La palabra seniors un adjetivo, pospuesto a un nombre propio de persona que indica que esta es mayor que otra emparentada con ella, generalmente su hijo, y del mismo nombre. También se refiere a una categoría superior y experiencia a quienes desempeñan la misma profesión o cargo. Hoy en día, en medio de los cambios de la Cuarta Revolución Industrial, se hace referencia a un tema generacional, una transformación que está impactando los mercados laborales, culturales y sociales.
Cuando hablamos de Seniors 5.0, no solo nos referimos a personas mayores de 50 años, también estamos señalando un cambio de paradigma, del Pensamiento 4.0 a la Sociedad 5.0, una transformación profunda de todos nuestros sentidos. Para profundizar sobre este nuevo paradigma y su impacto en nuestra evolución como sociedad, les invito a leer mi artículo: Del Pensamiento 4.0 a la Sociedad 5.0: retos y desafíos de la transformación digital.
Hace algunos años, existía un camino trazado con tres etapas muy claras, en nuestra ruta de desarrollo profesional y de vida: estudiar durante algo más de 20 años, trabajar durante algunas décadas, y jubilarse cerca de los 65, con un retiro tranquilo. Los paradigmas sobre la manera de trabajar que parecían intocables están saltando por los aires a consecuencia de la pandemia.
El fundador de Singularity University y autor del libro “Organizaciones Exponenciales”, Salim Ismail, destaca el impacto de una mayor longevidad en la sociedad: “Estamos agregando tres meses a nuestras vidas por cada año de calendario: En una década o dos, o tres, la ciencia descubrirá tratamientos que pueden permitirles vivir por mucho tiempo, y eso afectará al empleo, las familias, la planificación de la jubilación, será un fenómeno inédito en la sociedad”.
Es decir, la mayoría vivirá más de cien años, lo que requerirá por parte de todos hacer planes para la segunda mitad de nuestras vidas. Los gobiernos tendrán que retrasar la edad de jubilación y modificar radicalmente los planes de pensión.
Sin embargo, esta crisis contiene una oportunidady abre una ventana para construir nuevos modelos de organización, aprendizaje y puesta en marcha del concepto de equipos intergeneracionales para la gestión de proyectos específicos o transversales como aceleradores de la transformación cultural postpandemia. Durante la pandemia el talento senior ha demostrado que se puede adaptar perfectamente a los cambios culturales y tecnológicos.
Es necesario sensibilizar a las organizaciones del valor que aporta a la empresa la diversidad generacional, lo cual es una prioridad. El mayor reto, mantener el equilibrio y la coherencia emocional, durante estos procesos sociales disruptivos.
Ante una crisis como la que actualmente estamos viviendo, y que golpea duramente a las empresas, el arte de gestionar el talento requiere una mirada y un foco estratégico que preserve los principios y valores básicos de la organización, tanto para superar la situación actual como para asegurar después el proceso de recuperación y crecimiento.
Todo ello requiere competir por el mejor talento disponible, del que una parte importante son los seniors. Por lo tanto, la gestión inteligente del talento senior debe convertirse en una variable estratégica en los planes de ajuste y reestructuración organizacional. El talento senior tiene que formarse mientras está dentro de la compañía y mantenerse actualizado en las nuevas tecnologías, así como fortalecer la red de contactos y networking.
¿Cómo hacerlo?
Es necesario eliminar prejuicios sobre los profesionales mayores de 50 años. Es el momento adecuado para impulsar un proceso de gestión del cambio que supere una cultura basada en los estereotipos generados a lo largo del siglo XX. Sensibilizar a la organización del valor que aporta a la empresa la diversidad generacional. Diseñar nuevas rutas de carrera profesional que respondan a las expectativas de los profesionales “senior” de valor. Abrir e invitar expresamente a profesionales “senior” para participar activamente en procesos de reaprendizaje y fortalecimiento de nuevas habilidades, si así los precisan, sin sesgos ni prejuicios por razón de edad.
En paralelo a la automatización y a la inteligencia artificial, hay que apostar por mayor diversidad generacional, agilidad, productividad y rendimiento. Un equipo multigeneracional no es solo la coincidencia de profesionales de distintas generaciones en un mismo grupo, sino que implica también la creación y gestión consciente y específica de un equipo de estas características. Atraer, desarrollar, potenciar y fidelizar el talento senior de alto valor profesional, potenciando un intercambio de saberes con los profesionales más jóvenes, activando lo que yo llamo el “Mentoring Bimodal”, para fomentar la transferencia de conocimientos y experiencias intergeneracionales en las organizaciones.
¿Cómo estás viviendo tus procesos de cambio y transformación?
Este viaje alucinante y maravilloso, es el momento oportuno para hacer un tamizado, aprovechando lo que suma, lo que construye. Cambiando de piel y renovando lo que se necesita: Foco y Perspectiva, Conexiones, Comunicación Saludable y Asertiva, Escucha Activa y Bienestar Integral.
Necesitamos más habilidades humanas que tecnológicas y eso requiere un viaje interior, muy honesto. Aprender a vivir con nosotros mismos, para poder convivir con los otros. De Norte a Sur del planeta, observamos el impacto de los recientes acontecimientos. Una gestión emocional saludable, aceptar que está bien no estar bien, activando el autocuidado, fortaleciendo nuestros ecosistemas y disfrutando plenamente la incertidumbre, son aspectos fundamentales, para avanzar juntos, hacia nuevos horizontes.
Te escucho, te abrazo y te acompaño en el proceso.
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