Here's how you can drive sustainable change in your organization by leveraging your influence as a leader.

Change always starts with you. Showcase your commitment to sustainability through actions and decisions to drive organizational change. Communicate a clear vision aligning sustainability with organizational goals. Empower employees with resources and training, fostering a culture of innovation and accountability. Recognize and reward sustainable practices, celebrating small wins to build momentum. By inspiring and engaging teams, we can make sustainability a core organizational value.

When discussing the concept of leading by example, it is crucial to set an example that can be tracked and monitored. I have come to understand that without monitoring, any CSR goal remains unattainable. To make the example truly impactful, I firmly believe that it is essential to demonstrate the indicators of progress that the initiative is making. This allows individuals to navigate the progress and encourages them to reach the end goal as efficiently as possible.

La RSE n'est pas l'affaire d'un "Grand Soir" qui permettrait de régler immédiatement tous les dérèglements. C'est une démarche d'amélioration continue, et c'est un facteur important lorsqu'il s'agit d'exemplarité. C'est pourquoi il faut avoir l'humilité de reconnaître ses progrès à venir, savoir admettre ses imperfections, et faire savoir aux autres la démarche menée pour progresser.

Inspiration and inclusion. Leadership is built by example. 'Be the change' is the real deal. By embodying the values you want the organization to foster, you will inspire others. From there, the logical next step about team building by involving every person and/or department in such a way that they feel they are articulating and executing the vision. Celebrate milestones and results.

In the journey toward renewable energy, transforming organizations and behaviors is paramount. This transformation begins with discerning the realities of our current energy landscape. Recognizing the challenges and opportunities that lie ahead allows us to revise our ambitions with clarity and purpose. Adapting our strategies is the next critical step. By aligning our objectives with the realities we face, we can create a roadmap that not only instills confidence among stakeholders but also engages each individual in a desired and feasible change. This roadmap serves as a beacon, guiding all parties involved toward a common goal: a sustainable and responsible development that benefits both our environment and our communities.

A leader needs to shoulder the responsibility to create an environment for adopting sustainable practices in an organisation. Some of the ways can include -setting clear, achievable sustainability goals and communicating them effectively to your team. Providing continuous learning opportunities and resources for implementing eco-friendly solutions

By providing regular training sessions on sustainability practices and the latest environmental policies, I ensure my team is well-informed and capable of making eco-friendly decisions. For example, I organized workshops on energy conservation and waste management, equipping employees with the knowledge and tools to implement these practices both at work and in their personal lives. Empowering my team with this knowledge fosters a sense of ownership and responsibility, enabling them to contribute actively to our organization's sustainability goals.

Para mí educar es la prioridad número 1. Las personas que trabajamos en RSE, especialmente si llevamos muchos años trabajando en estos temas, nos convertimos en evangelizadores de este tema. Sin dudas esta labor es clave e invito a todos los profesionales trabajando en este tema, que asuman su rol de educar y evangelizar a más y más personas!

Educating your team about the importance of Corporate Social Responsibility (CSR) involves explaining its benefits, such as enhancing the company's reputation and contributing to sustainable development, and showing how it can be integrated into their daily tasks. By providing training and resources, demonstrating practical examples, and encouraging involvement in CSR initiatives, you can help team members see the direct impact of their roles on the company's CSR goals. Recognizing and rewarding their efforts further motivates and solidifies their commitment to responsible and ethical practices, fostering a culture of sustainability and community engagement within the organization.

Upskilling human resources for effective demonstration and replication on sustainable practices is crucial for any transformation.

Setting clear and measurable goals is essential for the success of CSR initiatives. Defining precise, realistic, and time-specific objectives, such as cutting energy consumption by a defined percentage or completing a specified number of community service projects, gives your team a focused path and tangible milestones to aim for. These targets not only motivate and engage employees but also provide a framework for monitoring progress and evaluating the effectiveness of your efforts. By regularly reviewing and adjusting these goals, you ensure that your CSR activities remain aligned with your organization's values and objectives, driving continuous improvement and meaningful impact.

Desde mi experiencia profesional, las metas claras y retadoras son un paso fundamental en la evolución de la gestión de sostenibilidad de las empresas. Cuando analizo una empresa y veo metas claras y un seguimiento adecuado a las mismas, es una buena forma de evaluar el nivel de seriedad de la organización con la gestión de temas ESG.

Direction is more important than speed in setting goals and specific, achievable, relevant, and time-bound ( SMART) goals strategizing is the best to chase which keeps us on track and saves us from burnout. Which is applicable in sustainability and social responsibility.

I agree ! Setting clear objectives is necessary for a real transition. In fact, regulation is a key tool for establishing targets such as percentage goals, time deadlines, or thresholds (for instance, the number of employees in a company). Whether incentive-based or coercive, it is at the heart of change and will influence the entire ecosystem.

La claridad de los objetivos lo es todo, pero si no realizamos retroalimentación no sirven de nada. A mi me a resultado útil tener un equipos administrativos con objetivos claro y realizar trazabilidad o seguimiento del líder de área una buena retroalimentación con esto apoyamos a nuestros colaboras a identificar las fortalezas y debilidades. En realidad no estoy de acuerdo en tener objetivos pero no se midan o se adecuen a la visión de la compañía, todo lo que hagamos como líderes debe estar enfocado en la visión. Un ejemplo que he visto es como tenemos objetivos, que no revisamos constante mente con nuestros equipos y que realmente el colaborador no entiendo y por pena no pregunta. Los objetivos medibles es lo mejor que tenemos

Siempre recordemos el ODS17. La colaboración para avanzar la agenda ESG es fundamental. Los retos ambientales y sociales que enfrentamos no los vamos a resolver solos. La colaboración será clave si queremos ver soluciones reales a los retos que enfrentamos.

Fostering collaboration is essential for driving sustainable change within an organization. By encouraging cross-departmental teamwork and open communication, we can harness diverse perspectives and expertise to develop innovative solutions. For instance, I initiated a Green Team, comprising members from various departments, to collaboratively design and implement our company's sustainability strategy. This team worked together to identify key areas for improvement, such as reducing energy consumption and enhancing recycling efforts, and developed actionable plans. By promoting a collaborative environment, we leveraged our collective strengths to achieve our sustainability objectives more effectively.

Break down silos and foster collaboration across all levels and departments. This boosts organisational dynamics and drives forward sustainability goals. When departments work in isolation, it hampers innovation and integration of sustainability practices. By encouraging cross-departmental teamwork—integrating insights from operations, finance, and marketing—we develop comprehensive strategies aligned with business objectives. This collective effort embeds sustainability into organisational culture, driving innovation and achieving environmental, social, and governance goals.

More than ever, people around the world and within organizations are showing a growing interest in sustainability, corporate social responsibility (CSR) and are increasingly educating themselves on these topics. Empowering informed individuals to actively integrate sustainability into strategy and decision-making processes can benefit our society, companies, and the planet.

Brag a little! Highlight your CSR wins internally and on LinkedIn. Your team isn’t just doing great work—they’re your best ambassadors. When they see their efforts celebrated, it boosts morale and spurs more enthusiastic participation. A well-informed and appreciated team feels more connected and driven. Get management on board! When leaders publicly support and acknowledge CSR efforts, it shows that sustainability isn’t just a side project but a core value. This top-down support aligns goals and fosters a collaborative spirit throughout the company. Celebrating achievements builds a culture of pride, engagement, and ongoing commitment to sustainability.

Celebrating successes, both big and small, motivates the team and reinforces the importance of sustainability efforts. For example, I implemented a quarterly "Sustainability Champion" award to honor employees who significantly contribute to our green goals. This recognition not only highlights individual accomplishments but also encourages others to engage in sustainable practices. By acknowledging and rewarding these efforts, we create a positive feedback loop that fosters continued commitment and innovation in our sustainability endeavors.

Recognition fuels future success. Acknowledge and collective and individual efforts. Identify and interrogate missed targets and be agile and nimble in setting new ones and recalibrate the picture of success consistently.

Adaptar nuevas tendencias y evolucionar es un foco de deberíamos tener como pilar en todas las organizaciones. Con los diferentes equipos de trabajo nos ha sido útil revisar en qué estar muy mal o quedado, revisando las posibles innovaciones y validando que es que realmente nos puede funcionar. En realidad estoy de acuerdo que debemos siempre estar cambiando, innovando y evolucionando para no quedarlos estancados en un mercado tan competitivo. En este camino de evolución y adaptación se cruzan muchas cosas negativas pero un equipo sincronizado lo puede todo.

A good example to remember is the current creation of charging stations for electric vehicles: switching from fossil fuels to renewable energy has become necessary. So what will become of service stations in 20 years? Will they let new competitors enter the market or will they start to transform? So take a look at the landscape of service stations in the coming days to remind the question... beyond the people-profit-planet triptych, it is important to anticipate the future and be able to modify your business model.

Desde líder de procesos en el área de Talento humano, podrías considerar los siguientes pasos: Evaluación de cultura organizacional. Educación y concientización Liderazgo resonante y demostrando compromiso con la organización. Incentivos y Reconocimientos Fomentar la comunicación transparente y la participación de los empleados en la toma de decisiones de su área. Analizar el como integrar la sostenibilidad en la estrategia de la organización, considerando normas y procesos medibles y objetivos. Al profundizar en estos aspectos, podrás tener un impacto positivo en la organización, el medio ambiente y la sociedad en general. considerando que el cambio sostenible es un proceso continuo que requiere compromiso y adaptabilidad.

Consider the sweet spot that exists between the sustainability initiatives which you're pursuing and the digital frontier...then go for it.

Over the years, I’ve refined a 7H model for purpose-based leadership which, done well, also makes you an all around better person. Head (use intellect and imagination). Heart (show empathy and compassion). Hands (do the work; don’t just talk about it). Humanity (have a broader societal conscience). Humility (live with modest self-importance; we vs. me). Hunger (nurture a driving passion). Harmony (act together in respectful collaboration).

Las organizaciones estamos en constante cambio, pero los líderes no están enfocando su potencial en lo que deberían estar realizando. Debemos cambiar la mentalidad de que lo que el jefe dice se hace y que siempre debe hay una presión para que los equipos trabajen. No estoy de acuerdo con los jefes que lo aportan a sus equipos y que solo los ven como máquinas. Tampoco estoy de acuerdo con los llamados jefe que predican ante cualquier sus formas perfectas de hacer las cosas pero que no es lo que realmente son. Debemos tener claro que es lo que queremos y como queremos hacer pero siempre recordemos que tenemos personas con metas y sueños en nuestros equipos.