Jenny Fernandez

Dec 10, 2024 | infobae.com | Jenny Fernandez

John, un alto ejecutivo de una organización sin fines de lucro y cliente mío, se enfrentó a un desafío inesperado con uno de sus subordinados directos, Alex. Durante uno de los eventos de recaudación de fondos más importantes de la organización, comenzó a notar un patrón preocupante: Alex eludía repetidamente la "cadena de mando". En lugar de seguir las estructuras jerárquicas tradicionales, Alex se dirigía directamente al jefe de John para obtener actualizaciones y retroalimentación.

Dec 4, 2024 | businessandamerica.com | Jenny Fernandez

Although the rigid, “command-and-control” style of leadership has largely been replaced by more collaborative approaches, structures and processes remain essential, particularly in large, highly matrixed organizations where a lack of alignment can impact far more than just personal credibility. When team members bypass the chain of command, it presents an opportunity for leaders to evaluate and strengthen their team’s alignment.

Dec 4, 2024 | hbr.org | Jenny Fernandez

December 4, 2024Martin Diebel/Getty ImagesAlthough the rigid, “command-and-control” style of leadership has largely been replaced by more collaborative approaches, structures and processes remain essential, particularly in large, highly matrixed organizations where a lack of alignment... John, a senior executive at a nonprofit and a client of mine, found himself facing an unexpected challenge with one of his direct reports, Alex.

Jun 7, 2024 | hbritalia.it | Jenny Fernandez

COME COACH DI LEADERSHIP e di team, mi capita spesso di imbattermi in situazioni in cui i manager non si sentono pronti per dare ai loro collaboratori un feedback negativo sulle prestazioni. Queste conversazioni possono essere particolarmente impegnative perché la posta in gioco è alta per entrambe le parti. Valutazioni e giudizi sfavorevoli hanno conseguenze tangibili sulla retribuzione e sulla progressione di carriera di un dipendente.

May 15, 2024 | hbr.org | Jenny Fernandez

As a leadership and team coach, I frequently encounter situations where managers feel ill-equipped to give their team members negative performance feedback. These conversations can be particularly challenging because the stakes are high for both sides. Unfavorable performance reviews and ratings come with tangible consequences for an employee’s compensation and career progression. Further, if the negative feedback is a surprise to them, it might prompt them to start looking for a new job.