skills - Fatima

Poster featuring Fátima Ribeiro at the Desaprende 2020 Latin American Virtual Congress

Latin American Congress Desaprende 2020

November 13, 2020/in Events/by Fátima Ribeiro

On November 13, I participated in the first Latin American Unlearning Congress – Unlearn 2020, with the topic: Challenges in the virtual teaching process, adding value from my roles as a teacher, facilitator and coach.

We reflect and exchange best practices considering the following elements of virtual teaching:

Technology options
Structure of the teaching process
Communication channels
Learning activities
Assessment and feedback options
Selection or creation and presentation of content

He Latin American Virtual Congress OF THELEARN 2020, was a project that brought together experts from the region with the purpose to update and empower learning and development professionals, in the redefinition and evolution of its role in the context of digital transformation.

A symbol of Panama in the announcement for the Compromiso PYME Panamá Bootcamp

First Compromiso PYME Panamá Virtual Bootcamp

April 5, 2020/in Events/by Fátima Ribeiro

On March 28, 2020, I participated as a speaker in the 1st Panama SME Commitment Virtual Bootcamp, a solidarity movement of non-profit initiative and impulse, created by Ulises Gonzalez & Sergio Tertusio, who managed to promote a very nice collaborative activity.

Excellent panelists participated, on a variety of topics, with the aim of supporting SMEs and businesses affected by the current situation.

If you didn’t have a chance to participate live, the bootcamp recording is available on YouTube and the presentations can be downloaded on the website Panama Commitment.

I share the presentation of the panelists who participated in the event and the recording of the topic I presented “Did I do everything possible to…? A reflection to stay focused and connected.”

I thank everyone who participated and accompanied us, all the panelists from whom I learned a lot, and a special thanks to Ulises and Sérgio, creators and mentors of this project.

You can contact me with any questions, comments or support.

Let us be generous with ourselves, and from our skills and abilities, let us all continue to contribute in a supportive, empathetic and compassionate way with those around us!

Poster for the Leadership and Team Development seminar at QLU

Leadership and Team Development Seminar and Workshop

July 9, 2019/in Events/by Fátima Ribeiro

From August 19 to 22 I will be facilitating a Seminar Workshop “Leadership and Team Development” at QLU – Quality Leadership University in a dynamic and co-creation process.

The challenges of a global, complex, changing, diverse and hyperconnected world demand that today’s leadership be different. The basic principles remain, but the way of leading changes. We no longer see the leader as a superior being, focused on the task and providing structure and direction, we see him as a facilitator who is involved in dialogue and the participation of everyone.

Create value for all stakeholders, working with systemic conflicts, being members of multiple teams and working virtually are some of the challenges organisations currently face.

I will share, among others, knowledge and practices from my learning with Dr. Marshall Goldsmith and Dr. Peter Hawkins, professors, authors and coaches recognised worldwide for their work on leadership, team development and value creation in organisations.

Accede here to more information about the programme.

a hug,

Fatima Ribeiro

Developing Your Leadership Potential as a Woman

November 21, 2018/in Blog/by Fatima Ribeiro

female leadership

In my article “Female leadership in Panama” I briefly describe the conclusions of a study developed in Panama on “Women in business management: gaining momentum in Panama.”

Among the measures aimed at overcoming the dilemmas and internal contradictions that women face when reaching positions of responsibility, the study identifies mentoring programmes, coaching and career development plans.

Coaching helps identify beliefs that may limit a woman’s professional and leadership growth, and break habits that hold back progress in her professional career, such as a promotion, a successful salary negotiation, or a career change.

The 12 habits that stop you…

In my coaching processes I use, among other tools, the 12 habits identified in the book “How Women Rise” by Sally Helgensen and Marshall Goldsmith:

Reluctance to claim achievements
Expect others to spontaneously notice and reward your contributions
Overvaluation of experience
Just build instead of building and leveraging relationships
Do not enlist allies from day one (allies, mentors and sponsors).
Put your work before your career
The perfection trap
The desire to please
Minimization
Too much
Rumiando
Let your radar distract you

These habits often appear together. For example, the habit (1) Reluctance to claim achievements often appears accompanied by the habit (2) Expecting others to spontaneously notice or praise and reward your contributions.

Others that can be found together are the habits (3) Overvaluing experience and (6) Putting your work before your career and the habit (7) The perfection trap.

Plan of action

If you detect some of these behaviours or habits in yourself, the suggestion is that you establish a strategic plan to implement changes.

Align your objectives with your purpose, start with one, maximum two habits, which you fragment into small habits or routines, be specific and concise in your actions and define a time limit to implement them.

Recruit professional help such as a coach or someone committed to your development and who also wants to implement changes and establish “peer coaching”, promote your objectives, ask for feedback, listen, thank and implement changes during the course of your action plan.

In a coaching process, purpose, objectives, objective and subjective reality, visions and options are worked on in an integrated manner and an action plan is implemented. The action plan encourages the implementation of actions, accompanied by the development of relationships and feedback, which allows the desired changes to be implemented by measuring their effectiveness.

Our beliefs shape our resistance to change, our responses help shape our circumstances, and our behaviours shape how others respond to us.

Organisations can implement coaching processes that support the development of female leadership, or professional women can choose to individually contract a process that contributes to their professional development.

References: Book “How Women Rise”, break the 12 habits holding you back from your next raise, promotion or job, Sally Helgesen y Marshall Goldsmith.

A professional leading a team meeting in a glass-walled room

Women’s Leadership in Panama

November 21, 2018/in Blog/by Fatima Ribeiro

Reality

Panama occupies the position 43 in the world ranking in 144 countries of the World Economic Forum’s Gender Parity Index, but 71% of companies do not have women at the highest management level.

According to the study “Women in business management: gaining momentum in Panama”, the percentage of representation of women in management positions varies by level and becomes narrower as we rise in level. In the supervisory ranks, we have a level of representation of women of almost 37%, at the mid-level 34%, at the senior level 22% and at the top executive level only 8%.

The difficulties for women to be in management positions (CEO or member of the Board of Directors) increase with the size of the company, reiterating that large companies have the lowest representation of women in senior management positions.

The lesser presence of women is felt in areas of operations and research and development, with women in Panama occupying more relevant positions in areas of marketing, sales and human resources.

90% of companies agree that women lead as effectively as men, but different barriers were identified in the study, the first related to a lack of general or line management experience and the second to stereotypes about the role and skills of women, which seem to reflect a contradictory view with the first statement.

Other important barriers identified in the study were women’s limited availability or time flexibility to travel, lack of support to combine work with relationships/family, and leaders’ lack of commitment to the advancement of women.

In the study’s focus group, women identified the main obstacles as: the dilemma between family/career balance, the organisation that is not very conciliatory, and spaces of power that are not very inclusive.

70% of the companies surveyed declare they have a balanced and inclusive culture, but only 30% of them recognise that, with the same skills and professional qualifications, women find it more difficult to reach senior management positions.

There are limitations such as social conditions and an exclusive corporate culture and there are limitations imposed by the women themselves due to personal beliefs or family conditions.

Important benefits obtained with the implementation of diversity and gender equality initiatives in companies are recognised in the surveys, the most relevant being: the increase in business results, including profitability and productivity, the increase in the ability to attract and retain talent and the improvement of the company’s reputation.

It is important to promote and disseminate these important benefits, promoting successful good practices and working with different actors jointly to reduce the identified barriers.

Among the measures aimed at overcoming the dilemmas and internal contradictions that women face when reaching positions of responsibility, the study identifies mentoring programmes, coaching and career development plans.

Coaching supports change

The coaching process is key to identifying beliefs that can limit a woman’s professional and leadership growth, and to breaking habits that hold back progress in her professional career, such as a promotion, a successful salary negotiation or a professional change.

In the coaching process, objectives are identified, objective and subjective reality is reflected on, options are generated and an action plan is implemented.

The action plan stimulates the implementation of actions, accompanied by the development of relationships and feedback, which allows the desired changes to be implemented by measuring their effectiveness.

The coach accompanies the professional in their executive and leadership development and the process can be implemented at the initiative of the company or directly with the professional who is committed and responsible and wants to enhance their professional career. The key indicators or KPI’s They are established case by case. In the case of processes contracted by an organisation, it includes evaluations of leadership growth by the stakeholders or interested parties selected as significant to the process, being a measurable and quantified process.

In my article “Are you a woman? Develop your leadership potential” You can find more information about female leadership development.

References: The study “Women in business management: gaining momentum in Panama”, promoted by CoNEP – National Council of Private Enterprise and ILO – International Labor Organisation, and prepared by Stratego and Enred Panamá.

A team gathered around a table to share ideas

The Future of Leadership

March 13, 2018/in Blog/by Fátima Ribeiro

Recently attending a webinar by Dr. Marshall Goldsmith on the topic “leadership yesterday, today and tomorrow” and discussing leadership in educational media, motivated me to dedicate this article to the topic of leadership and its role in today’s society.
The current challenges of a global, complex, changing and diverse world demand different leadership.

The leader is no longer understood as a task-focused superior being who provides structure and direction but as a facilitator who is involved in dialogue and the participation of all.

“The leader of the past knew how to say, the leader of the future will know how to ask,” is a quote from Peter Drucker. For Paul Hersey “leadership is working with and through others to achieve objectives.”

Peter Hawkins tells us that the very concept of intelligence today is evolving. The concept of intelligence progressed from the intelligence quotient IQ to the emotional quotient EQ, and currently we are moving to the WeQ, that is, to the concept of collaborative intelligence.

The leader of the future demonstrates high interest, simultaneously in tasks or objectives and in people, and his behaviour changes according to what is required by the situation.

It is advisable to analyse the level of preparation of the teams, the autonomy in the decision and the level of power, prior to choosing the leadership style or the decision-making style.

Peter Hawkins believes that the people who will be most successful in the future will be those who have the greatest skills in establishing connections.

This reminds me of a quote from Jared Weiner at APEDE’s 2017 CADE Annual Executive Conference, “Soft skills like relationship building, collaboration, empathy, and cultural sensitivity will become the currency of the highest order. People with hybrid skills – high technological skill and deep social sensitivity – will win in the future.”

Global thinking, cultural and intercultural diversity, alliance building, intelligent technological knowledge and shared leadership (the leader as facilitator) are emerging dimensions of the global leader of the future, in the global leadership assessment model of MGSCC – Marshall Goldsmith Stakeholder Centered Coaching.

This MGSCC model is an interesting evaluation to serve as the basis for a coaching process for leadership development, in a structured, measurable and inclusive process of the stakeholders or people of interest around the leader, since leadership only truly exists when it is recognised. The model provides the structure and direction and the coach is a facilitator of learning.

Fatima Ribeiro

My Brand

February 27, 2018/in Blog/by Fátima Ribeiro

Today I speak to you as an entrepreneur, who is developing her business and her brand.

Arriving at a brand is an introspection, a deep reflection on our values, our talents and what we want to convey.

I took the photo that accompanies this article in one of my favourite environments, nature.

I am a citizen of the world by choice, in a process of inner growth and family well-being.

But I find my roots, my tranquillity and my fulfilment in nature, in contemplating the perfection of nature.

I was born in Africa, in the wide, open spaces, where life grows in the most remote and unexpected places.

I grew up in Europe where human ingenuity amazes us, inspires us with the sensitivity of its works and values such as social development are imbued in culture.

I now live in Latin America, in Panama, where the exuberance of its nature fascinates us and its tropical climate creates prodigious conditions for development.

The green and blue in my logo represent schools and brands to which I owe my basic training in Coaching, INCAE Business School and Marshall Goldsmith Stakeholder Centered Coaching.

But they also represent the green of nature, in harmony with the expression of life, and the blue of the sky, of open spaces, of breadth, of new perspectives and possibilities.

As human beings we look to the sky and to space when we dream!

It is interesting to see how one of the most innovative men today sent his Tesla Roadster into space with the star man, Starman, in the driver’s position, on a trip that combines dreams and possibilities.

We look and long for the immensity of the possibilities of space, but we maintain our roots as living beings in nature.

My logo, my brand, thus reflects my values and invites continuous development.

Life grows and finds ways to survive even in unfavorable environments, but it flourishes when the environment is favourable.

The Coaching process helps to flourish, it is a process that nurtures growth, that enhances skills and talents, that invites us to dream, that opens new possibilities, maintaining contact with the earth, that takes root in a process of seeking results and well-being.

Fatima Ribeiro

Certified Coach