Já há algum tempo, os profissionais de RH têm sido demandados a assumirem o papel de agentes das transformações que todas as empresas precisam conduzir a fim de se manterem competitivas neste cenário em constante mudança.

O RH 4.0 ou RH estratégico, seja o nome que for, tem de ser proativo e reformular todos os seus processos, utilizando ferramentas digitais que visam à maior produtividade, estabelecer KPIs (Key Performance Indicators) totalmente alinhados à estratégia da empresa e aos desafios de mercado, investir em capacitação do time através da educação corporativa com pegada protagonista, ou seja, cada um é responsável por seu desenvolvimento. A empresa disponibiliza os recursos e monitora o que cada um está fazendo.

A grande questão é que, como RH estratégico, os profissionais da área também precisam cuidar de seu desenvolvimento e empregabilidade. Infelizmente, vemos que muitos deles ainda não focam no estudo do inglês.

Por isso, hoje foi escolhido um extrato do artigo do escritor Patrick Lencioni, autor do best-seller The Five Dysfunctions of a Team:

Estude o vocabulário antes de ler o texto:

To avoid	To escape, to prevent from happening
To bog down	To be prevented from making progress
Shortcoming	Deficiency, flaw, defect
Although	Despite the fact that, even though
To struggle	To strive, to have difficulty or make a strenuous effort doing something
To ensure	To make sure, to make certain, to guarantee
To contend with	To strive in opposition or against difficulties; to struggle
To stifle	To interrupt, to cut off, to repress
Lack	Absence
To stick to	To adhere to
Pursuit	Chase
To erode	To cause to deteriorate
Willing to	Disposed to, inclined to, prepared for
To tap into	To establish a connection with, to have access to
To accomplish	To fulfill, to complete

The Five Dysfunctions

To begin improving your team and to better understand the level of dysfunction you are facing, ask yourself these simple questions:

• Do team members openly and readily disclose their opinions?
• Are team meetings compelling and productive?
• Does the team come to decisions quickly and avoid getting bogged down by consensus? Do team members confront one another about their shortcomings?
• Do team members sacrifice their own interests for the good of the team?

Although no team is perfect and even the best teams sometimes struggle with one or more of these issues, the finest organizations constantly work to ensure that their answers are "yes." If you answered "no" to many of these questions, your team may need some work. The first step toward reducing politics and confusion within your team is to understand that there are five dysfunctions to contend with, and address each that applies, one by one.

• Dysfunction #1: Absence of Trust
  The fear of being vulnerable with team members prevents the building of trust within the team.
• Dysfunction #2: Fear of Conflict
  The desire to preserve artificial harmony stifles the occurrence of productive ideological conflict.
• Dysfunction #3: Lack of Commitment
  The lack of clarity or buy-in prevents team members from making decisions they will stick to.
• Dysfunction #4: Avoidance of Accountability
  The need to avoid interpersonal discomfort prevents team members from holding one another accountable.
• Dysfunction #5: Inattention to Results
  The pursuit of individual goals and personal status erodes the focus on collective success.

Characteristics of High Performing Teams

Teams willing to address the five dysfunctions can experience the following benefits. High performing, cohesive teams:

• Are comfortable asking for help, admitting mistakes and limitations and take risks offering feedback
• Tap into one another's skills and experiences
• Avoid wasting time talking about the wrong issues and revisiting the same topics over and over again because of lack of buy-in
• Make higher quality decisions and accomplish more in less time and fewer resources
• Put critical topics on the table and have lively meetings
• Align the team around common objectives
• Retain star employees

Escolha colegas que falam inglês e que também trabalhem com gestão de pessoas e discuta com eles as respostas para as perguntas do artigo que estão destacadas em roxo. Você também pode compartilhar comigo quais são suas impressões sobre as disfunções, mas faça isso em inglês, combinado?

Lígia Velozo Crispino, fundadora e sócia-diretora da Companhia de Idiomas. Graduada em Letras e Tradução pela Unibero. Curso de Business English em Boston pela ELC e extensões na área de Marketing na ESPM, FGV e Insper. Coautora do Guia de Implantação de Programas de Idiomas em empresas e autora do livro de poemas Fora da Linha. Colunista do portal Vagas Profissões. Mobilizadora cultural à frente do Sarau Conversar na Livraria Martins Fontes. Quer falar comigo? https://www.linkedin.com/in/ligiavelozocrispino/
Meu e-mail é ligia@companhiadeidiomas.com.br e Skype ligiavelozo.