Gestión horizontal o vertical: ¿qué es lo mejor para su estudio jurídico?

gestion-horizontal-o-vertical-para-estudio-juridico

¿Y si los estudios jurídicos tuvieran líderes en lugar de jefes? Mucho más que una simple cuestión de vocabulario, la idea sugiere una profunda transformación de un modelo de gestión formalizado y bastante común en el medio corporativo. Varios empresarios, dentro y fuera de Brasil, ya han enfrentado el desafío de eliminar la estructura vertical. ¿Cuáles fueron las ventajas obtenidas? Un mayor compromiso de los involucrados, no perder a los buenos profesionales, más claridad del objetivo del negocio y, lógicamente, mejores resultados para los clientes.

Usted ya habrá escuchado la frase “las personas felices trabajan mejor” o “los grandes poderes vienen con grandes responsabilidades”. Las empresas que adoptan sistemas de gestión horizontales suelen tener muy en cuenta esas máximas. En ese tipo de organización, el compromiso y el comportamiento emprendedor del equipo son dos ingredientes fundamentales para el buen desarrollo del negocio. Mantener equipos autogerenciables y que entreguen cada vez más valor a la empresa es el sueño de muchos, inclusive de los abogados emprendedores. Pero ¿cómo crear esa sensación de pertenencia?

Primero, es necesario abandonar la imagen antipática, personificada en una jefatura autoritaria, que solo se preocupa por exigir y dar ´órdenes y que raramente escucha e incorpora ideas de los colaboradores. Pero una organización sustentable no solo se construye de simpatía y cordialidad sino que necesita tener un canal de diálogo siempre abierto y una buena predisposición a los cambios. Para el modelo horizontal, la jerarquía no es el único o “el” argumento más importante para defender ideas o tomar decisiones. La valoración de las personas —individual o colectiva— también es una etapa muy importante para el compromiso de los miembros y el fortalecimiento del negocio.

Entonces ¿qué es la gestión horizontal?

Conocida también como flat organization o flat management, la gestión horizontal es una organización empresarial en la que las decisiones colectivas o consensuadas tienen mayor importancia y prioridad que las relaciones de poder o las divisiones jerárquicas. De este modo, el objetivo más importante del modelo es que todas las personas participen de los procesos de decisión y ejecución.

A pesar de tener algunos ejemplos de organización horizontal, no hay una fórmula lista que pueda aplicarse a todas las empresas o estudios. Lo que podemos observar son diferentes formas y niveles de adopción del modelo. Hay organizaciones, por ejemplo, que eliminan solo algunos niveles de jerarquía —mantienen cargos de jefes, gerencia y coordinación—, pero estimulan la creación de equipos autogerenciables y están enfocados en metas que son significativas para todo el grupo.

En Astrea, por ejemplo, intentamos alinear la comunicación y crear un ambiente de colaboración para facilitar la implementación de un modelo más horizontal. Las áreas están divididas en equipos. Cada equipo tiene su líder, que tiene el título de director o coordinador y tiene la función de facilitador de los procesos y actividades. A pesar de las funciones nominales, todas las personas de los equipos asumen responsabilidades con metas y objetivos.

Otras empresas, como Vagas.com, adhieren al modelo de un modo más radical y eliminan todos los niveles jerárquicos, las metas financieras y comerciales, y los planes de carrera. A pesar de las diferencias, los puntos en común entre los dos ejemplos son la autonomía —total o parcial— y el diálogo. Cada equipo, grupo o sector tiene la libertad de tomar decisiones y de organizarse como lo considere mejor. Además, la buena comunicación es fundamental para que la empresa crezca y para que todos los miembros se mantengan alineados al objetivo del negocio.

¿Qué no es gestión horizontal?

Gestión horizontal no es sinónimo de estancamiento de salarios ni de congelamiento profesional. Tampoco significa que todos los miembros ganarán el mismo salario. Normalmente, la remuneración acompaña el crecimiento profesional. Es decir, cuanto mayor sea la contribución para la empresa, el salario u honorario tenderá a ser mayor. Para que eso suceda, es muy importante que la estrategia sea clara y esté bien estructurada. Esa construcción puede involucrar a todos o solo a un área o comité específico. Todo depende de cómo se organice la empresa.

Tener en la oficina una máquina de café a disposición, wifi libre y un espacio de esparcimiento con mesa de ping-pong o videojuegos tampoco es una organización horizontalizada. Aunque esas medidas son interesantes, aisladas, no garantizan la autonomía ni promueven la libertad, y, mucho menos, visan el crecimiento individual y colectivo de sus miembros.

Al contrario de lo que parece, la figura de los líderes no se pierde en las estructuras más horizontales. En verdad, se intensifican. Al no tener a alguien para ejercer el control absoluto sobre todo y todos, la gente tiene más espacio para desarrollar y ejercitar perfiles de liderazgo y emprendedorismo. De esta forma, el papel del líder pasa a ser más activo y distribuido entre los equipos. A diferencia de la orden en sí misma, lo que ocurre es que el líder comparte la responsabilidad con el equipo y se presenta más como un facilitador que como un “jefe”.

La gestión horizontal y el futuro de los estudios jurídicos

Normalmente, los estudios horizontales son más adoptados por pequeñas y medianas empresas. Pero, nada impide que las grandes organizaciones también sustituyan los métodos verticales de gestión. Todos los segmentos del mercado pueden adoptar gestiones más horizontales, inclusive los estudios jurídicos. Todo depende de las características del negocio, de la cultura de la empresa y, principalmente, del grado de madurez de los gestores y de la empresa.

Implementar un modelo más horizontal es un proceso largo e intenso que incluye dejar de lado algunas cosas y crear una cultura del diálogo. Abrir espacio para el debate interno es un gran desafío. Por eso, es necesario estar preparado para lidiar con frustraciones, dar y recibir feedbacks constructivos y, también, para aceptar opiniones divergentes. Principalmente, durante el período de transición, el foco debe estar puesto en el largo plazo. Para los más horizontales, salir del modelo más vertical, en el que la jerarquía está centralizada, puede causar la falsa sensación de que el escritorio no tiene un dueño o un socio activo. En esos momentos, es fundamental que la comunicación fluya libremente y que los cuestionamientos de los miembros sean respondidos.

Con el tiempo, los problemas en la comunicación tienden a disminuir, los equipos se apropian más de sus objetivos y funciones, los resultados dejan de ser individuales y unilaterales, y pasan a ser más ricos y plurales. En un ambiente de colaboración, la sensación de pertenencia y de responsabilidad suele favorecer el crecimiento del equipo y el compromiso de todos. En consecuencia, la gente produce más (y mejor) y la entrega a los clientes tiene más valor.

Aquí en Astrea, hacemos una reunión semanal para conectar a todos los miembros de la empresa y alinear nuestra comunicación. Este encuentro, que es llamado “reseña”, se lleva a cabo vía Hangouts, y, además de ser un momento para contar novedades y compartir resultados, también es una oportunidad de interacción entre las áreas. Todos pueden participar activamente, compartir noticias, hacer preguntas y sacarse dudas.

En las próximas semanas, abriremos un poco más las puertas de Astrea para contar cómo organizamos una gestión horizontalizada y compartir con usted las herramientas que utilizamos para facilitar esa transición. Entonces, si usted se encuentra en la búsqueda de una gestión más enfocada hacia las personas para su estudio o busca una alternativa a los modelos verticales de gestión (o solo está curioso para saber cómo lo hacemos), no deje de acompañarnos.

¡Ahora es su turno! ¿Cómo es la organización de su estudio? ¿Había pensado ya en una gestión con menos jerarquía? ¿Le gustó o no? ¿Tiene alguna historia para compartir? ¡Deje su comentario! Queremos saber su opinión. 🙂

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