To undertake in crisis days

A new model to relate the talent

In the last years numerous efforts have been made in our country to spread and to structure a thought and an enterprising attitude. To innovate and to undertake have been probably two of the more spread slogans and professional attitudes, in which have concentrated seminaries, courses, masters, publications, events, better practices, etc. All these have been part of the daily entrepreneurs, professionals, students and citizens’ agendas.

We have been convinced that one of the best formulas for our young people to accede to the labor market is the “self-employment”, this is why numerous access roads have been defined for the most elitist formation as for the less favored ones; business schools, universities, job agencies, etc. have defined programs and canalized some of their best and more enthusiastic candidates towards this type of professional practices.

At the same time, the crisis has punished the people between 55 and 65 years old; on whom the personnel reduction measures or “costs reduction” have been concentrated. In this way, many of them, by means of anticipated retirements and other legal instruments, have entered the unemployment lists; causing in some of the corporations and companies that have applied these rules, an authentic dispersion of knowledge, experience and energy.

Literally, we have emptied our companies of the knowledge they had (the authentic companies’ value) and we have interrupted its succession chain, causing a “generational cut” in its transmission.

 

In parallel, what about our young entrepreneurs?, What has happened with their self-employment race, their undertaking and innovative businesses?

Unfortunately, many of them have already seen several factors that surround these activities. To have brilliant ideas and to be a good entrepreneur is not the same, the youth energy does not guarantee the experience harmony; the studies and the preparation do not guarantee the common sense (the key to success).

Some of them will advance with their ideas and take them to a good port; others will give up in the way tired of sacrifices, little fluidity and of wasting an excellent formation.

In some case, incapable “of cutting” an undertaking with little sense and focus, they will continue surviving and squandering the formation and, the most important thing, establishing the curriculum bases that could hardly allow him to undertake a “common executive carreer”.

It is like constructing a house starting by the roof, in a time that we have more energy and learning capacity to assimilate a carreer structure, the greater possible center towards an idea and the greater possible experience for its good development, are demanded.

In the times we are living, we shouldn’t squander generations of energetic and well-prepared young people, either generations of matured, experienced people and with business’ sense.

On the same way that when somebody finishes his/her studies, he/she presents a “thesis” with all the gathered and learned information, it would be interesting that when retirement arrives, a “retirement thesis” would be realized, where we could structure and guarantee all the learned things during our professional carreer.

Going a little farther, would it be so much to ask that the two actions were unified?, could we gather our youngest, inexpert and excellently prepared youngers with our mature, plumbed and experienced executives? Perhaps, as the saying goes, it would be like “killing two birds with one stone”, but mainly it would be like maximizing the efficiency of what our companies need more to expand the value, the experience and the energy.