{"id":98,"date":"2018-07-25T13:48:13","date_gmt":"2018-07-25T11:48:13","guid":{"rendered":"https:\/\/smartsmileys.com\/?p=98"},"modified":"2026-01-08T16:12:04","modified_gmt":"2026-01-08T15:12:04","slug":"equipos-de-alto-rendimiento","status":"publish","type":"post","link":"https:\/\/ricardozamora.com\/es\/equipos-de-alto-rendimiento\/","title":{"rendered":"Un alto nivel de compromiso no implica equipos de alto rendimiento"},"content":{"rendered":"<p>Hace unas semanas hablaba de <strong>equipos de alto rendimiento<\/strong> con <a title=\"ESADE faculty\" href=\"http:\/\/www.esade.edu\/faculty\/manel.peiro\" target=\"_blank\" rel=\"noopener\">Manel Peir\u00f3 PhD<\/a>, Vicedecano acad\u00e9mico de\u00a0 <a title=\"ESADE\" href=\"http:\/\/www.esade.edu\/web\/eng\/\" target=\"_blank\" rel=\"noopener\">ESADE Business School<\/a>. En su mesa de trabajo ten\u00eda una copia del nuevo libro de <a title=\"HBS faculty\" href=\"https:\/\/www.hbs.edu\/faculty\/Pages\/profile.aspx?facId=6421\" target=\"_blank\" rel=\"noopener\">Michael Beer<\/a>, profesor de la Harvard Business School, \u00ab<a title=\"Amazon\" href=\"http:\/\/www.amazon.com\/High-Commitment-Performance-Resilient-Organization\/dp\/0787974382\" target=\"_blank\" rel=\"noopener\"><em>High Commitment, High Performance: How to Build a Resilient Organization for Sustained Advantage<\/em><\/a>\u201d. Dado que su tesis doctoral hab\u00eda tratado sobre el compromiso en la medicina, nos pusimos a discutir sobre el tema.<\/p>\n<p style=\"text-align: justify;\">Muchos investigadores parten de la base que un alto nivel de compromiso tiene como consecuencia directa un alto nivel de rendimiento. En la investigaci\u00f3n de Beer, centrada en el compromiso de los l\u00edderes, puede ser cierto. Sin embargo, no lo es tanto cuando hablamos de equipos.<\/p>\n<p style=\"text-align: justify;\">En mi investigaci\u00f3n sobre el modelo de cooperaci\u00f3n en complejidad \u201c<a title=\"Cooplexity book\" href=\"https:\/\/www.lulu.com\/shop\/ricardo-zamora-enciso\/cooperaci%C3%B3n-en-complejidad\/paperback\/product-mzvygm.html\" target=\"_blank\" rel=\"noopener\">Cooplexity<\/a>\u201d, demuestro que pasada una primera dimensi\u00f3n individual de adquisici\u00f3n de conocimientos, la cohesi\u00f3n es un factor absolutamente clave en el desarrollo del grupo. \u00c9ste, mediante la adquisici\u00f3n de conciencia sobre s\u00ed mismo como unidad con sentido propio, se torna en equipo. No obstante un equipo cohesionado y altamente comprometido no obtiene solo por este hecho los mejores resultados. Superado el plano de grupo, cuando hablamos de equipos con sentido pleno, todav\u00eda es necesario algo m\u00e1s. Entra en juego la auto-coordinaci\u00f3n como proceso natural y espont\u00e1neo para conseguir coordinarse de manera descentralizada, compartiendo alertas, visualizando oportunidades cruzadas y centr\u00e1ndose en un objetivo com\u00fan. A este nivel dos son los factores que realmente ayudar\u00e1n a obtener resultados, el trato de igual a igual y el establecimiento de un criterio de actuaci\u00f3n.<\/p>\n<p><table id=\"tablepress-2\"><a href=\"https:\/\/ricardozamora.com\/wp-admin\/admin.php?page=tablepress&#038;action=edit&#038;table_id=2\" rel=\"nofollow\">Edit<\/a><\/p>\n<thead>\n<tr>\n<th>\u00c1MBITO<\/th>\n<th>NIVELES<\/th>\n<th>CATALIZADORES<\/th>\n<th>FACTORES<\/th>\n<th>ACTIVIDADES<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td rowspan=\"2\">Individual<\/td>\n<td rowspan=\"2\">Conocimiento<\/td>\n<td rowspan=\"2\">Exploraci\u00f3n<\/td>\n<td>Proactividad orientada a los resultados<\/td>\n<td>Obtenci\u00f3n de datosToma de decisiones de acci\u00f3nControl del objetivo<\/td>\n<\/tr>\n<tr>\n<td>Proactividad orientada a las relaciones<\/td>\n<td>Interacci\u00f3nIntercambioRelaci\u00f3n<\/td>\n<\/tr>\n<tr>\n<td rowspan=\"2\">Grupal<\/td>\n<td rowspan=\"2\">Cohesi\u00f3n<\/td>\n<td rowspan=\"2\">Proyecto com\u00fan<\/td>\n<td>Integraci\u00f3n del grupo<\/td>\n<td>Cooperaci\u00f3nNormalizaci\u00f3nImplicaci\u00f3n<\/td>\n<\/tr>\n<tr>\n<td>Generaci\u00f3n de confianza<\/td>\n<td>IgualdadGenerosidad<\/td>\n<\/tr>\n<tr>\n<td rowspan=\"2\">Equipo<\/td>\n<td rowspan=\"2\">Auto-coordinaci\u00f3n<\/td>\n<td rowspan=\"2\">Interconexiones<\/td>\n<td>Trato de igual a igual<\/td>\n<td>Consideraci\u00f3n mutuaRespeto<\/td>\n<\/tr>\n<tr>\n<td>Criterio de actuaci\u00f3n<\/td>\n<td>Definici\u00f3n del criterioUnificaci\u00f3n del criterioCriterio alternativo<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>As\u00ed pues, cuando hablamos de equipos de alto rendimiento, el compromiso es un factor necesario pero no suficiente. Sin la cohesi\u00f3n no se llega a la auto-coordinaci\u00f3n, pero es \u00e9sta \u00faltima la que asegura un alto nivel de desempe\u00f1o.<\/p>\n","protected":false},"excerpt":{"rendered":"<p><span class=\"span-reading-time rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\">Reading Time: <\/span> <span class=\"rt-time\"> 2<\/span> <span class=\"rt-label rt-postfix\">minutes<\/span><\/span>Hace unas semanas hablaba de equipos de alto rendimiento con Manel Peir\u00f3 PhD, Vicedecano acad\u00e9mico de\u00a0 ESADE Business School. En [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":8547,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"disabled","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[85],"tags":[],"class_list":["post-98","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-trabajo-en-equipo"],"_links":{"self":[{"href":"https:\/\/ricardozamora.com\/es\/wp-json\/wp\/v2\/posts\/98","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ricardozamora.com\/es\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ricardozamora.com\/es\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ricardozamora.com\/es\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/ricardozamora.com\/es\/wp-json\/wp\/v2\/comments?post=98"}],"version-history":[{"count":0,"href":"https:\/\/ricardozamora.com\/es\/wp-json\/wp\/v2\/posts\/98\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ricardozamora.com\/es\/wp-json\/wp\/v2\/media\/8547"}],"wp:attachment":[{"href":"https:\/\/ricardozamora.com\/es\/wp-json\/wp\/v2\/media?parent=98"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ricardozamora.com\/es\/wp-json\/wp\/v2\/categories?post=98"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ricardozamora.com\/es\/wp-json\/wp\/v2\/tags?post=98"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}