Social love, the key to authentic development

“Social love is the key to authentic development to shape a more humane society, more worthy of people, it is becoming increasingly necessary to reevaluate love in social life at the political, economic, cultural level, making it a permanent norm and the ultimate of the action, let us consider that love is a unity of two, and I know very well when I make a unity of two, starting with myself. I have to ask myself, what unity am I making with myself? How much time do I devote to myself? How much do I go inside myself? How well do I know myself and how well am I cultivating? What order do I put in my feelings so that they are loving? And how can I arrange my thoughts so that they are of love? So that’s the key for me to go out of myself to give good treatment to others, good treatment to all beings of creation, which also has a foundation and is my connection of immediacy and intimacy with the divine being, that’s the key, so that I can achieve what I really seek with the civilization of love, social love makes us think of great strategies that promote a culture of care that permeates the whole society. When one recognizes the call of others in this social dynamic, part of their spirituality is in a certain way the exercise of love and spirituality.”

Pbro Philosopher Hernando Uribe – Bare Carmelite Order.

I like to quote this phrase from a great philosopher I met when I was invited to give a conference on the relationship between innovation and the Post-2015 Agenda and the new Sustainable Development Goals that year in Medellin, for the Universidad Pontificia Bolivariana.

I discovered the entrepreneurial path many years ago. first from Junior Achievement, then due to the retirement of my grandfather from his job, who, under the unquestionable leadership of my grandmother, devoted himself to the creation of a company offering products and services to multinational companies in the field of promotions and business gifts. There are many ventures he has undertaken, this was just the latest which is currently being run by my uncle. While other women depended on their husband’s salary, she preferred to work and provide work opportunities for other women who wanted to have more economic autonomy.

I started my marketing career by accompanying her to one of the companies she offered this type of solution to, a well-known credit card that operates in several countries. Then I took my first steps in a multinational company, reaching a highly desired position by many people in the company in the international arena, something I did not know. But after a while I got tired of some problems related to the difficulty of balancing personal life with work. It was when I came across the NGO Employment at ITBA, a place where I already knew many people, including Domingo Giorsetti, a very nice person who said goodbye to me before I went to study in Spain, in an intimate meeting with friends at my grandparents’ house. In the course of Employment I was impressed to meet many men who had gone from being great bankers to running businesses in the countryside with their families. At that time, Domingo Giorsetti, Daniel Miguez, Julian Albinati, Diego Giorsetti and Jorge Lorenzo taught me that in a working group you can work with “Human Dynamics”.

Human dynamics is a body of knowledge related to human behavior that arose from an important discovery made by Dr. Sandra Segal from her field research. It identifies and documents inherent differences in human behavior more fundamental than age, race, color, or gender that can be identified from childhood. As a result of studies conducted in 1979, involving more than 25 cultures, 9 groups were identified, of which 5 predominated in Western cultures.

Each of these modes of existence or personality dynamics is the result of a specific interaction of three basic principles: mental, emotional, and physical. These principles have a double dimension: one qualitative and one quantitative. Each dynamic has specific processes of learning, problem solving, and communication. Everyone reacts to stress and change differently. One of the most significant contributions of human dynamics is the understanding that it enables the different communication processes and needs of people.

Understanding these differences enables people to better relate to one another, whether in work, family, community, or classroom contexts. Each of the personality dynamics is capable of a different development, there are no value judgments as all dynamics are equivalent. Each potentially complements the others. People identify their own dynamics through a process of self-identification with workshops, just as they recognize those of others, by identifying skills of understanding, empathy, observation, and listening.

The SOL group is made up of professionals from various disciplines (both humanistic and technical) and has developed research, research and dissemination tasks to achieve the application of human dynamics principles in various settings, such as organizational, health and educational. From a new introspective and systemic perspective, participants gain tools that allow them to understand why one acts as they do and why others do it differently. There I discovered that I am emotional-objective or subjective, although I can also be physical-mental, depending on the situation I am in. This is neither good nor bad in a group, it’s just a matter of knowing how to get the most potential out of each one.

The SOL group from Argentina said that this simple distinction generates greater self-confidence in others as well, allowing a high commitment to face the necessary personal or organizational changes that the changing reality requires, facilitating the construction of shared visions, reducing personal stress and organizational , increased level of health, personal motivation and effectiveness in pursuit of personal or group goals and objectives.

The SOL Argentina group is named after Peter Senge, who founded the Society for Organizational Learning. Peter Senge co-founded the Institute for Presence ( with Otto Scharmer, who emphasizes the figure of the alchemist at the gates of MIT, pointing out that knowledge no longer resides in the classroom but within us in contact with the edges of the system. When I came back from my Masters in Corporate Social Responsibility in Spain, I took a course at a coaching school called Protagonista de Cambio. In this school, I learned what ontological coaching is. After leading a working group for an executive program on social responsibility and sustainability at Di Tella University, I was asked to be part of a working team at ITBA to develop a sustainability-oriented leadership course. In this course led by Jose Luis Roces, I learned to incorporate self-leadership meditation. I received lessons and the working methodology they used to put together a sustainability leadership course. I had to give it up because there were questions of human dynamics that were not included.

After this situation, years later, I had the opportunity to participate in a program called Women and Leadership at IESE. I was delighted to see how in a more developed country than mine, the vision of women was included in the leadership of organizations in union with men, with both eyes: that of the man and that of the woman. After completing 20 years at Emprear and honoring Domingo Giorsetti, I thought it would be interesting to see how, starting in August of this year, they began to include the vision of women and to see how they have evolved.

Today I have the honor of working for a course that belongs to the Cambridge Institute for Leadership in Sustainable Development. This entire journey made me think about the importance of having a complementary and systemic vision of social, technological and environmental realities in a changing, uncertain, complex and ambiguous context. The death of Queen Elizabeth II does nothing more than indicate a change of age where we are all important in building a new civilization, allied with the values ​​that make a company, a person and a society sustainable. Building social capital, i.e. relationships of trust between people will be fundamental. But how do we do it when the management systems are far from transparent due to the complex reality we live in?

The answer lies in the ability to integrate ourselves to solve the new problems facing humanity with integrated value creation, setting aside the voice of fear, the voice of judgment and the voice of cynicism and using technology to place the individual and his development in the center. The future of work will be an interconnected community of people with an ontological design that enables humanity to realize its greatest potential. Shifting from a paradigm of competition to a paradigm of collaboration where we are all part of the change with a vision of leadership based on human evolution will be essential. Include spirituality as the main support for crisis situations like the one we are experiencing, making social love also a basic ingredient for authentic development, as the philosopher Hernando Uribe of the Discalced Carmelite Order calls us.

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