Companies that take care of human talent

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

Over the years, in the exercise of accompanying companies in the development of sustainable welfare models, impacting the rotation, loyalty and of course the results in financial terms, it is becoming more and more necessary to have processes that allow enter the universe of people from the logic of responsibility.

In recent years, I have accompanied large companies in the development of clinical selection models and I am increasingly convinced of the value of putting on the lens of understanding the other, with the interest of caring for the two axes: The human being and the environment productive/competitive.

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What is the Selection Model with a Clinical Approach?

Nothing more beautiful than choosing from the care, people for the roles, whatever the level of execution of the role, but that is aligned with the Organizational culture, with its values ​​and with the possibilities of develop.

The selection model with a clinical approach is tailored to each organization and will depend on those who inhabit this ecosystem; its leaders, its conversations, its purpose, its market, its composition and Brand and business DNA, this crossed by perception and word.

Where does a Clinical Selection Model take us? The model it is built on epistemological bases of Clinical Psychology, especially Dynamic Psychology for his strong understanding of the axes that make up the psyche of the human being: I – It – Super I and especially the Universe of the Unconscious. Carl Jung is one of the theorists who takes the most relevance in the methodological foundation of the clinical model, since his investigations and theories reveal truths that facilitate the understanding of the concept of the Self, from the individual and collective.

Jung exposes the characterization of the Unconscious in people's lives, its timeless, innocent manifesto, its fundamental laws and above all the content that inhabits it; the value of the information contained therein. Therefore, getting to navigate in these waters is of special value to people who lead and are responsible for the selection processes of the organizations, and that they are committed to care from the coherence of their processes, also attending to an important challenge that has to do with the responsibility and care of the people who are in the capacity of candidates.

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

We know, among other truths, that the content of consciousness is limited, and that there is information of little use when it comes to asking ourselves questions that go beyond banality, that go deep. The depth is truly found in that portion of the 90% of the human psyche that keeps this valuable content: The unconscious.

And how do we get to the unconscious content? In a responsible and empathetic way. The people responsible for the selection processes must have fundamentally human training, and must be able to hold conversations profound, capable of interpreting corporality, the symbolic, essentially trained in the Socratic method, with a high capacity for argumentation, criticism and creative that allows you to lead the other along the path of truth, to later interpret this information and reveal it with the logic of the organization, responsibly.

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Where does it take us?

The selection model with a clinical approach allows understand and comprehend the ability of the individual to manage himself, and interact with the challenges and changes in the environment. In addition, it allows to trace the development path so that that person can continue advancing in their evolution, taking into account the generation of value, without requiring unsustainable sacrifices for the person that impact their psychic system, their mental health and their health physical.

As human beings we are more than the sum of our parts; we are body (matter), mind (thought), and spirit (soul), and this master triad interacts in a robust business dynamic that from their logics of communication and interaction they may or may not facilitate the development of the person's potential or, on the contrary, succumb to the try.

A clinical selection model well adjusted to the demands and realities of the competitive environment delivers immediate results, which ultimately summarized in financial care for the organization, since people who are happy and connected in their jobs, in sync with their life purpose, are people capable of challenging themselves, of going further; they are curious, they deliver their full potential and experience true flow experiences or Flow, as I would say Michael, and that it is well explained in detail by Positive Psychology and Strengths, where the clinical model is also complemented from these theoretical positions of well-being.

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What should we take into account to build a clinical selection model?

The first thing is the value that companies give to people. Embarking on a selection model with a clinical focus from the outset is connected with the coherence of well-being and care.

It implies deep conversations, it implies taking responsibility, it implies having a selection team well nourished in the theories of Clinical psychology, or at least being sensitive to them, involves going through the discomfort of understanding that sometimes what we expect is not what we expect. it adjusts to what we are, it implies movement, it implies coherent and responsible leaders, it implies critical looks, it implies saying no, the one that sometimes uncomfortable.

It is a model so nurtured that it is not static, is completely changeable, so it leads to deep conversations and study groups where the individual's understanding of new realities and ways of existing is facilitated.

What is your highest value input?

The clinical interview based on the Socratic Method and the art of maieutics that Socrates left us as a gift. A selection model with a clinical perspective does not need more than this input. It does not require an approach of psychotechnical tests and endless batteries that sell you "the truth", a very rigged truth that does not responds to the realities of the environments and people in their full understanding and dimension, they are nothing more than indicators standardized that are far from building sustainable truths in today's world, a deep world, where there are as many truths as live people.