information related to our projects, monitor the progress of tasks and plan our time efficiently. Performing Effective Tactics to Overcome Stress Allowing responsibilities to pile up, resisting seeking help when needed, giving in to primal emotions, or getting stuck in negative emotional states can lead to loss of goals, missions, visions, and values. To counteract it, it is essential to maintain strong determination, resilience and persistence to transform the ordinary into something extraordinary as Saint Josemaría Escrivá de Balaguer pointed out. One of the biggest challenges we face on this journey is falling into a state of autopilot. This mental state leads us to go through life without paying real attention to our actions, decisions or environment; and it manifests itself in subtle habits like constantly checking the phone without a specific purpose, participating in conversations without really listening, or allowing our thoughts to wander without clear direction. The key to breaking this cycle is practicing mindful attention. It involves being fully present in the current moment and actively engaging in what we are doing. Instead of simply reacting automatically to external stimuli, mindfulness allows us to take control of our actions and decisions. In a world that values ​​innovation, creativity and adaptability, breaking the automated life cycle can offer a significant competitive advantage. By developing the capacity for conscious attention, we can take the helm of our lives and direct them toward personal and professional success. By paying attention to our actions and how we perform them, we can change negative habits for more positive ones that drive us towards evolution and growth. Conclusion: Reaching a Good Port in Life As Will Durant noted in honor of Aristotle's work, we are what we repeatedly do. Therefore, excellence is not an act, but a habit that requires continuous work. To achieve it, we must apply specific tactics: More than dreaming a strategy, we must work it. More than believing in our abilities, we must put them into practice and create the future. More than feeling stimuli, we must act on them with discipline and temperance. More than distributing resources without limits, we must be reciprocal. More than empathize, we must help. The journey to success is not a one-time act, but an ongoing habit. By working diligently on our Strategy, Skills, Stimuli, Resources and Tactics, we are equipped to handle any situation personally and professionally. Often, we focus so much on the final destination that we overlook the opportunities that present themselves along the way. Whether it's accepting an unexpected job offer or joining a startup with friends, it's important to be open to new experiences and take advantage of the opportunities that come our way. The path to success is intrinsically linked to our ability to find satisfaction in every step we take. By putting these concepts and knowledge into practice, we have the best tools to face any situation personally and professionally. The world eagerly awaits the arrival of people like you, with a new, fresh and innovative vision, without hidden vices, capable and willing to do things with a human, entrepreneurial, social and business sense that wants to leave a legacy for future generations. Your new and fresh vision is crucial to the future we all long for! Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract By addressing silent resignations as a collective challenge that leads to the gradual loss of motivation of employees and competitiveness of companies, joint action plans can be proposed where open communication, recognition of talent and balance between work are prioritized. and personal life, in order to build healthier and more sustainable work environments that lead to the personal and professional fulfillment of the collaborator and the business success of the organization. Contents What is Quiet Quitting? The Company Vision: Ignorance or Complicity Tips to Mitigate Silent Resignation The Collaborator's Vision: Burnout and Disillusionment Tips to Overcome Silent Resignation The Collective Challenge Presented by Silent Resignations What is Quiet Quitting? In a work environment full of noise and constant distractions, a reality that goes unnoticed by many leaders is the gradual loss of dreams, aspirations, passions, efforts, commitments and delivery of results that in a subtle way deeply impact the lives of employees and lead to a decrease in their performance and contribution to business success in an organization. This reality, invisible but omnipresent, stalks companies and organizations in their offices and work spaces., affecting all aspects of the business. Even if there is no formal letter of resignation, dissatisfaction and discontent are like a poison that undermines morale and productivity leading to a decline in competitiveness and service levels for internal customers (other departments) and external (users of our products and/or services). The Company Vision: Ignorance or Complicity From the company's perspective, silent resignations often go unnoticed or underestimated. Organizations can be so focused on their goals and financial results that they lose sight of the well-being and satisfaction of their employees. Sometimes, senior management disconnects from the daily reality of workers, without recognizing clear signs of discontent: No ideas are contributed to promote the business development and growth. There are people who feel unmotivated, devalued and unappreciated. Job satisfaction surveys do not reflect the tensions that are experienced. Quality of work and customer satisfaction have decreased. They have dysfunctional multidisciplinary work teams. Negative rumors are spread as power games. Talented staff quit “unexpectedly.” New policies and programs do not work. The departments are distant from each other. There is a high staff turnover. The corporate culture plays a crucial role in promoting or mitigating silent resignation. If the company fosters a toxic work environment, where communication is poor and conflict management is ignored, employees are forced to withdraw emotionally. This silent withdrawal can manifest itself in a gradual decline in productivity, a lack of social interaction and/or engagement, and a loss of talent tangible with a resignation, or intangible with a lack of active participation, without the company being aware of it. Tips to Mitigate Silent Resignation Some tips that can help companies mitigate the possibility of a silent resignation happening are: Value Wellbeing and encourage a healthy work-life balance. Promote Transparent Communication through open communication channels and spaces where employees feel comfortable expressing their concerns. Conduct Job Satisfaction Surveys to proactively identify and address problem areas before they become serious problems. Establish Programs of Personal and Professional Development with clear opportunities to grow, motivate and create a vision for the future in the company. Recognize and/or Reward to those who contribute to organizational goals and achieve those of their position. Address Conflicts proactively and equitably to avoid tensions. Provide Mentoring and Support guidance for unmotivated employees. Monitor Indicators such as decreased performance or lack of social interaction, to address problems before they become serious. As a last resort, Allow Collaborator to Leave, since silent resignation threatens productivity and business performance, generating disinterest and lack of commitment that affects service levels and the company's reputation as an employer. The company's vision must evolve towards a more holistic approach, recognizing that human capital is as valuable as financial capital. The planning and implementation of organizational transformation strategies that include wellness programs, job satisfaction surveys, and open communication channels are essential to detecting and addressing concerns before they become silent resignations. Also, foster an environment where your people feel free to express their concerns without fear of retaliation, overcoming the perception gap between the company and the collaborator in the context of the environment and way of working. The Collaborator's Vision: Burnout and Disillusionment From the perspective of the collaborator trapped in silent resignation, the experience is demotivating. Dissatisfaction often begins with small frustrations that, over time, accumulate to an unbearable weight. The lack of opportunities for development, recognition, reward and the perception of injustice feed a gradual disenchantment that is reflected in comments and thoughts such as: “I do the minimum to keep my job and I am not interested in growing in this company.” "I'd rather withdraw emotionally rather than risk losing my job." "I've seen talented colleagues leave and wonder if I should do the same." “I feel like just another employee and that makes me go to work without enthusiasm.” "The lack of communication about important changes is frustrating." "The culture here is toxic; I prefer not to get involved with others." "I feel stagnant, I don't see opportunities for growth here." "I cannot express my concerns without fear of retaliation." "I do my job, but I don't feel like it's recognized or valued." "I feel like my skills are not being used to their full potential." People who experience silent renunciation often feel stuck at a crossroads: fear of losing benefits, financial stability, or the stigma associated with leaving a job. Instead of openly expressing their frustrations, they choose to withdraw emotionally, committing only what is necessary to keep their job, finding comfort in what is easy and comfortable rather than pursuing what they are truly passionate about. Tips to Overcome Silent Resignation Some tips that can help people solve their situation are: Prioritize Personal Wellbeing and seek a healthy balance between work and life outside the office by not falling into an urgency trap. Set Clear Goals and Discuss Them with superiors to ensure a clear development path. Express Concerns, Fears and Frustrations without fear of direct superiors or the human resources department. Search Feedback Regular on performance and look for opportunities for improvement. Participate in Development Programs to improve specific or transversal disciplinary skills such as computer programming and grow in your career. Build Professional Relationships with colleagues and superiors to create a collaborative work environment. Look for solutions to the identified problems and propose constructive ideas rather than quietly withdrawing and waiting for them to resolve themselves. Ultimately, Evaluate Career Options and Opportunities that better align with personal goals and values ​​to avoid stress, anxiety, emotional burnout, burnout, and other health problems. Remaining in a state of silent resignation ends up impacting creativity and the quality of work, and therefore, labor relations and professional career. By seeing silent renunciation as an obstacle to fulfilling our dreams that can lead us to give up our own aspirations in favor of what is considered acceptable or successful, we can evaluate others paths and opportunities for personal and professional growth that lead us to a more complete and satisfactory course. The Collective Challenge Presented by Silent Resignations Silent resignation is not a problem isolated to disaffected individuals; It is a collective challenge that affects organizational health as a whole and puts at risk the development of a high performance organization. Companies must recognize the importance of maintaining a balance between financial objectives and the well-being of their employees. Leaders must cultivate a culture where open communication and caring for talent are priorities. Addressing these issues requires a concerted effort to improve communication, foster a healthy work environment, and address concerns before they become reasons for a silent exit. At the same time, Employees must cultivate self-awareness and recognize the patterns of complacency or fear that lead them to abandon their dreams. Setting clear goals together with leaders helps maintain focus and motivation. Seeking support from your social network and being open to change allows you to stay connected to your passions and pursue your goals with determination and clarity of purpose. By addressing silent resignation as a systemic problem, organizations can strengthen your human capital and build healthier and more sustainable work environments. Ultimately, silent resignation should not be considered an “acceptable normal,” but rather a wake-up call for positive transformation in the professional sphere. Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract Digital Transformation in Services is essential to offer exceptional service experiences that increase the satisfaction and loyalty of your customers in a globalized market in constant evolution. Through the adoption of technologies such as Artificial Intelligence (AI), data analytics, among others, Commercial and Leasing companies, Medical Offices, Accounting and Legal Firms, and Marketing Agencies, Consulting and Coaching are adapting their processes to remain competitive and drive innovation and growth in the service industry. Contents A Paradigm Change Technology in All Aspects of the Experience Key Technologies in the Digital Transformation in Services Challenges and Obstacles in Digital Transformation in Services Conclusion: Achieving Digital Transformation in Services is Key to Maintaining Relevance in the Market A Paradigm Change The Digital Transformation in Companies and Organizations more than an option,It is a necessity for business success in today's digital age, requiring the adoption and integration of digital technologies in all areas of the business to improve efficiency and productivity;and implies a comprehensive organizational change, with a well-defined transformation strategy, a evolution of processes towards best practices and one high performance culture with transformational leadership. In all industries,the integration of physical and digital work systemsIt is a continuous and multidimensional process that demands an approach focused on continuous improvement. In the case of services, an industry that makes its financial, human, material, technical resources, and time schedule available to its clients, faces the need to adapt and adopt new tools to remain competitive. This integration of Technology and Human Talent applies at all stages of service provision, from client prospecting, through presentation, negotiation and realization, to completion and post-sales follow-up.Thus facilitating communication and collaboration between different actors for faster and more accurate decision making that optimizes the use of resources, mitigates variation and improves workflow. Technology in All Aspects of the Experience In the Digital Transformation in services, technologies play a central role to offer more personalized, efficient and convenient services to customers based on their behaviors. These technologies have varied applications and place a strong emphasis on real-time data collection to deliver omnichannel experiences, online self-service, and data-driven personalization to differentiate and be more engaging than the competition by optimizing the delivery of value to your customers.. Each company requires its own package of solutions based on its individual conditions and realities derived from the variety of combinations between products and services that they can cover, since the specific application of each technology and its effective integration in different contexts will not be the same for everyone.. Key Technologies in the Digital Transformation in Services The Marketers and Leasing Companies, who make their resources available to their clients to achieve their business objectives and satisfy a tangible and/or economic need, require solutions with a focus on analytics and management of commercial and financial operations: Operations Data Mining and Data Science that allows you to discover hidden patterns, trends and opportunities that can drive relevant and informed business strategies and decisions. Digital Operations Monitoring to monitor the status of their processes and their client portfolios, allowing them to provide a better experience through digital control panels with key performance indicators (KPIs). Early warning dashboard that displays notification when the status of any of your accounts is at risk, as well as other specific demands of the operation. The Medical Offices, Accounting and Legal Firms, and Marketing, Consulting and Coaching Agencies, who make their time available to their clients to achieve their business objectives and satisfy an intangible need for experience and technical and/or specialized knowledge, require solutions with a focus on managing your time and knowledge: Information classification systems that allow you to quickly find formats, files, records and other documents to speed up customer service. Virtual assistants that eliminate redundant tasks, reduce administrative times and offer a better and more standardized experience to your customers. Both groups of companies requires: Implementation of Lean Services to achieve a cultural and thinking change that truly improves efficiency and customer experience, covering all areas of knowledge of the PMI plus its annex corresponding to the sector, regulations and applicable international standards such as ISO. Comprehensive Technological Architecture in which documentary processes are systematized, optimized and automated to free teams from administrative burden and allow them to concentrate on delivering value to the client. This architecture must contemplate and connect the tools that companies in the industry use such as: PMSs (Project Management Software) that improve coordination between different work teams. ERPs (Enterprise Resource Planning) that optimize workflows and process efficiency. SCMs (Supply Chain Management) that allow more precise monitoring of the supply. CRMs (Customer Relationship Management) that facilitates lead tracking and sales generation. O&Ms (Operations and Maintenance) that facilitate preventive maintenance and optimize the use of resources. Challenges and Obstacles in Digital Transformation in Services To make the most of these opportunities, it is necessary to overcome the challenges and obstacles associated with the adoption of new technologies and foster a culture of innovation and continuous learning in the organization. Among the most important are: Resistance to change: Many companies and professionals are accustomed to traditional work methods and may show fear and/or resistance to adopting new tools and processes. Lack of Standards and Interoperability Protocols: The diversity of system providers and the multitude of individual ways to configure them, each with their own standards and data formats, make collaboration and integration between different technological applications difficult. Cybersecurity: Digital connectivity carries the risk of cyberattacks and security breaches that must be addressed and prevented by implementing appropriate computer security measures. Implementation Cost: Investments in software, equipment and training may be excessive for the financial capacity of smaller companies, limiting their ability to adopt advanced digital technologies. Companies must carefully evaluate the return on investment of digital transformation and explore funding options and grants available at a local, regional or national level to support the adoption of digital technologies in your sector. At the same time,Technologies and projects that offer the greatest added value should be prioritized. With this, you can provide appropriate training and support to help employees become familiar with new technologies and understand how they can improve their work. In turn, new technologies and business models allow companies to adapt to changes in the market and respond quickly and effectively to unforeseen crises and challenges. Conclusion: Achieving Digital Transformation in Services is Key to Maintaining Relevance in the Market Technological needs will vary depending on the type of services provided. However, being actively involved in the search for new, simpler, more efficient and effective ways of operating can be the most determining factor in the success of a company that is dedicated to offering services to its clients. This sector has always been at the forefront of innovation and adoption of information technologies to provide a unique experience to its customers and satisfy the changing needs and expectations of its markets. The adoption of technology in offices and work spaces is and will continue to be a key differentiator to stand out in an increasingly competitive and globalized market. Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract Designing a Comprehensive Technological Architecture aligned with the conditions and realities of the business is essential to innovate, grow and prosper in an increasingly competitive and digitized business environment. By aligning technology with business objectives, adopting modular and interoperable approaches, prioritizing security and compliance, and continually improving through technological initiatives aligned with innovating methodologies and business needs, organizations can increase their operational effectiveness and strengthen their competitive position in today's market. Contents Implementing a Technological Architecture to Enhance Business Effectiveness Layers of a Comprehensive Technological Architecture Enterprise Architecture: Focused on Organizational Needs and Customer Expectations Application Architecture: Focused on Achieving Efficiency and Operational Effectiveness Data Architecture: Focused on Speed ​​and Flexibility in Service Delivery Technology Architecture: Focused on Innovation and Scalability of Systems Execution of Technological Initiatives Technological Initiatives Aligned with Innovative Methodologies to Optimize Business Processes Technological Initiatives Aligned with Business Needs to Automate Business Processes Conclusions: Development of a Reliable Comprehensive Technological Architecture Implementing a Technological Architecture to Enhance Business Effectiveness In today's digital age, where technology plays a fundamental role in all areas of business operation and management, digital transformation based on the design of a solid technological architecture has become essential for the long-term success of any company or organization, since it provides the necessary structure of systems and applications that enables operational efficiency, agile innovation and the ability to adapt to market changes. Layers of a Comprehensive Technological Architecture This technological architecture is made up of several layers of architecture that work together to build a solid technological foundation that supports business objectives, optimizes processes, and ensures the availability and efficiency of business applications and services. Enterprise Architecture: Focused on Organizational Needs and Customer Expectations Enterprise Architecture focuses on aligning the use and evolution of technology across the organization, as well as the adoption and creation of enterprise systems and applications that provide a satisfactory user experience (UX), aligned with the strategic objectives of the company. This layer searches to implement intuitive and attractive systems and interfaces to improve internal productivity and increase external customer satisfaction. This implies: Study the needs, behaviors and expectations of internal and external users to define and manage the application portfolio. Define intuitive, efficient and pleasant workflows with governance mechanisms in information technologies for decision making. Constantly collect and analyze user feedback to identify areas for improvement and make adjustments as necessary. Application Architecture: Focused on Achieving Efficiency and Operational Effectiveness Application Architecture focuses on the design and structure of individual applications within the company's technological ecosystem, which adapt and develop depending on the business processes to meet the operational needs of the organization. This layer must closely align with existing business processes and sequences of internal activities and operations to improve operational productivity. This implies: Characterize, document and review business processes to identify opportunities for improvement, optimization and automation. Select and implement technological systems and tools that increase productivity and reduce errors. Ensure seamless integration of systems to improve collaboration and data-driven decision making through modularization. Data Architecture: Focused on Speed ​​and Flexibility in Service Delivery The Data Architecture defines how data is captured, stored, backed up, retrieved, analyzed, processed and used to support business applications and adapt to changes in the business environment, such as new regulations, market requirements or technological advances. This layer must ensure that enterprise applications that support business processes can be scalable and flexible to ensure the proper functioning of the organization currently and in the future. This implies: Choose and/or create technological platforms appropriate to the needs of the business and that are compatible and interoperable with the general architecture. Manage the complete life cycle of applications, from design and development to retirement and replacement in an agile manner. Implement privacy policies and cybersecurity measures to protect business assets and ensure service availability. Technology Architecture: Focused on Innovation and Scalability of Systems The Technology Architecture provides the necessary foundation for the underlying infrastructure to support business applications and services seeking to guarantee the confidentiality, integrity and availability of information when managing access, proactively detect and address potential threats, bottlenecks and points of failure, as well as providing rapid response to incidents. This layer must ensure that the physical and digital components of the technological infrastructure that support the operation of applications are secure, stable, scalable and reliable. This implies: Establish communications networks, servers and other hardware and software components necessary to run and maintain the systems. Consider adopting cloud services to increase flexibility, scalability, and information availability. Monitor and optimize infrastructure performance to ensure security and resiliency as business needs change and new emerging technologies emerge. Execution of Technological Initiatives The development ofA Comprehensive Technological Architecture involves the execution of technological initiatives aligned with the business vision, taking into consideration the conditions and realities regarding Financial (Money), Human (People), Materials (Infrastructure / Hardware) and Technical Resources(Applications / Software) available in the organization. These initiatives represent specific projects designed to introduce new technologies, improve existing ones, or address particular operational challenges of the organization. It is essential to consider the robustness of these initiatives on a human scale, focusing on understanding and improving the interactions between each layer of the Technological Architecture to guarantee reliable support for applications and business processes that, ultimately, ensure the delivery of value to the user and the development of High Performance in the organization. This management must be addressed considering the active participation and understanding of those involved, as well as adjusting to the best practices of the business sector. Technological Initiatives Aligned with Innovative Methodologies to Optimize Business Processes By analyzing the organization's workflows and having a deep understanding of the business operation, improvement opportunities can be identified that respond to changes in the business and technology environment, emerging trends, market needs and specific operational challenges that could be addressed through the integration of technologies and application of methodologies that drive business results. In this sense, when searching: Better coordination: Software integration PMS (Project Management Software) such as MS Project and/or Primavera, together with the implementation of methods such as Kanban (visual boards) and Heijunka (task leveling techniques), enables efficient and visual management of tasks, deadlines and resources. This approach strengthens collaboration between teams, makes it easier to visualize workflow, identifies bottlenecks, and promotes more effective collaboration. Resource Optimization: Software implementation ERP (Enterprise Resource Planning) such as SAP and/or Enkontrol, combined with JIT (Just In Time) strategies, simplifies the comprehensive management of resources, from planning to execution. This not only significantly improves decision making, but also maximizes efficiency in the use of available resources, optimizing inventory levels and reducing waste. Resource Visibility: The combination of software SCM (Supply Chain Management) such as Oracle, and the application of VSM (Value Stream Mapping) connects key points in the supply chain, providing real-time visibility. This approach not only improves efficiency, but also reduces the risks associated with supplier management by proactively identifying and addressing potential bottlenecks. Deep customer knowledge: Software integration CRM (Customer Relationship Management) such as Salesforce, and the use of Gemba Journeys make it easy to collect and analyze customer data. This allows the personalization of services, follow-up of leads, generation of sales and improvement of customer satisfaction, reflected in greater loyalty. Maintain optimal condition of assets: The software application O&M (Operations and Maintenance) such as IBM Maximo and/or BIM360 Ops, together with the implementation of 5Ss and a visual Andon signaling system, automate preventive maintenance, optimize resource utilization and reduce downtime. This contributes to operational efficiency and improves coordination by enabling immediate response to operational issues, reducing downtime. The implementation of these integrative solutions between technology and methodology must be carefully planned and prioritized based on their alignment with the company's strategic objectives, the potential return on investment and technical feasibility. It is recommended to follow a structured approach that considers the factors proposed by Cliff ord Gray and Erik Larson: If it is a government regulatory requirement and/or mandatory by the client. If it is aligned with the strategy and business objectives. If it is the best option for the business. The competitive advantage it brings. The cost-benefit it provides. It is important to not underestimate the opportunities that open source software can provide such as Odoo, Linux, Apache, MySQL and PHP among others, since it can lead to losing economical, tested, stable and scalable solutions. However, insisting exclusively on open source software in a company could be a mistake by possibly integrating inferior applications when commercial solutions are already available, which could delay development. However, in the context of rigorous regulations, laws, procedures and standards such as ISO, the challenge arises of “thinking outside the box". Low maturity, both technological and procedural, can hinder the effectiveness of optimization initiatives. It is essential to highlight that optimization is not limited to cost reduction. It also implies substantial improvements in quality, process agility and the ability to quickly adapt to changing market dynamics. Successful implementation of integrative solutions must not only be financially efficient, but must also drive operational excellence and strengthen the organization's competitive position. Technological Initiatives Aligned with Business Needs to Automate Business Processes Automation plays a key role in optimizing business processes and is closely linked to intelligent workflow design. Precisely identifying which steps should be automated is crucial to ensure an effective implementation aligned with the true needs of the organization. Some examples of automation are: Automate the creation and management of employee profiles, permit procedures and performance evaluations. Automate account reconciliation, financial reporting, and invoice management. Automate the assignment of support tickets and responses to common queries. Automate task assignment, tracking and reporting. Automate inventory management and delivery scheduling. The development and integration of tools and systems for automating repetitive and manual tasks becomes essential to boost operational efficiency, by minimizing errors and freeing resources for strategic activities of the organization. That is why the development of computer programming skills has gained strength in recent years, allowing the generation of its own, independent solutions adjusted to the needs of the business. Finally, automation must be carefully planned to achieve a balance between efficiency and control. It is not simply about eliminating tasks, but rather ensuring that the organization maintains strong administrative control and has the proper documentation to operate effectively in this new automated environment. Conclusions: Development of a Reliable Comprehensive Technological Architecture The detailed review, precise documentation and standardization of processes, along with the integration of advanced technologies and the automation of key tasks, solidly position organizations to face market challenges and thrive in the digital era. Digital transformation is not a final destination, but rather a constant journey that evolves with the continuous emergence of new technologies. Adopting a user-centric, agile and adaptable technology architecture allows companies to move into the future with confidence, taking full advantage of technological opportunities to drive business success. Ultimately, this comprehensive approach strengthens not only the company's current position, but also prepares them to confidently embrace the opportunities that the technological future will undoubtedly present. Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract Information being one of the most valuable assets for companies and organizations, the need to store it in an orderly manner, protect it against threats and guarantee its integrity are critical aspects that must be considered to improve the daily operation and long-term sustainability of the companies and organizations by enabling informed decision-making that improves productivity and keeps the organization competitive in an increasingly data-driven business environment. Contents Implementing an Information Infrastructure to Boost Business Efficiency Data Storage: Order in Digital Chaos Data Protection: Information Security Data Traceability: Reliability and Transparency Conclusions: Classification, Security and Traceability, Pillars of Modern Digital Management Implementing an Information Infrastructure to Boost Business Efficiency In today's digital age, efficient information management has become crucial for business success. This management makes use of an information infrastructure that unites systems and technologies to feed databases where data can be stored, organized and retrieved efficiently for all types of analyses and studies that allow organizational performance management and data-driven proactive risk management to have a clearer vision of the current reality of the business and its future. In this context, companies store their information on physical media (hard drives, SSD solid state drives, USB memory cards, magnetic tapes, etc.) and digital (cloud services and local NAS network servers); and they use networks (local LAN, wide area WAN, as well as Ethernet, Wi-Fi, fiber optic, etc.) to carry out data transfer between its different management systems and business applications. To ensure that the information can be used correctly and appropriately, there must be secure, scalable and interoperable data transfer. This involves implementing measures to: Store data in an orderly, structured and supported manner in order to guarantee its performance, accessibility and availability at all times. Protect data against unauthorized access and unwanted loss or modification that put at risk the privacy of an organization's sensitive information and the competitive advantage of a business. Track the provenance and modification or manipulation of data with controls that allow monitoring the integrity, consistency and coherence of the movements in the information. Data Storage: Order in Digital Chaos Companies should consider implementing efficient storage strategies, such as proper allocation of storage resources, implementation of data compression techniques, and creation of regular backups (at least once a year) to mitigate the risk of data loss. In this context, Information classification systems (ICS) play a fundamental role in facilitating the search and retrieval of data in an agile manner, providing companies with the necessary tools to efficiently manage and locate documents, formats, files and records using classification methods: Hierarchical, where a tree structure is used. Tag-Based, where they are assigned tags or keywords. By Metadata, where metadata (data that describes other data) is associated. If we imagine a company as a vast ocean of data, the lack of adequate storage causes chaos and difficulty in navigating. ICSs act as digital compasses, organizing information into logical categories and allowing collaborators to quickly find what they need. to meet your customers' needs quickly and accurately. If vital information is scattered or difficult to locate, it will provoke in the collaborators frustration and feeling of urgency, in the system a repetitiveness of data, and as a result, slower and less effective customer service. The benefits of implementing these systems are several, among them: Agility in Customer Service: An efficient classification system results in an Immediate response to customer queries and needs. A prominent example is Amazon's approach, which organizes extensive sets of product data, significantly improving search and providing a faster, more personalized shopping experience. According to a Forrester Research study, companies that implement this approach have achieved a 20% increase in the speed of responding to customer queries, generating greater satisfaction and long-term loyalty. Error Reduction: The correct organization and updating of information minimizes human errors and builds confidence in data accuracy. Financial companies such as JPMorgan Chase have implemented these systems to reduce errors in reporting and transactions, achieving a 15% decrease in operational errors. This not only improves data integrity, but also strengthens customer trust and financial reputation. Normative compliance: Ensure a controlled and secure access to information It is essential to comply with regulations. In healthcare, Vanderbilt University Medical Center has implemented classification systems to manage patient data under strict privacy regulations. This initiative has resulted in 100% compliance with regulatory standards, guaranteeing the protection of sensitive data. Resource Optimization: Efficient data search reduces time spent on administrative tasks, allowing a focus on strategic activities. Tesla, for example, has used classification systems to organize manufacturing data and optimize the supply chain. This efficiency translates into a 25% reduction in operating costs, freeing up resources for strategic initiatives and improving competitiveness in the market. Open the door to innovation: Efficient data organization not only improves current operations, but also opens the door to the integration of innovative technologies and Digital Transformation. This includes artificial intelligence, predictive analytics and cloud-based solutions, which require large sources of structured data to function properly. This approach is not only strategic in the present, but also positions companies to take advantage of emerging technology trends. When ensuring access to information, it is essential to address issues in data processing, transfer and maintenance. The reality is that one of the most common problems IT faces is that the network is "slower than usual." The immediate reaction is usually to expand the bandwidth to give the network more capacity. This solution may be appropriate in some cases, but it may also be wrong in many cases, since network slowness is influenced by several factors, including: Spread of Unwanted Traffic coming from old systems or applications. Poorly Configured Systems that can affect performance. Inefficient Applications that send large volumes of data onto the network at inopportune times. Without proper analysis, increasing capacity can be a costly and wrong decision. It must be tested first to include batch processing systems, real-time processing, data analysis, artificial intelligence and machine learning, among others methods for processing data efficiently to obtain useful information. Data Protection: Information Security Companies should implement security measures, such as data encryption, user authentication, network segmentation, and user activity monitoring, to protect your data against internal and external threats. Data security is not just a complement, but an essential element to ensure fast and efficient access to information.The effectiveness of a classification system depends intrinsically on the security measures that are implemented; adjusting to the specific importance and sensitivity of the data. In this context, the international standard ISO/IEC 27001 emerges as a fundamental guide for establishing, implementing, maintaining and continually improving information security through an Information Security Management System (ISMS). This standard provides a robust framework that allows organizations to adapt their security practices to their specific needs and the constantly evolving threat landscape. Within the ISMS, information levels can be defined that reflect the diversity in the importance and sensitivity of the data. Concrete examples of these levels include: Public: Information without sensitive data, shared openly with the general public, such as advertisements and marketing advertising. Internal: Data used internally and not intended to be shared externally, such as operating procedures, institutional correspondence, and internal planning documentation. Restricted: Sensitive information that requires careful handling and access restricted to authorized personnel, such as customer data, financial information, and individual correspondence. Confidential: Highly sensitive data accessible only by specific individuals with special authorization, such as information that is part of the intellectual property and competitive advantage of the business. These classification levels not only provide a framework for determining necessary security measures, but also establish clear protocols for the management and protection of information. The combination of a well-defined classification system and the application of best security practices according to the ISO/IEC 27001 guidelines contributes significantly to the creation of a reliable environment for data management in any organization, an essential requirement to avoid power games, especially in the context of family businesses. In the field of cybersecurity, Effective cyber risk and threat management is crucial. Some key examples include phishing attacks to obtain information, the presence of malware that can damage systems, the risk of ransomware that locks files, DDoS attacks that disrupt services, social engineering to obtain sensitive data, exploitable software vulnerabilities, and data leaks that compromise privacy. To do this, they must implement countermeasures such as firewalls, intrusion detection systems (IDS), data encryption, access control policies and identity control, among other physical security measures to protect information against unauthorized access and data loss. Cybersecurity involves constant assessment, implementation of preventive and corrective measures, and continuous adaptation to address the evolving tactics of malicious actors in cyberspace and in our own work teams. This proactive approach is essential to strengthen the resilience of organizations in the face of growing digital threats. Data Traceability: Reliability and Transparency Companies can implement change control mechanisms, such as audit trails and digital signatures, to ensure data remains intact and reliable for use in analysis and decision making. Data traceability goes beyond simply tracking information throughout its lifecycle; it represents an essential catalyst for transparency and continuous improvement in business processes regarding the use and security of data. This capability not only provides the structure necessary to quickly organize and access information and provide clarity to processes, but also offers a historical perspective to analyze and understand the business evolution, thus nurturing decision making and creating an organization with high performance. The synergy between traceability and classification drives organizations towards business excellence, providing them with the necessary tools to successfully navigate an ever-evolving business world. Conclusions: Classification, Security and Traceability, Pillars of Modern Digital Management In summary, in the digital era, where information is an invaluable asset, efficient management, secure storage and data classification emerge as fundamental pillars for business success. The implementation of ICSs not only organizes digital chaos, but also enhances agility in customer service, reduces errors, complies with regulations and optimizes resources, highlighting the importance of speed and precision in the customer's perception of value. The Cybersecurity, supported by standards such as ISO/IEC 27001, becomes an essential shield to preserve the integrity of information at various classification levels, demonstrating that data organization and security are intrinsically interdependent. The Traceability, by joining the ranking, not only follows the path of data, but also provides a historical perspective, strengthening decision making and cultivating a culture of continuous improvement. Together, these practices form a comprehensive approach that moves organizations toward strengthening their capacity to Deliver exceptional customer service and achieve business excellence in a dynamic and challenging ever-changing environment. The investment in the development of these concepts is not only strategic, but also a declaration of commitment to efficiency, precision and customer satisfaction, thus anticipating a more resilient and successful business future. Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract The adoption of Lean has transformed the way organizations manage their operations and run their businesses. By optimizing production times, reducing costs, ensuring quality and improving safety, customer satisfaction is significantly increased and lasting cultural change is driven in organizations that allows them to thrive in a dynamic and competitive business environment. Contents The New Way to Manage Businesses Lean as a Philosophy of Value Principles of Minimizing Waste: Improving Efficiency Principles of Customer Focus: The Reason for Being of the Business Principles of Continuous Improvement: Commitment to Innovation Principles of Respect for People: Harnessing Talent Lean as a Working model Change Management: Beyond Technical Implementation Conclusion: Transforming Efficiency into Reality The New Way to Manage Businesses Modern business management, oriented towards the ability to adapt and the continuous search for operational excellence, found in the Lean philosophy an essential guide to redefining the way we approach business. Inspired by the principles developed by Toyota in its Toyota Production System (TPS) after World War II, Lean focuses on satisfying customer needs, maximizing added value, ensuring efficient flow and optimizing the use of resources to avoid cost overruns and unnecessary efforts. Instead of simply implementing new tactics or technologies, Lean promotes a change in mentality and behavior at all levels of an organization. From senior management, through middle management, to operational staff, an environment is fostered where incremental improvements are valued as much as major innovations, leading to constant and sustained evolution in efficiency and quality throughout the business development and professionalization path. This involves giving all employees the authority and responsibility to identify problems, analyze them and propose solutions in order to deliver higher quality products and services more efficiently, resulting in greater customer satisfaction and a sense of belonging for collaborators. By sharing information transparently and openly, work silos are broken down and a holistic approach to problem solving is encouraged that transforms the organization from its core to expand and grow in a positive and sustained way. Lean as a Philosophy of Value In its essence, Lean searches to generate exceptional customer value by minimizing waste, controlling variation and improving workflow across all dimensions of business management. Integrating the scope and its satisfaction conditions (time, cost, quality and safety) with all business operations for the creation and delivering added value to customers and profitability to the company. To achieve this integration, there are solid principles to generate high performance in the organizations that achieve high efficiency: Principles of Minimizing Waste: Improving Efficiency Balance workloads and eliminate excessive burden on people and teams. Go from supervision to supervision through controls and visual signals. Produce based on demand to avoid overproduction. Work towards common goals. Principles of Customer Focus: The Reason for Being of the Business Make long-term decisions, even sacrificing short-term results. Use stable and repeatable methods that produce reliable results. Stop the process when defects occur, guaranteeing quality. Prioritize customer needs over process. Principles of Continuous Improvement: Commitment to Innovation Make waste visible and eliminate it to ensure a continuous flow. Learn and improve to avoid making the same mistakes again. Support the network of partners and suppliers to grow and develop. When solving problems, be where they occur. Principles of Respect for People: Harnessing Talent Encourage participation, collaboration and personal and professional development. Train exceptional people and teams to achieve exceptional results. Implement technology to support people, not to replace them. Train visionary and transformational leaders who teach others. This framework of principles promotes the transformation of business management and that of its traditional leaders in "change's agents'', promoting cooperation, improved communication, and early identification and effective resolution of errors and problems. Business management then evolves from a hierarchical model to a collaborative one with distributed authority, and from a contractual approach to a relational one with shared risks that prioritizes the delivery of value and not the individual efficiency of the processes. Lean as a Working model In practice, the implementation of Lean has the purpose of eliminating work waiting for workers and vice versa. This is achieved through the dynamic and effective integration of the organization's strategy, structure and processes. Multidisciplinary teams (known as Value Offices), use efficient processes to design, plan, execute and control operations, focusing on customer value. In this collaborative system, the key lies in providing the necessary tools for each member to meet the objectives of their position. A cooperative approach, where supervisors ask themselves, for example,"What tools can I provide you to achieve your goals and, at the same time, contribute to the achievement of mine?", generates a work environment that enhances performance and efficiency, thus increasing job satisfaction and the sense of belonging that prevents staff turnover (silent or announced) What we are looking for when having these interactions is to produce a predictable and uninterrupted workflow, as well as an environment of rapid learning and effective communication between all levels of the structure to generate better coordination and responsibility for the planning, execution, monitoring and control of activities. The implementation of Lean should not be done in isolation. The integration of Lean with the Project Management Institute (PMI) and adherence to local regulations and international standards, such as ISO, are crucial to optimize operations and meet internal and external client standards. Change Management: Beyond Technical Implementation ImplementLean In the Business Management environment it involves much more than simply adopting new tools and techniques. It requires a profound cultural transformation, change management that transcends traditional barriers and generates new ways of thinking and acting. Overcoming resistance to change is one of the most common and significant challenges organizations face when implementing new initiatives such as Lean. This can arise from fears of the unknown, lack of understanding or support to implement it, and more. It is crucial to break entrenched industry paradigms and redefine business and personal culture due to the fact that a new strategy, process reengineering or the adoption of technology is of no use if people do not believe in change. Some effective strategies to overcome resistance to change and foster a successful transition to a Lean approach are: Communicate clearly the reasons and benefits of the change. Involve employees from the beginning and offer training. Establish clear goals and recognize achievements. Manage resistance proactively and demonstrate exemplary leadership. Be flexible and patient, continually evaluating and adjusting the process. Resistance to change is natural, but the reward of a business transformation with principles Lean It is a more agile, efficient and aligned operational process with customer expectations. Conclusion: Transforming Efficiency into Reality The implementation of Lean In Business Management is more than a strategy; it is a revolution in the way we conceive and execute our tasks. By adopting a philosophy focused on value, efficiency and continuous improvement, we not only improve operational results, but also lay the foundation for a more agile and adaptable company culture in a constantly evolving world. Change management is the master key that unlocks the potential of Lean, taking our operations to new heights of efficiency and excellence. By fostering a culture of continuous improvement, collaboration, employee empowerment and customer focus,Lean not only supports the business process transformation but also lays the foundation for innovation and future growth.Lean It is not only a management methodology, it is also a catalyst for cultural change and business excellence. Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract To achieve success in a constantly evolving business environment, you must create an environment conducive to the efficiency and long-term success of the organization. By ensuring effective collaboration with transformational leadership, where trust, healthy and constructive conflict, commitment to decision-making, mutual accountability and focus on collective results are priorities; Harmonious collaboration and high performance can be achieved throughout the organization so that you can meet the challenges of your day and day and thrive. Contents The Importance of Collaboration and the Role of the Leader in the Integration of Multidisciplinary Teams The Five Dysfunctions: A Challenge for Integration Absence of Trust Fear of Conflict Lack of Compromise Evasion of Responsibilities Lack of Attention to Results Conclusion: Developing Discipline and Perseverance The Importance of Collaboration and the Role of the Leader in the Integration of Multidisciplinary Teams Collaboration has always been a catalyst for innovation and progress by bringing together people with different experiences, talents and perspectives. They offer a wealth of ideas and solutions that a single individual or homogeneous group simply could not match. These people work toward a common goal by combining their knowledge and talents in fields such as technology, design, sales, marketing, finance, engineering, and more. The formation of multidisciplinary teams that achieve a continuous and harmonious flow in business operations requires trained leaders. These leaders play a vital role in guiding the team towards excellence through situational, inspiring and transformative leadership that makes everyone on their team feel recognized, valued and involved in the business project; which implies: Don't Take Things Personally to avoid entering psychological games and power dynamics, especially in the context of family businesses. Active Listening the opinions, interests and concerns of your team and fostering a climate of trust, cooperation and growth. Provide Clear Direction and ensure everyone is aligned around a common purpose from the start. Knowing How to See People's Potential and Help Them be the best version of themselves personally and professionally. Recognize achievements in public and Correct inappropriate behavior in private. Be Flexible to adapt to changes. Trust on the capabilities of your team. Boost creativity and innovation. Be Close without losing authority. In turn, the leader is responsible for managing events and work meetings with a participatory approach in which they collaborate simultaneously in the same space, integrating physical and digital media to solve problems with a clear and shared vision of the situation. To achieve this, leaders must ensure four key points: Planning: You have a clear objective and prepare in advance. Efficiency: There is a prior agenda of the topics to be discussed and it is followed. Effectiveness: The aim is to resolve problems and not just notify them. Transcendents: A backlog with the agreements, dates and responsible parties is generated. The Five Dysfunctions: A Challenge for Integration Unfortunately, Achieving genuineness in teamwork within companies and organizations is often elusive due to the challenges of working with people who have different ways of thinking and expressing themselves.. Patrick Lencioni, in his work"The Five Dysfunctions of a Team", highlights the natural but dangerous obstacles that threaten team harmony and effectiveness, highlighting the importance of effective collaboration as a foundation for achieving success. High Performance throughout the organization and promote success throughout your Business development. In his analysis,Lencioni reminds us that teams are, ultimately, made up of human beings, not interoperable and interchangeable machines at our convenience; and despite existing and documented processes, tools, standards, guides and good practices, The lack of collaboration between people has historically been the biggest obstacle in the growth of organizations. This lack of collaboration is due to five dysfunctions that must be addressed consecutively to achieve harmonious cooperation. Absence of Trust Trust is a fundamental component to form a cohesive and efficient team and involves feeling secure in the good intentions of colleagues and allowing mutual vulnerability. The lack of these elements causes waste of time and energy in controlling behavior, apathy and reluctance to assume risks and responsibilities, which keeps morale low and encourages staff turnover (silent or announced). Stephen M. R. Covey, in his work“The speed of trust”, maintains that trust is the foundation on which solid and productive relationships are built, both in the professional and personal spheres and relates it to two key components: The credibility, composed of integrity in deeds and words, the intention behind the actions, the capabilities of the person, and the results and history of success in delivering results, and, Behavior, which is guided by values, norms and practices that promote or hinder initiative, positive interaction, creativity, integrity and collaboration. Leaders are those who model these elements and influence (directly or indirectly) their collaborators to adopt them in their daily work. Therefore, they must be the first to demonstrate their own vulnerability and create an environment where it is not punished. Fear of Conflict Lack of trust leads to fear of conflict, hindering the open and passionate discussions required for the growth of lasting relationships. Contrary to the belief that conflict wastes time, healthy conflict saves time by addressing problems directly and completely. Unfortunately, this is often avoided, especially in hierarchical work environments to avoid resentment, causing tension and repeating unresolved problems. At this point, the leader must anticipate potential conflict and promote healthy conflict by allowing and encouraging open, passionate and informed discussions to facilitate the decision-making process and conflict resolution by addressing disagreements in a constructive (win-win), assertive (with data) and empathetic manner (showing willingness and openness to negotiate). Al Switzler, in his work “crucial conversations'', addresses the importance of effective communication and conflict management through the principles of effective dialogue: focus on what you really want, observe the content and perceive the atmosphere, seek security during the conversation, and move on to action. positive and transformative way. Recognition that high-stakes discussions can come as unpleasant surprises is relevant. Preparation and care in handling these situations are crucial to avoid negative outcomes, such as violence or silence. The importance of establishing trust and security at the beginning of the conflict and clarifying the conclusions at the end to avoid confusion opens the door to decision-making and actions that promote the true achievement of results. Lack of Compromise The absence of healthy conflicts results in a lack of commitment since there is no consensus on decision-making, in which the opinions of all participants are often not taken into account, and their concerns are not addressed and resolved, which ultimately affects the effectiveness and cohesion of the team and the organization in general. The leader must guide the establishment of a common purpose that is clear, challenging, meaningful and accepted by all so that team members know what their role and importance are, and can apply standards according to that purpose. The organization must value, recognize and celebrate the contributions of members to foster personal satisfaction, sense of belonging and commitment; At the same time, the organization must identify, address and correct inappropriate behavior to foster a positive work environment. In establishing these commitments we must seek to specify exactly the actions that will lead to the results you have in mind, and assign them to a specific person at a specific time to avoid ambiguity, ensuring that the time and effort invested in decision-making translates into concrete and successful actions. Evasion of Responsibilities The lack of clear and unequivocal commitment causes a low level of accountability that must be resolved by holding each other accountable, strengthening relationships and maintaining high expectations. Peer pressure becomes an effective means of motivating improvement and reducing the need for bureaucracy in the business performance management. The leader must allow the same team to serve as the primary accountability mechanism with a culture of open feedback and continuous learning that takes into consideration strengths, weaknesses, successes and errors for the sharing of responsibilities, and the development of leadership among members; thus promoting mutual support, an environment where hard work is combined with fun and well-being in a balanced and positive dynamic. Jim Collins, in his work“From good to great”, describes how successful companies follow a "circle of virtue," where open feedback, continuous learning and shared development contribute to a strong and cohesive organizational culture and to a positive cycle of sustained success that allows a team to evolve from good to great. Lack of Attention to Results The inability to hold each other accountable creates an environment where individual and/or departmental needs take precedence over the team's collective goals. Is essential to maintain a constant focus on defined collective objectives as a lack of attention to results can lead the team to drift, focusing on status and business politics rather than meaningful goals. The leader keeps the team focused on consistently producing meaningful results, successfully achieving their goals and objectives, seeing mistakes not as failures but as valuable opportunities to learn and improve. Flexibility and adaptability are key to overcoming challenges that may arise over time. Conclusion: Developing Discipline and Perseverance Although this approach seems simple in theory, in practice, achieving these levels of collaboration requires discipline and perseverance, but the long-term benefits in terms of efficiency, creativity and job satisfaction are significant. Before addressing each dysfunction individually, it is crucial to evaluate the equipment and identify opportunities for improvement. In the pursuit of excellence, effective collaboration is key. Maintaining transformative leadership that overcomes dysfunctions with discipline and perseverance is essential to creating efficient and cohesive multidisciplinary teams. By adopting this approach, organizations not only improve their processes but also prepare to meet the dynamic challenges of the current and future business environment. The future belongs to those teams that not only face challenges, but transform them into opportunities. In every challenge and every achievement, the collaboration revolution is underway. Multidisciplinary teams, guided by transformational leaders, are writing new success stories. Remember that effective collaboration is not just a goal, it is the path that defines the journey to lasting success. Go Team! Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract Technology is completely revolutionizing construction project management. By integrating visual, quantitative and qualitative methods to evaluate project performance, informed decision making can be facilitated and effectiveness and efficiency in monitoring implementation can be improved; thus promoting innovation and success in real estate developments. Contents Transforming Construction Project Management through Technology Complete Understanding of the Scope with BIM Visual Evaluations without Filters with 360° Photographic Reports and Point Clouds Detailed Quantitative Assessments with Key Indicators Key Indicators to Measure Design in Construction Projects Key Indicators to Measure Planning in Construction Projects Key Indicators to Measure Execution in Construction Projects Key Indicators to Measure Control in Construction Projects Detailed Qualitative Evaluations with Plus and Delta Analysis Digital Supervision: Certainty and Efficiency Transforming Construction Project Management through Technology Construction project management is essential for ensuring that real estate developments are completed on time as planned, within the budgeted cost, with the required quality standards and safety that prevents accidents. This process involves directing and organizing each part of the project life cycle, from defining the real estate developer's objectives and strategies, through planning its execution and the integration of work teams to develop it, until its construction and delivery for the operation and maintenance of the asset. In this context, the supervision of the execution and control of the work site is a crucial part of the success of real estate development. and presents a number of unique challenges depending on the nature and type of project we seek to create. However, some challenges that we can find in most projects are: Changes in Scope due to customer requirements, unforeseen conditions or on-site discoveries; many times without extension of time. Pressure to Meet Tight Deadlines due to financial restrictions, contractual commitments or customer demands; without compromising quality or safety. Cash Flow Problems due to poor commercial, operational and/or credit management. Conflicts Between Different Parties due to poor performance, discrepancies in the interpretation of requirements or due to opposing interests between the parties. Environmental impacts due to poor resource management and low awareness of sustainability and corporate social responsibility. These and other challenges associated with supervising construction projects require proactive management to ensure projects are completed in a timely, efficient, satisfactory and safe manner. To this end, the adoption of new technologies on the job site allows real estate developers, investors, managers, supervisors and workers to monitor and manage the progress of a construction project in real time. This implementation of technology in construction collects data and analyzes project performance, as well as facilitate quick and informed decision-making through accessible and understandable reporting systems that allow all parties to understand information quickly and effectively, regardless of their technical level, through the use of visual, quantitative and qualitative evaluation methods that ensure that all interested parties are in tune with the conditions and realities of the project. Complete Understanding of the Scope with BIM The Implementation of Building Information Modeling (BIM) in projects seeks to facilitate collaboration between all parties by providing a comprehensive and detailed view of the asset to be built that facilitates early problem detection, coordination between teams, informed decision making and construction project execution planning. The design developed in BIM can be applied in conjunction with Virtual, Augmented and Mixed Reality technology to create digital spaces that allow simulating different scenarios and clarifying the scope of the project and what corresponds to each actor, allowing more accurate and efficient supervision of the entire project life cycle. Furthermore, this integration not only provides a detailed visual representation of the project, but also allows all interested parties better understand the scope and requirements of the project from the beginning. This helps avoid misunderstandings and discrepancies in the interpretation of project requirements, which in turn improves coordination and collaboration between the teams involved. Visual Evaluations without Filters with 360° Photographic Reports and Point Clouds Visual transparency is essential in project supervision. Currently, the majority of methods to achieve this vision are through photographic reports and regularly scheduled site visits. However, most of the time, one-way photos tend to omit or hide parts that you don't want the client to see; and when it is known that a site visit will be carried out, it is organized, cleaned and adapted in order to simulate a reality different from the one in the project. A key paradigm shift to overcome the limitations of traditional photographs and scheduled visits, as well as provide a complete and detailed view of the work, is through the capture of 360° photographic images of the site, which can be obtained from cameras, cell phones and/or drones,and surveys using point clouds, which can be obtained from laser scanners and/or drones. These images and surveysThey not only document progress, but offer a complete and unrivaled view of the quality of execution, eliminating any possibility of hiding or omitting information. An example of the visual transparency that a 360° visualization can provide can be seen below: 360° survey These types of surveys are not only an effective tool for project control by having a comprehensive vision that can be preserved as a historical record of what was built, but they also become a valuable advertising material in real estate commercial management, providing a more detailed immersive experience for clients that generates trust and demonstrates a commitment to honesty in the presentation of the property throughout the construction process, thus generating differentiation in the market with an innovative technological and quality-oriented approach. Detailed Quantitative Assessments with Key Indicators Key Indicators provide a quantitative assessment of project performance that allows you to objectively measure and evaluate various aspects of the project and the fulfillment of the goals, which facilitates informed decision making and early identification of potential problems, allowing stakeholders to take proactive and strategic measures to avoid impacts on time, cost, quality and safety. Key indicators can cover a wide range of metrics, these can be classified into functional areas of the project. Some examples are: Key Indicators to Measure Design in Construction Projects Requests for Information (RFI's) Open (On time, expired) vs Closed and their percentage of Attention. Additive and Deductive Change Orders (O.C.) by project topics. Proposals (Submittals) Open (On time, due) vs Closed and their Attention percentage. Design Package Delivery (Transmittals) Progress in the documentation of changes (Redlines and/or As-Built). Key Indicators to Measure Planning in Construction Projects Procurement of materials, machinery and labor. Progress by contract, front and/or subcontractor vs. what was planned. Preparation and anticipation of activities. Restrictions and their release. Commitment levels. Variation of milestones. Key Indicators to Measure Execution in Construction Projects Use of general machinery by the Cost Center. Labor Productivity. Compliance with commitments. Reasons for Non-Compliance. Key Indicators to Measure Control in Construction Projects Human Resources such as Current Workforce, Absenteeism and Staff Turnover. Administration such as Plan vs. Actual Budget and Operational Profitability. Of Acquisitions as the Service Level. Quality such as test results, attention to non-conformities and level of customer satisfaction. Safety such as Incidents, Stoppages and Accidents. By collecting and analyzing quantitative data on these aspects of the project, stakeholders can identify trends, detect deviations from established objectives and take corrective action in a timely manner. This objective measurement is essential to ensure effectiveness and efficiency in the supervision of construction projects. To enable objective and accurate measurement of project progress and performance, there must be security, confidentiality and integrity of data, ensuring that sensitive information is safeguarded and accessible for viewing and/or editing only to those authorized. This meticulous attention not only meets standards, but also strengthens trust in the entire work team. Detailed Qualitative Evaluations with Plus and Delta Analysis Plus and Deltas analysis is a technique used to evaluate project performance by identifying which aspects are working well (Plus) and which areas could be improved (Deltas). The inclusion of these qualitative comments in project supervision is essential, since they aim to understand the complexities behind the visual reports and the results of the indicators; as well as addressing issues outside the execution of the project in a more holistic and proactive way. The positive aspects of the project, or Plus, are those areas that are meeting or exceeding expectations and positively contributing to the success of the project. Some examples may be: Operating efficiency: “Effective management of resources has allowed for constant progress and timely achievement of milestones.” Transparency and Communication: “The implementation of digital platforms has improved communication, keeping everyone informed in a clear and timely manner.” Adaptability to Changes: “Flexibility in planning has allowed effective adjustments in response to unforeseen changes.” Quality of Execution: “Regular inspections have ensured that each phase of the project meets established quality standards.” On the other hand, the areas of improvement, or Deltas, are those that present opportunities to optimize project performance and achieve better results.Some examples may be: Internal communication: “The lack of coordination between departments has led to misunderstandings in the implementation of certain aspects of the project.” Risk Management: “The lack of a robust contingency plan has led to delays in resolving unexpected issues.” Customer experience: “The lack of constant feedback has left clients feeling disconnected from the progress of the project.” Staff training: “Lack of training has led to avoidable errors in certain technical aspects.” This approach not only seeks to punish a visual detail or data out of parameter, but also strives to identify the root cause and propose comprehensive solutions; as well as celebrate the achievements of the work team, its registration and storage in information systems is key to knowing, understanding and relating antecedents, paving the way to proper accountability, project success, and stakeholder satisfaction. Digital Supervision: Certainty and Efficiency Digital Monitoring and Supervision of Projects redefine project control, providing all project parties with a comprehensive platform to monitor and evaluate execution progress. By leveraging new technologies and ways of working based on Lean work methods, teams can improve efficiency, accuracy and safety in the workplace, and achieve outstanding results on their projects. While there are challenges and considerations to take into account, such as costs, training, and integrating systems and equipment into this new way of operating, the potential for digital monitoring to drive innovation and success in construction is undeniable. With innovative approaches, accessible systems, new visual perspectives, detailed key indicators and new ways of understanding results, we can ensure success and confidence throughout the entire project lifecycle. Those who embrace these technologies effectively will be best positioned to lead the industry and meet the challenges of the future with confidence. Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract Achieving high performance in delivering value to customers is a fundamental objective for any company that aspires to stand out in its sector and remain competitive in the long term. To achieve this, the reorganization of the business based on clear and focused strategies, the establishment of formal but pragmatic governance mechanisms and processes aligned with the business strategy; as well as the active participation of senior management and the effectiveness of middle management and operational staff, are essential elements to achieve excellence at all levels of the organization and business success. Contents Organizational Culture: Catalyst for Business Success Rational System: Establishing an Effective Framework that Models Desired Behaviors Clear and Focused Business Strategies Formal and Pragmatic Governance Mechanisms Formal Processes Aligned with the Business Strategy Emotional System: Encouraging a Collaborative and Results-Oriented Work Environment. Involved and Communicative Senior Management Efficient and Effective Middle Management Capable and Committed Operational Personnel Conclusion: Achieving High Performance is Everyone's Commitment Organizational Culture: Catalyst for Business Success Business success goes beyond having a brilliant idea or an innovative product. Rather, it is the result of a combination of factors that come together to create an environment in which the company and its employees can thrive and perform highly effectively in delivering value to customers. This value creation is not built overnight nor is it achieved with a single change or action. It is about planting a strong and cohesive organizational culture that reflects values ​​such as responsibility, leadership, service, commitment, honesty, innovation, among others, and encourages excellence in all aspects of the business. This is because the organization and its performance is the result of the individual ways of thinking and acting of its members that add up to a collective effort.. These ways of thinking and acting are shaped and influenced by two systems that act simultaneously in the organization, these being the rational, that shapes daily operations and establishes the strategic direction, and the emotional, that influences how employees relate to each other and to the company as a whole. Rational System: Establishing an Effective Framework that Models Desired Behaviors The main purpose of establishing a robust rational system is to generate and maintain independence of middle management and senior management leaders, and allow the organization to operate on its own and develop exponentially in highly competitive and changing environments. This is achieved by integrating three key pieces: Clear and Focused Business Strategies In today's increasingly dynamic and competitive business environment, businesses must adapt to market changes, customer demands, and emerging technology trends. This implies constantly transforming to remain competitive, relevant and sustainable in the long term. In this context, uncertainty about the future of an organization at its different levels and ambiguity about expectations and priorities can substantially undermine efforts to develop business excellence. It is because the formulation and communication of business strategies, where the future of the organization and the role played by each collaborator is discussed, is key to align focus to the desired outcome and boost team morale. Formal and Pragmatic Governance Mechanisms A good organizational performance management requires clear leadership and decision-making structures that have roles, responsibilities and accountability mechanisms based on results. These mechanisms must be flexible and adaptable to respond to the changing needs of the business environment. Establishing business objectives that are specific, measurable, achievable, relevant and tangible over time is essential to evaluate the organization's progress and adjust strategies as necessary to achieve goals. At the same time, fostering a culture of responsibility involves each member of the organization taking responsibility for their actions and contributing to the overall success of the company. Formal Processes Aligned with the Business Strategy A high-performing organization requires robust operating systems that optimize processes and ensure consistency in the delivery of its products and services. For this, it is necessary to characterize, document and review the organization's processes constantly and train staff in their implementation and monitoring to ensure that they are aligned with strategic objectives and that they respond in an agile manner to market demands and operational realities. Emotional System: Encouraging a Collaborative and Results-Oriented Work Environment. The main purpose of establishing a harmonious emotional system is to encourage innovation, creativity and commitment of collaborators by keeping all members of the organization aligned with the objectives and strategies in an environment where they feel comfortable sharing ideas, concerns and suggestions. This is achieved by integrating three key pieces: Involved and Communicative Senior Management The active participation of senior management goes beyond establishing and communicating a clear and motivating vision for the business; includes getting directly involved in the support and development of human talent and work teams. Having the right people in key roles and avoiding power games, especially in the context of family businesses, is fundamental to the success and stability of the organization. These people must be able to foster a culture of innovation and continuous learning, implement systems and maintain operational excellence that allows the company to remain relevant and competitive. Instead of exerting authoritarian control, senior management must adopt a more collaborative approach focused on influencing collective behavior to generate commitment to results. This involves moving from simply giving instructions to inspiring and motivating team members to take responsibility and achieve established goals. Efficient and Effective Middle Management Middle managers play a crucial role as a link between top management and operational staff. To be effective, they must be able to accurately describe business processes and fundamentals, as well as clearly communicate expectations and priorities to their teams. In addition, they must act as facilitators of change and promoters of a solid and positive organizational culture. These leaders model the organization's values ​​and influence (directly or indirectly) their teams to adopt them in their daily work. They should pay special attention to negative attitudes in their subordinates that can hinder individual performance and business success. Some of them are: Not knowing your aspirations, null or unclear goals. Have a short term vision without a growth mentality and leave a legacy. Hide behind one defeatist mentality assuming that you have bad luck and it is all the fault of unfair situations that surround you, making you a victim. Be a slave to your pleasures from impulses. Maintaining an uncontrolled state of excessive consumption (fast food, alcohol and drugs, entertainment and social networks, compulsive shopping, among others). Expect new changes and effects in your life without destroying repetitive negative behaviors. A highly routine environment to avoid that which does not remain within your environment excess of comfort conditioned by fear of failure. Not knowing how to let go or ignore what is not convenient in the long term.Holding on to what you want in the moment over what you need for the future. By providing timely and efficient support, where employees are guided with respect, teaching and human sense, leaders can help transform these attitudes into positive behaviors that boost individual and collective performance, as well as fostering a good work atmosphere that allows working with enthusiasm and respect. These positive behaviors include: Accept and overcome the past, live and take advantage of the present, mentalize and take action towards the future that you want for yourself and your loved ones. Keep the faith in whichfinal prevails regardless of the difficulties, and at the same time, face adversity of current reality. Aim for the greatest possible good that can be conceived, removing distractions from the road and shifting focus. Yes it must change and it can change, it changes. You don't want things to be easier but rather you develop your strength, wisdom and courage to overcome challenges. Constantly look for doors and opportunities for growth to take advantage of all that life has to offer. Set healthy boundaries and develop a strike system that is communicated and respected. Capable and Committed Operational Personnel The operational staff, as the basis of the organization, must be able to perform duties independently by being able to make decisions and assume responsibilities when situations warrant it. This requires adequate training and the implementation of formal communication methods that facilitate the coordination and collaboration between different teams and departments to provide the necessary support and resources so that results can be achieved efficiently, smoothly and effectively. Having training programs, mentoring and growth opportunities helps employees in their personal and professional development, keep the company at the forefront of its sector and avoid talent rotation (silent or announced). Finally, promoting a healthy work-life balance is essential for employee well-being and company productivity. Conclusion: Achieving High Performance is Everyone's Commitment Achieving a high-performance organization requires a holistic approach that spans from the inspiring leadership to a solid organizational culture, through effective communication, continuous development and constant innovation. By adopting these keys and committing to excellence at all levels, companies can create an environment in which both employees and the organization can reach their full potential and achieve sustainable long-term success. By creating a sound rational system and encouraging a harmonious emotional system, a company can generate and maintain organizational harmony, as well as establishing an effective command order that directs the team's efforts towards the release of restrictions and the true achievement of results, enhancing the individual culture, and therefore, the organizational culture. Achieving and maintaining high performance in an increasingly competitive and changing business environment is essential for business survival. Culture not only drives short-term success, but also strengthens the identity and purpose of the organization, allowing it to thrive and grow sustainably over time. Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract In today's increasingly dynamic and competitive business environment, companies must adapt to market changes, customer demands and emerging technological trends. This means constantly transforming to stay competitive, relevant and sustainable in the long term. However, carrying out a successful business transformation is not an easy task. It requires careful design, efficient planning, smooth execution, and effective control to ensure alignment and commitment by all members of the organization. Contents Bases of a Business Transformation: Awareness and Definition of Change Planning Business Transformation: Defining SMART Strategies and Objectives (S) Specific: Clear, well defined and understood by everyone. (M) Measurable: Numerical data from a reliable source. (A) Achievable. Compliant under current conditions. (R) Relevant. They must trigger an action depending on the result. (T) Time-based. They have a defined time. Executing Business Transformation: Establishing Harmony in the Organization Controlling Business Transformation: Managing Change Conclusion: The Strategy belongs to All Members of the Organization Bases of a Business Transformation: Awareness and Definition of Change Every Business Plan, the set of principles, guidelines and objectives of an organization, sees the need to constantly reinvent itself and transform itself to stay relevant and competitive in the face of market trends, customer demands and regulatory changes. This with an approximate frequency of at least three years, varying depending on the industry and sector in which the company participates, however, as a general rule, it should be reviewed at least once a year in search of opportunities for improvement. . This business transformation, generally associated with the same organization growth that allows exploring new horizons, it is not simply about implementing new technologies or changing internal processes; it is a holistic process that involves cultural, organizational and strategic changes that impact all aspects of the organization in search of achievement in terms of: Increase Profitability: Create value for customers and meet your needs with greater operational efficiency and better profit margins. Accelerate Growth: (Re)invent products and/or services to obtain differentiation, positioning and a competitive advantage. Maintain Survival: Overcome internal crises and changes in the competitive environment by making better use of available resources. Having clarity about the impact we seek to achieve in our Vision and Business Model is the first step to validate the need and urgency of change. This transformation awareness can be achieved through the use of the Business Model Canvas, with which we can conceptualize in an easy and visual way what would be the impact of our decisions when providing service to clients to obtain income and benefits and discern what changes would be the more they would help the business achieve its objectives. Planning Business Transformation: Defining SMART Strategies and Objectives For a business transformation to be successful, it must be supported by a series of strategies and objectives that provide direction and focus to the change, and allow the organization to measure its progress and adjust its approach as necessary. These strategies and objectives must meet with SMART features. (S) Specific. Clear, well defined and understood by everyone. Greg McKeown, in his work “Essentialism — The Disciplined Pursuit of Less”, explains that most organizations tend to have vague values, overly broad visions, and boring and unemotional goals. When defining SMART goals, we seek to answer the question:“What are we going to do specifically in line with our values ​​and our vision?”. The answerIt should be simple, inspiring, concrete, meaningful and quantifiable. Some examples may be: “Improve efficiency and productivity by implementing _____ before _____.” “Innovate and develop new solutions to change _____ before _____.” “Position in the market and surpass _____ by the end of _____.” “Create an external collaboration with _____ by the beginning of _____.” “Acquire financing from _____ before launching _____.” “Increase revenue by _____% by the end of _____.” “Open an office in _____ before starting _____.” “Obtain _____ certification during _____.” “Reduce expenses by _____% by the end of _____.” (M) Measurable. Numerical data from a reliable source. Quantifying progress toward achieving goals in terms of key performance indicators (KPIs) and behavioral indicators (KBIs) is one of the most powerful tools when driving change, since itIts analysis awakens a sense of urgency in people and triggers continuous improvement throughout the organization. due to that (non-)fulfillment of goals can trigger impacts: Financial, in ROI, ROA, ROS, ROE, EBITA, Sales, Cost, and Profits. Commercial, in itService Level and Customer Satisfaction. Operational, in the Supply Chain, Process Flow, Resource Optimization, Quality Systems and the use of Technology. Humans, with Staff turnover (silent or announced), the Development of collaborators, the organizational Culture and the internal Environment. These indicators must be easy to administer, apply and explain to guarantee its use by the people responsible for its processes; and the results of their application must justify the investment of time and other resources to develop and obtain them since they can become an administrative burden for work teams that does not take them anywhere. Capture the goals and their indicators in a Balanced Scorecard (BSC) allows explaining the relationship between different strategies and objectives with causal links and facilitates their monitoring. (A) Achievable. Compliant under current conditions. Defining goals must take into account the current conditions and realities of the organization, since their current situation may not be the most favorable in financial, human, material and/or technical terms to develop the change. It is analysis of the current situation It can be achieved through the use of the SWOT Matrix Analysis, which integrates the vision of the different key areas of the organization on: The current situation in your market (Opportunities and Threats), influenced by the political, economic, social and technological environment, and Internal characteristics (Strengths and Weaknesses), influenced by leadership and their power games, the teamwork, communication and internal technical aspects. With this, organizations can avoid setting overly ambitious goals, which can lead to demotivation and frustration,and the goals are too easy, which may not drive the necessary change. (R) Relevant. They must trigger an action depending on the result. If a result or the behavior of the indicators is off target, or has a trend that is interpreted as negative for the organization, All possible causes must be identified and assessed. to define action plans to improve the situation and avoid its recurrence on future occasions. It is important that the strategies that are defined and the actions that are taken regarding the performance of the indicators provide comprehensive solutions to the organization's opportunity areas given that there are no individual successes or failures, only a shared result that is the maintenance of sustained profitability of the business. (T) Time-based. They have a defined time. Setting a specific deadline to achieve goals activates a sense of urgency and focus throughout the organization. This helps maintain momentum and avoid procrastination since without a defined time period, the goal could be prolonged, By following the SMART method for setting business transformation goals, Organizations can ensure that their strategies and objectives are oriented towards tangible results. This provides direction and focus to the transformation, allowing the organization to measure its progress and adjust its approach as necessary to achieve the desired success. Executing Business Transformation: Establishing Harmony in the Organization When carrying out the transformation, it is extremely important to have: Communication: Let everyone know the plan and their respective roles and responsibilities. Shared goals: It is recognized that success is indivisible and we all fail if the plan fails. Adequate and capable resources: Leaders provide technical capabilities and experience from previous exercises. Scope management: Advance planning with schedules is carried out and reviewed constantly. Change management: Lessons learned from previous exercises are taken and we work with well-informed people to anticipate and manage change. Visual management: Have the goals in places visible to everyone and not only in documents, slides and other places where it is difficult to find them. Pilot tests: Changes are tested in controlled environments with real conditions including contingency tests. Traceability: Successes and failures are documented to help in future planning exercises to achieve the expected results. Clear and unambiguous accountability mechanisms: The gap between the goal and the result is measured, and actions are triggered on it. This last point turns out to be one of the biggest challenges when carrying out the Tactical Plan given that break the status quo and opens the door to fear that the performance of the person responsible will be exposed and punished, especially in environments of family businesses; the adoption of such mechanisms with a human approach that separates the problem from the person and maintaining effective, frequent, honest and open communication is key if you really want to achieve a transformation process. Controlling Business Transformation: Managing Change Change management is a critical aspect of any business transformation strategy. It involves identifying and addressing resistance to change, effectively communicating the benefits of the transformation, providing training and support to affected employees, and managing the risks associated with the change process. Effective change management helps to minimize disruption and ensure a smooth transition towards the new desired state. Timely monitoring and analysis of information on the progress of the transformation by the people involved in the processes are the basis for improvement and achievement of the organization's objectives when designing and implementing a change. The ability to adapt and adjust the strategy based on the results obtained It is essential to ensure the long-term success of business transformation. Conclusion: The Strategy belongs to All Members of the Organization When seeking a business transformation we seek to link and align the different parts, stages and phases of the projects and operations with the short, medium and long term goals, prioritizing the compliance with goals and obtaining results that guarantee the survival, growth and profitability of the business always remembering that: What cannot be measured cannot be controlled, what cannot be controlled cannot be managed, what cannot be managed cannot be improved. However, it is important to note and clarify that the strategy that is implemented is almost never the same as the one found on paper, but it is something emergent and dynamic due to rapid changes in the business and organizational environment, therefore, the formulation and review of strategy is a continuous process. This fact should not discourage the creation of a good plan, since without it, the organization would lack direction and would be at the expense of its reactive capacity and not its proactive capacity. Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.

Extract The Digital Transformation in Manufacturing, known as Manufacturing 4.0, is essential to improve efficiency, quality and flexibility in production and delivery of value to customers. By adopting technologies such as the Industrial Internet of Things (IoT), data analytics, advanced automation and others, the administrative-managerial and commercial-operational areas are adapting their processes to remain competitive and drive innovation and growth in the manufacturing industry. Contents A Paradigm Change Manufacturing 4.0: Technology in All Aspects of Business Key Technologies in the Digital Transformation of Manufacturing Challenges and Obstacles in the Digital Transformation of Manufacturing Conclusion: Achieving Digital Transformation in Manufacturing Requires Good Discernment A Paradigm Change The Digital Transformation in Companies and Organizations more than an option,It is a necessity for business success in today's digital age, requiring the adoption and integration of digital technologies in all areas of the business to improve efficiency and productivity;and implies a comprehensive organizational change, with a well-defined transformation strategy, a evolution of processes towards best practices and one high performance culture with transformational leadership. In all industries,the integration of physical and digital work systemsIt is a continuous and multidimensional process that demands an approach focused on continuous improvement. The case of manufacturing, an industry that covers a wide range of products and services, from prospecting to marketing, to satisfy a specific need in the market, faces the need to adapt and adopt new tools to remain competitive. This integration of Technology and Human Talent applies to all stages of the manufacturing process, from the commercial, through the administrative and productive, to the logistics. Thus facilitating communication and collaboration between different actors for faster and more accurate decision making that optimizes the use of resources, mitigates variation and improves workflow. Manufacturing 4.0: Technology in All Aspects of Business In the Digital Transformation in Manufacturing, also known as Manufacturing 4.0, technologies play a central role in improving operational efficiency, product quality and flexibility in production; while reducing costs and allowing companies to quickly adapt processes and products according to market demands. These technologies have varied applications and place a strong emphasis on connectivity between machines, systems and processes to collect data in real time and optimize the delivery of value to the customer.. Each company requires its own package of solutions based on its individual conditions and realities derived from the variety of combinations between products and services that they can cover, since the specific application of each technology and its effective integration in different contexts will not be the same for everyone.. Key Technologies in the Digital Transformation of Manufacturing The Administrative-directive areas, they have to connect different sources of information For focused and informed decision making about their areas and processes, they require solutions with a focus on analytics and operations management: Operations Data Mining and Data Science that allows you to discover hidden patterns, trends and opportunities that can drive relevant and informed business strategies and decisions. Digital Productivity Tracking to monitor the progress of its processes and provide security and certainty to investment partners through digital control panels with key performance indicators (KPIs). Early Warning Dashboards that display notifications when inventory levels of materials, tools and machinery are near their limits to adequately manage replenishment and preventive and/or corrective maintenance, as well as other specific demands of the operation. The Commercial-operational areas, who mainly seeks to maximize their profitability, as well as making the most of their resources and achieving greater productivity in a highly competitive business environment, require solutions with a focus on productivity, and the use and exploitation of spaces and information: Comprehensive Technological Architecture in which documentary processes are systematized, optimized and automated to free teams from administrative burden and allow them to concentrate on delivering value to the client. This architecture must contemplate and connect the tools that companies in the industry use such as: PMSs (Project Management Software) that improve coordination between different work teams. ERPs (Enterprise Resource Planning) that optimize workflows and process efficiency. SCMs (Supply Chain Management) that allow more precise monitoring of the supply. CRMs (Customer Relationship Management) that facilitates lead tracking and sales generation. O&Ms (Operations and Maintenance) that facilitate preventive maintenance and optimize the use of resources. Commercial-operational integration that connects your tools and commercial advantages provided by a CRM with your tools and competitive advantages provided by an ERP to simplify and achieve a continuous flow between your operations Distribution and facility requirements in which areas of opportunity between operations are addressed through the identification of patterns of behavior and movement of materials, labor and tools/equipment with the use of intelligent IoT sensors to achieve optimizations that reduce operating times and costs, and ensure the safety of personnel and the quality of the product. Implementation of Lean Manufacturing to achieve a cultural and thinking change that allows you to truly improve efficiency and reduce waste in your operations, covering all areas of knowledge of the PMI plus its annex corresponding to the sector, regulations and applicable international standards such as ISO. Challenges and Obstacles in the Digital Transformation of Manufacturing To make the most of these opportunities, it is necessary to overcome the challenges and obstacles associated with the adoption of new technologies and foster a culture of innovation and continuous learning in the organization. Among the most important are: Resistance to change: Many companies and professionals are accustomed to traditional work methods and may show fear and/or resistance to adopting new tools and processes. Lack of Standards and Interoperability Protocols: The diversity of system providers and the multitude of individual ways to configure them, each with their own standards and data formats, make collaboration and integration between different technological applications difficult. Cybersecurity: Digital connectivity carries the risk of cyberattacks and security breaches that must be addressed and prevented by implementing appropriate computer security measures. Implementation Cost: Investments in software, equipment and training may be excessive for the financial capacity of smaller companies, limiting their ability to adopt advanced digital technologies. Companies mustCarefully evaluate return on investment of digital transformation and explore funding options and grants available at a local, regional or national level to support the adoption of digital technologies in your sector. At the same time,Technologies and projects that offer the greatest added value should be prioritized. With this, you can provide appropriate training and support to help employees become familiar with new technologies and understand how they can improve their work. In turn, the interconnection of supply chains through digital platforms and the proliferation of technology-based business models will offer new opportunities for collaboration and value creation across the industry. Conclusion: Achieving Digital Transformation in Manufacturing Requires Good Discernment Technological needs will vary depending on the variety of combinations between products and services that each company covers. However, there is already a wide range of previously developed applications that address several of the technological needs of organizations, and can be adopted as long as they can be easily integrated with the technological architecture of the company to operate efficiently, fluidly and effectively. As more companies and software developers create and implement their own solutions and make them available to the market, the role of internal IT departments and external IT consultants in piecing together application and systems puzzles will become more important in years to come. The benefits of this transformation are driving a new era of manufacturing, in which innovation and efficiency are driven by the integration of digital technologies into all facets of production. The adoption of technology in offices and work spaces is and will continue to be a key differentiator to stand out in an increasingly competitive and globalized market. Want to know more? Visit our Blog: https://www.consultoriatacs.com/en/blog Ready to transform your company? Write to us at: contacto@consultoriatacs.com Contact us today and find out how we can grow your business together! About Pablo Tellaeche (Author): Owner and main consultant of TACs Consultores, Speaker and University Professor; seeks to bring a true and positive Lean Culture and Digital Transformation to every company with which he has the pleasure of collaborating.