Recientemente estuvo bajo discusi?n p?blica la idea del Secretario de la Gobernaci?n para manejar el gobierno central con criterios de administraci?n corporativa. Una proposici?n interesante, dirigida a incentivar m?s productividad y competitividad en la gesti?n publica. Pero como toda empresa, "Puerto Rico, Inc." deber? enfrentar el reto fundamental de lograr el compromiso de su personal, que emprendan las responsabilidades de sus trabajos con pasi?n y con ?nimo de innovar. Ning?n empresario titubear?a en aseverar que una fuerza laboral comprometida es su mejor arma competitiva. Pero en tiempos recientes lograr ese compromiso esta resultando ser un objetivo espinoso. Parecer?a que la complacencia ha provocado la p?rdida de ese sentido de compromiso.

Imagine a group of top executives, who respect each other, highly committed, and who agree that developing a vision and strategy is critical. Yet whenever they meet, they fail to create the vision and the strategy they need and desire. What is going on here? Are these managers really so incompetent? Or are they victims of their own defensive routines whereby they are trying to avoid situations that are potentially embarrassing and threatening? The results of this defensive behavior are a climate of resignation, slow decision-making, flawed execution, an unmanageable organization. At the individual level, the organization could end up with a team characterized by ?skilled incompetence?. But there are many ways to coach a team into eliminating their defensive routines.