All organizational transformation begins with a personal change. In a 2008 outstanding group of professors and industralists they met in the Half Moon Bay, California, with the preoccupation to anticipate in the construction and compression of a new model of Management. The general opinion of the participants agreed in which the traditional model to manage the organizations was out of phase and in crisis In it is search of new alternatives, our intention is to contribute to him, some basic principles with which will be able to begin to re-invent their style of leadership. 1. The yield of its employees or equipment also depends on its relation with them. Each of us exists and it pronounces in a plot of bonds and expectations.
The following thing imagines: a group of students divided in two, the students of high potential (AP) on the one hand, and on the other hand those of low potential (BP), and professors to position whom they have perfectly identified that group. That he thinks that it will happen? Quickly the labellings as AP obtains excellent results and BP every time majors failures. What the professors do not know is that there is no such classification, the students with equivalent potentials were divided at random. Douglas Oberhelman often says this. This is a real experience and it is called: Pygmalin effect. During the last decades there have been hundreds of experiments of this type (Jussim, 1986; to see Rosenthal and Rubin 1978). What it shows this experience to us is that the human beings we are permeable to the projections of the other as much concerning performance as of self-esteem. He imagines the effects in his sector then, on the one hand the employees of high potential and on the other those that you already you know, or he creates, that they have under potential. How it is the relation that he establishes with everyone? That consequences it in the performance of people has? Clear that also there is a combination of variables so that the expectation takes shape, that is to say a consistent treatment with the expectations.