Resulta interesante seguir la evolución cronológica de la obra sobre liderazgo escrita por Heifetz & Linsky (2017), una perspectiva muy original, hoy popularizada con el nombre de Liderazgo Adaptativo. Inicialmente publicado en el 2002, su libro fue nuevamente publicado, 15 años más tarde, con el único añadido de un nuevo prefacio. Luego, en el 2021, aparece su traducción al español, sin necesidad de actualizar el concepto (una vez más), lo cual es asombroso. Cuando se habla de incertidumbre y cambio, el concepto de liderazgo adaptativo aplica por igual a una persona, familia, empresa o comunidad. El propósito es prosperar, afrontando las adversidades.
Una de las enseñanzas fundamentales de la práctica del liderazgo adaptativo, subrayadas en el Prefacio (Heifetz & Linsky, 2017), es la necesidad de arraigar el cambio transformador en su propia cultura y estar totalmente comprometido con su entorno, adaptándose a las realidades internas y externas, para que sea sostenible. Siempre existirán nuevos retos y oportunidades; y, para responder con éxito, será necesario construir capacidades. La sugerencia de los autores es: Primero, crear un entorno de contención para poder enfrentar con éxito el desafío adaptativo; segundo, controlar el nivel de desequilibrio social, provocado por el proceso de cambio; tercero, establecer un ritmo de trabajo tolerable; y, cuarto, convencer de que existe luz al final del túnel.
Crear un entorno de contención no es otra cosa que construir capital social entre quienes están comprometidos en lograr un cambio adaptativo, a través de la creación de vínculos verticales y horizontales, basados en confianza. La cohesión social debe ser lo suficientemente fuerte como para resistir las fuerzas divisorias, propias de un ambiente de trabajo creador, en el cual disentir no puede ser visto como herejía. Debe existir un sentimiento de identificación con la estructura organizativa a la cual pertenece la gente (relaciones formales) y solidaridad entre los integrantes de la comunidad o proyecto (relaciones informales), para poder imponerse al desafío adaptativo.
Controlar el nivel de desequilibrio social, creado por el proceso de cambio, requiere monitorear el calor (o temperatura), generado en las discusiones. Por eso se dice que liderazgo comprende, tanto fortalecer el capital social como controlar la temperatura. En una comunidad, no se logrará cambiar el statu quo, sin antes alcanzar niveles de incomodidad (estrés), dentro de un rango de tolerancia, para que haya productividad del equipo de trabajo. Por eso existen mecanismos para aumentar o disminuir el nivel de desequilibrio social, producido durante el proceso de cambio adaptativo. Un ejemplo, para subir la temperatura, es poner de relieve conflictos existentes en la comunidad; y, uno, para bajarla, es la presencia del líder, compartiendo responsabilidades.
Con la Tecnología Social SAI, la experimentación que exige la práctica del liderazgo adaptativo es posible. Se trata de pequeños experimentos, efectuados a lo largo del proceso de cambio, y de la medición de resultados, porque en el fondo estamos pidiéndole a la gente que abandone una creencia, un valor o un comportamiento específico que forma parte de ellos mismos; de allí que para los autores, Heifetz & Linsky (2017), la resolución de un desafío adaptativo represente, en la mayoría de los casos, unos niveles de complejidad mucho más elevados que los propios de los problemas técnicos. Igualmente, experimentos diseñados de una forma apropiada, serán la mejor manera de mostrar esos pequeños triunfos que permitirán ver la luz al final del túnel.
Referencia:
Heifetz, R. and Linsky, M. (2017). Leadership on the line: staying alive through the dangers of change.
Para descargar la versión más actualizada del libro completo (incluyendo todas las columnas publicadas a la fecha), haz clic en el siguiente enlace: Capital Social, José María Rodríguez, Ph.D.
34 comentarios en «Liderazgo adaptativo: entre la incertidumbre y el cambio»
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