It was a warm winter Tuesday, when I entered the company training class. My task was to try to teach something about business plans for a team of apprentices, a project of social responsibility that was intended to provide vocational training in business and technology to the youth of the city. The three previous days I had thought about what would be the best approach to talk business with a group of people that little, or nothing, knew about it, and the quiet doubts that I could read in the faces of the students, I showed that, in this case, talk wasn’t going to help a lot. So, I decided to reduce the theory to a minimum and go directly into practice, proposing a case study. I told the students that they were going to inherit a candy store where a curve of the sales decline would cause the bankruptcy of the company in little more than three months. Their mission was not only to prevent this, but also increase the benefits.

None of these people was capable of solve this problem alone because all lacked knowledge and experience on the subject. However, as soon as they formed working groups, some interesting ideas emerged, and little by little, the initial difficulties were overcome. As a result, some good strategies were developed. It is incredible, but many companies fail to understand this remarkable feature called synergy, nor its potential for the development of the organization. They do not perceive that the whole is more than just the sum of the parts, and this myopia, surely cause impacts in its growth. Much has been written about knowledge management, but few people really know what that means in practice, and what more can be found are companies that try to only store the knowledge of your employees, fearing becoming his hostages.

With this, they are still simply accumulating incomplete information until they can no more dealing with all this mass. It is a true knowledge indigestion. If on the other hand, the Organization must stop the knowledge about your business, is equally important to the dissemination of information and the constant training of employees, in addition to providing an atmosphere of collaboration and trust. People need to be recognized and feel valued. Once these needs are satisfied, they give the company much more than themselves. We must always keep in mind that people are the real foundation of any organization, and as well as we do not build buildings on weak foundations, we must try to support our business on solid contributors. The company should grow up doing with that people grow up with it, or then its growth will be always limited by those same people. In the case of apprentices, same without having the knowledge and experience necessary for the proposed problem, good plans of business level strategy emerged. Working together, people exceeded the limits of his forces when alone and evolved increasingly faster. Also the companies that learn the mechanism of this dynamic, they will surely be able to overcome their most optimistic expectations.

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