Ruxandra Lupsa, NXP Semiconductors: “The concept of leadership is constantly evolving; it’s an accumulation of extraordinary qualities that every manager should have”

“The organizational culture and the teamwork climate, this is what we want to align at the company level, this is our mission in the company. We have a very important contribution to the organizational culture, but the working climate in the team is created by the manager. We allow managers to create what is best and what works best for the teams they coordinate.

These things align much better if we encourage a collaborative atmosphere. We do not force employees to come to the office, but we provide them with the framework to come to work.

Our responsibility is to ensure the broader framework of the organizational culture, and the managers are the ones who design the working climate in teams. This increases productivity, this makes everyone more satisfied, more valued and feels the appreciation of the company,” Ruxandra Lupsa, Eastern Europe HR Director, NXP Semiconductors said during HR Conference | Elevating Work powered by The Diplomat-Bucharest.

“Motivation comes from within us. If we don’t have this extraordinary feeling that we are good at something and contribute to something bigger than ourselves, things won’t work.

The concept of leadership is constantly evolving. It is an accumulation of extraordinary qualities that every manager should have. We try to help managers develop their leadership side.

Leadership is learned and this is evident from several recent studies. Coaching is a very important element in the leader’s profile. We try to offer the managers this coach dimension as well. We from HR are first and foremost coaches for all levels of management in the company.

This change fatigue is based on a low level of human emotional intelligence in general. The strongest feeling that man has in general is fear. And, in fact, what tires us is the resistance we put up to any change out of fear. Fear of change, that part of the change management curve where we go down, we worry for various reasons, is what makes us terribly tired.

And I think that this increase in the level of emotional intelligence is our responsibility, the human resources managers, the managers, because, in fact, we do it through them, through the managers we have in the organization, and I think we have to work more to that and address emotional intelligence more.

I think that by increasing the degree of emotional intelligence we can also achieve some fabulous results in terms of adapting to very fast changes, in bringing employees closer to the concept of the company in terms of the flexibility of the place where you work, whatever that concept may be. Whatever the company decides, I think things can be shaped so that people are happy too.”

Full recording of the conference HERE.