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Successivamente, l’esigenza si è allargata all’intero ecosistema aziendale per:\u003C/p>\n\u003Cul>\n\u003Cli>Abbattere le barriere comunicative: Riconoscere e azzerare i filtri fisici, culturali ed emotivi che generano incomprensioni e dispersioni del messaggio.\u003C/li>\n\u003Cli>Sradicare i comportamenti passivo-aggressivi: Sostituire le dinamiche tossiche o di lamentela costante con una cultura aziendale orientata al problem solving.\u003C/li>\n\u003Cli>Costruire un team ad alte prestazioni: Trovare il perfetto equilibrio tra un’elevata sicurezza psicologica (libertà di esprimersi e imparare dagli errori) e alti standard di responsabilità verso i risultati.\u003C/li>\n\u003C/ul>\n\u003Cp style=\"font-weight: 400;\">\n","\u003Cdiv>\n\u003Cp>Progettato da \u003Cb>365 Gradi\u003C/b> e realizzato in stretta sinergia con \u003Cb>Planum\u003C/b>, il percorso formativo si è sviluppato organicamente tra due incontri d’aula, uno a marzo e uno a luglio 2026, coinvolgendo un target mirato di \u003Cb>70 collaboratori\u003C/b>. 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luglio_04","Aula-luglio_04.png",2313875,"https://dashboard.365gradi.com/wp-content/uploads/2026/07/Aula-luglio_04.png","https://dashboard.365gradi.com/aula-luglio_04/","aula-luglio_04","2026-07-20 10:23:44","2026-07-20 10:24:34",1198,1046,{"thumbnail":194,"thumbnail-width":50,"thumbnail-height":50,"medium":195,"medium-width":52,"medium-height":106,"medium_large":196,"medium_large-width":54,"medium_large-height":197,"large":198,"large-width":56,"large-height":199,"1536x1536":186,"1536x1536-width":191,"1536x1536-height":192,"2048x2048":186,"2048x2048-width":191,"2048x2048-height":192},"https://dashboard.365gradi.com/wp-content/uploads/2026/07/Aula-luglio_04-150x150.png","https://dashboard.365gradi.com/wp-content/uploads/2026/07/Aula-luglio_04-300x262.png","https://dashboard.365gradi.com/wp-content/uploads/2026/07/Aula-luglio_04-768x671.png",671,"https://dashboard.365gradi.com/wp-content/uploads/2026/07/Aula-luglio_04-1024x894.png",894,"\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Fase 1: “L’architettura del rispetto” (Marzo 2026)\u003C/strong>\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Focalizzata sulla consapevolezza individuale e collettiva e sulla tutela della persona.\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Emersione delle micro-aggressioni:\u003C/strong> Riconoscimento di quegli episodi marginali (i cosiddetti “tagli da carta”) che svalutano a lungo termine il ruolo e la competenza.\u003C/li>\n\u003Cli>\u003Cstrong>Metodo “Parole Giuste”:\u003C/strong> Introduzione di una strategia di risposta in 3 step (\u003Cem>Pausa strategica, Riorientamento tecnico, Fermezza lessicale\u003C/em>) per riportare ogni confronto su un piano oggettivo e autorevole.\u003C/li>\n\u003Cli>\u003Cstrong>Architettura delle affinità:\u003C/strong> Un’attività simbolica per mappare lo scambio di competenze e attitudini all’interno del gruppo.\u003C/li>\n\u003C/ul>\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Fase 2: “La comunicazione è azione” (Luglio 2026)\u003C/strong>\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Focalizzata sull’azione sistemica per guidare il team oltre la forma, verso l’efficacia operativa.\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Superamento dei 3 Filtri della Comunicazione:\u003C/strong> Studio e applicazione di strategie pratiche per superare i filtri \u003Cem>Fisici\u003C/em> (pulizia del linguaggio), \u003Cem>Culturali\u003C/em> (ricerca di unità e appartenenza) e \u003Cem>Psicologici\u003C/em> (empatia profonda senza giudizio).\u003C/li>\n\u003Cli>\u003Cstrong>La Matrice Sicurezza/Responsabilità:\u003C/strong> Analisi delle zone emotive del team secondo gli studi di Amy Edmondson, per traghettare stabilmente il gruppo fuori dalla \u003Cem>Zona dell’Ansia\u003C/em> o del \u003Cem>Comfort\u003C/em> e posizionarlo saldamente nella \u003Cstrong>Zona dell’Apprendimento e dell’Alta Performance\u003C/strong>.\u003C/li>\n\u003Cli>\u003Cstrong>10 Comportamenti per Migliorare:\u003C/strong> Condivisione di azioni quotidiane concrete (es. lodare in pubblico e criticare in privato, portare soluzioni e non problemi, l’ascolto attivo in 4 step).\u003C/li>\n\u003Cli>\u003Cstrong>Pianificazione S.M.A.R.T.:\u003C/strong> Definizione di traguardi Specifici, Misurabili, Attraenti, Realizzabili e Tempificati per allineare le energie del team verso risultati misurabili.\u003C/li>\n\u003C/ul>\n","\u003Cp style=\"font-weight: 400;\">Il progetto ha evidenziato come la qualità delle relazioni rappresenti una vera e propria infrastruttura organizzativa.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Attraverso il metodo “Parole Giuste”, Planum ha avviato un percorso volto a rendere il linguaggio uno strumento di costruzione, capace di sostenere autorevolezza, collaborazione ed efficacia operativa.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Gli interventi formativi, infatti, hanno evidenziato che la qualità delle relazioni è una vera e propria infrastruttura organizzativa. 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15:39:19","2026-03-18 15:41:46",1082,720,{"thumbnail":429,"thumbnail-width":50,"thumbnail-height":50,"medium":430,"medium-width":52,"medium-height":386,"medium_large":431,"medium_large-width":54,"medium_large-height":432,"large":433,"large-width":56,"large-height":411,"1536x1536":421,"1536x1536-width":426,"1536x1536-height":427,"2048x2048":421,"2048x2048-width":426,"2048x2048-height":427},"https://dashboard.365gradi.com/wp-content/uploads/2026/03/Facco_ingresso-150x150.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2026/03/Facco_ingresso-300x200.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2026/03/Facco_ingresso-768x511.jpeg",511,"https://dashboard.365gradi.com/wp-content/uploads/2026/03/Facco_ingresso-1024x681.jpeg","\u003Cp style=\"font-weight: 400;\">Questo approccio ha consentito di gestire con efficacia processi di selezione nazionali e internazionali complessi, sbloccando anche posizioni particolarmente critiche attraverso un confronto costante, feedback trasparenti e una comunicazione sempre orientata alla chiarezza e alla condivisione.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp style=\"font-weight: 400;\">Le attività del processo di selezione si sono focalizzate in particolare su:\u003C/p>\n\u003Cul>\n\u003Cli>\u003Cstrong>Analisi del contesto: \u003C/strong>Comprensione puntuale delle esigenze tecniche e valoriali di una realtà in forte evoluzione organizzativa e dimensionale.\u003C/li>\n\u003C/ul>\n\u003Cul>\n\u003Cli>\u003Cstrong>Recruiting etico e trasparente :\u003C/strong>Accompagnamento dei candidati lungo un percorso di selezione chiaro e strutturato, in grado di allineare le aspettative professionali alle esigenze di un business globale.\u003C/li>\n\u003C/ul>\n\u003Cul>\n\u003Cli>\u003Cstrong>Revisione strategica continua: \u003C/strong>Incontri periodici di allineamento per la revisione dei progetti di selezione, degli obiettivi di inserimento e della collaborazione anno su anno, in funzione delle nuove priorità di business.\u003C/li>\n\u003C/ul>\n","\u003Cp style=\"font-weight: 400;\">L’evoluzione di Officine Facco dimostra come le Risorse Umane non siano un semplice costo, ma l’investimento strategico fondamentale per perseguire obiettivi a lungo termine. La partnership con 365 gradi ha permesso di trasformare il ruolo del recruiter: da mero esecutore a \u003Cstrong>osservatore attivo\u003C/strong> capace di intercettare le giuste competenze per un contesto in continuo mutamento.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp style=\"font-weight: 400;\">Oggi, Officine Facco e 365 gradi guardano al futuro con una visione condivisa, consapevoli che il successo di un gruppo internazionale risiede nella capacità di armonizzare la visione con la struttura manageriale. 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L’azienda coordina diverse aree operative – accoglienza, pulizie, manutenzione, sicurezza, servizi commerciali – con l’obiettivo di coniugare efficienza gestionale, sostenibilità e attenzione per il cliente, specie in un ambiente caratterizzato da forti flussi stagionali e da un’utenza internazionale.\u003C/p>\n","\u003Cp class=\"p1\">Nel corso della stagione 2025, Venezia Spiagge ha richiesto a 365 gradi un intervento di osservazione e analisi organizzativa, finalizzato a ottenere una fotografia oggettiva delle dinamiche operative, relazionali e professionali attive nelle diverse strutture del litorale.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp>L’obiettivo del progetto è stato osservare le differenti attività che si svolgevano nel litorale e interfacciarci con i vari referenti al fine di evidenziare in modo puntuale le eccellenze, le aree di miglioramento e i nodi strutturali che intervengono  sull’efficienza del servizio, la qualità dell’esperienza del cliente e il benessere delle persone.\u003C/p>\n","\u003Cp style=\"font-weight: 400;\">L’intervento si è articolato in più fasi che si sono svolte tra marzo e settembre 2025, combinando osservazione sul campo, ascolto attivo, analisi dei processi e momenti di confronto con la Direzione e con il personale operativo, attraverso l’utilizzo di differenti metodologie:\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cul>\n\u003Cli>osservazione diretta,\u003C/li>\n\u003Cli>analisi KPI e processi,\u003C/li>\n\u003Cli>incontri operativi,\u003C/li>\n\u003Cli>riunioni di allineamento,\u003C/li>\n\u003Cli>colloqui informali.\u003C/li>\n\u003C/ul>\n\u003Cp> \u003C/p>\n\u003Cp style=\"font-weight: 400;\">Inizialmente è stata effettuata una mappatura sistematica delle attività quotidiane con l’obiettivo di comprendere il funzionamento reale dei flussi di lavoro, il coordinamento tra reparti, lo stato dei servizi e le criticità percepite dall’utenza.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp style=\"font-weight: 400;\">Ogni fase del lavoro è stata guidata da un principio cardine: restituire al litorale veneziano un servizio coerente con la sua unicità e con l’eccellenza che ne contraddistingue storia e tradizione.\u003C/p>\n",[534,550,566,578,593],{"ID":535,"id":535,"title":536,"filename":537,"filesize":538,"url":539,"link":540,"alt":16,"author":37,"description":16,"caption":16,"name":541,"status":39,"uploaded_to":500,"date":542,"modified":543,"menu_order":42,"mime_type":75,"type":44,"subtype":76,"icon":46,"width":361,"height":381,"sizes":544},231,"IMG_3949","IMG_3949-scaled.jpg",714222,"https://dashboard.365gradi.com/wp-content/uploads/2025/11/IMG_3949-scaled.jpg","https://dashboard.365gradi.com/projects/analisi-organizzativa-in-venezia-spiagge/attachment/img_3949/","img_3949","2025-11-20 11:33:01","2025-11-20 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11:32:58","image/heic","heic",{"thumbnail":571,"thumbnail-width":237,"thumbnail-height":237,"medium":571,"medium-width":237,"medium-height":237,"medium_large":571,"medium_large-width":237,"medium_large-height":237,"large":571,"large-width":237,"large-height":237,"1536x1536":571,"1536x1536-width":237,"1536x1536-height":237,"2048x2048":571,"2048x2048-width":237,"2048x2048-height":237},{"ID":579,"id":579,"title":580,"filename":581,"filesize":582,"url":583,"link":584,"alt":16,"author":37,"description":16,"caption":16,"name":585,"status":39,"uploaded_to":500,"date":586,"modified":586,"menu_order":42,"mime_type":75,"type":44,"subtype":76,"icon":46,"width":361,"height":381,"sizes":587},232,"IMG_3955","IMG_3955-scaled.jpg",696863,"https://dashboard.365gradi.com/wp-content/uploads/2025/11/IMG_3955-scaled.jpg","https://dashboard.365gradi.com/projects/analisi-organizzativa-in-venezia-spiagge/attachment/img_3955/","img_3955","2025-11-20 11:33:09",{"thumbnail":588,"thumbnail-width":50,"thumbnail-height":50,"medium":589,"medium-width":82,"medium-height":52,"medium_large":590,"medium_large-width":54,"medium_large-height":56,"large":590,"large-width":54,"large-height":56,"1536x1536":591,"1536x1536-width":87,"1536x1536-height":58,"2048x2048":592,"2048x2048-width":58,"2048x2048-height":98},"https://dashboard.365gradi.com/wp-content/uploads/2025/11/IMG_3955-150x150.jpg","https://dashboard.365gradi.com/wp-content/uploads/2025/11/IMG_3955-225x300.jpg","https://dashboard.365gradi.com/wp-content/uploads/2025/11/IMG_3955-768x1024.jpg","https://dashboard.365gradi.com/wp-content/uploads/2025/11/IMG_3955-1152x1536.jpg","https://dashboard.365gradi.com/wp-content/uploads/2025/11/IMG_3955-1536x2048.jpg",{"ID":594,"id":594,"title":595,"filename":596,"filesize":597,"url":598,"link":599,"alt":16,"author":37,"description":16,"caption":16,"name":600,"status":39,"uploaded_to":500,"date":601,"modified":601,"menu_order":42,"mime_type":575,"type":44,"subtype":576,"icon":46,"width":42,"height":42,"sizes":602},229,"IMG_2936","IMG_2936.heic",1582784,"https://dashboard.365gradi.com/wp-content/uploads/2025/11/IMG_2936.heic","https://dashboard.365gradi.com/projects/analisi-organizzativa-in-venezia-spiagge/attachment/img_2936/","img_2936","2025-11-20 11:32:53",{"thumbnail":598,"thumbnail-width":237,"thumbnail-height":237,"medium":598,"medium-width":237,"medium-height":237,"medium_large":598,"medium_large-width":237,"medium_large-height":237,"large":598,"large-width":237,"large-height":237,"1536x1536":598,"1536x1536-width":237,"1536x1536-height":237,"2048x2048":598,"2048x2048-width":237,"2048x2048-height":237},"\u003Cp style=\"font-weight: 400;\">Il coinvolgimento diretto dello staff ha favorito un clima di collaborazione e una maggiore consapevolezza del proprio ruolo nel sistema complessivo.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Le attività sul campo hanno consentito di monitorare da vicino la qualità dell’accoglienza, la gestione delle code, la cortesia del personale, la cura degli spazi, la gestione delle aree commerciali e la reattività nei momenti di massimo afflusso.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp style=\"font-weight: 400;\">Particolare attenzione è stata posta al clima aziendale e alla qualità della collaborazione tra colleghi e reparti. Sono state osservate le modalità di comunicazione, la distribuzione dei carichi operativi, la gestione delle priorità, la coesione e la motivazione del personale.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp style=\"font-weight: 400;\">L’attività di osservazione, confronto e presenza costante sul territorio ha permesso di:\u003C/p>\n\u003Cul>\n\u003Cli>individuare ambiti di miglioramento della customer experience,\u003C/li>\n\u003Cli>rafforzare la cultura dell’accoglienza,\u003C/li>\n\u003Cli>valorizzare il ruolo del personale come primo ambasciatore dell’identità del litorale,\u003C/li>\n\u003Cli>delineare azioni per elevare gli standard complessivi di servizio e collaborazione interna.\u003C/li>\n\u003C/ul>\n","\u003Cp style=\"font-weight: 400;\">Il percorso di analisi ha messo in luce un’organizzazione ricca di energie, professionalità e competenze che, se adeguatamente valorizzate, possono contribuire a un’evoluzione significativa della qualità dei servizi offerti lungo il litorale veneziano. L’attenzione dimostrata dalla Direzione verso l’ascolto, il miglioramento continuo e la centralità delle persone costituisce una base solida per intraprendere un processo di sviluppo strutturato e lungimirante.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp style=\"font-weight: 400;\">La stagione 2026 si configura così come un’opportunità strategica per tradurre queste potenzialità in risultati tangibili, attraverso azioni mirate su competenze, processi e cultura organizzativa. 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Operando in un mercato in continua evoluzione, l’azienda ha intrapreso un nuovo Piano Industriale ambizioso, che pone la gestione strategica delle Risorse Umanecome elemento chiave per la crescita e il raggiungimento degli obiettivi futuri.\u003C/p>\n","\u003Cp style=\"font-weight: 400;\">A seguito della presentazione del nuovo Piano Industriale, l’obiettivo primario era \u003Cstrong>strutturare e organizzare il dipartimento Risorse Umane\u003C/strong>, trasformandolo da funzione amministrativa a partner strategico del business e del management.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp style=\"font-weight: 400;\">Nello specifico, il progetto ha avuto due obiettivi prioritari:\u003C/p>\n\u003Col>\n\u003Cli style=\"font-weight: 400;\">\u003Cstrong>1. Avere una visione organizzativa per competenze;\u003C/strong>\u003C/li>\n\u003Cli style=\"font-weight: 400;\">\u003Cstrong>2. Identificare i punti di forza e le aree di miglioramento\u003C/strong> delle persone come parte integrante dell’organizzazione.\u003C/li>\n\u003C/ol>\n\u003Cp> \u003C/p>\n\u003Cp style=\"font-weight: 400;\">L’intento era dotare il team HR delle metodologie e degli strumenti necessari per gestire in modo efficace e moderno i processi di sviluppo delle competenze e di organizzazione interna.\u003C/p>\n","\u003Cp style=\"font-weight: 400;\">Il progetto si è sviluppato in un percorso intensivo di 36 mezze giornate tra maggio del 2024 e settembre del 2025, erogate in presenza, con un approccio basato su \u003Cstrong>attività esperienziali e di condivisione attiva\u003C/strong>.\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cp style=\"font-weight: 400;\">La metodologia ha seguito un approccio strutturato in due fasi principali:\u003C/p>\n\u003Cp> \u003C/p>\n\u003Cul>\n\u003Cli style=\"font-weight: 400;\">\u003Cstrong>Analisi e Mappatura (AS IS)\u003C/strong>: Il team HR, affiancato dalla consulente 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proattivo.\u003C/li>\n\u003C/ul>\n",[701,716,731,746],{"ID":702,"id":702,"title":703,"filename":704,"filesize":705,"url":706,"link":707,"alt":16,"author":37,"description":16,"caption":16,"name":708,"status":39,"uploaded_to":671,"date":709,"modified":709,"menu_order":42,"mime_type":75,"type":44,"subtype":76,"icon":46,"width":361,"height":381,"sizes":710},222,"IMG_8622","IMG_8622-scaled.jpeg",582178,"https://dashboard.365gradi.com/wp-content/uploads/2025/10/IMG_8622-scaled.jpeg","https://dashboard.365gradi.com/projects/organizzazione-ufficio-hr-e-analisi-competenze/attachment/img_8622/","img_8622","2025-10-22 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10:50:11",{"thumbnail":933,"thumbnail-width":50,"thumbnail-height":50,"medium":934,"medium-width":52,"medium-height":82,"medium_large":935,"medium_large-width":54,"medium_large-height":84,"large":936,"large-width":56,"large-height":54,"1536x1536":937,"1536x1536-width":58,"1536x1536-height":87,"2048x2048":938,"2048x2048-width":98,"2048x2048-height":58},"https://dashboard.365gradi.com/wp-content/uploads/2025/03/Foto01-150x150.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/03/Foto01-300x225.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/03/Foto01-768x576.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/03/Foto01-1024x768.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/03/Foto01-1536x1152.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/03/Foto01-2048x1536.jpeg","\u003Cp style=\"font-weight: 400;\">Il lavoro è entrato quindi nel vivo, con l’obiettivo di sviluppare un racconto condiviso di cos’è per loro 365 gradi oggi. 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L’azienda trova le proprie origini, negli anni ’80 nella tradizione e nella passione artigianale, da un’intuizione del suo fondatore che cercava soluzioni ai problemi dei professionisti della pasticceria.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">La vision di Martellato è diventare azienda ambasciatrice del Made in Italy, con prodotti in grado di esprimere al meglio l’eccellenza dei maestri artigiani.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">L’impegno quotidiano nel creare prodotti durevoli di qualità, rispettando i requisiti di efficienza e sicurezza, è la sua mission.\u003C/p>\n","\u003Cp>Il progetto formativo \u003Cem>“le competenze nell’organizzazione in cambiamento” \u003C/em>è nato dalla necessità della nuova direzione aziendale di mettere le persone al centro, sviluppando e allenando la abilità dei dipendenti di Martellato rispetto al proprio ruolo nel team e nell’organizzazione.\u003C/p>\n\u003Cp>Il percorso è stato strutturato con due focus group, una dedicato alle competenze sottese alla leadership per i manager e uno per i team con l’obiettivo di accrescere le abilità per essere parte del team rafforzano lo spirito di gruppo e appartenenza.\u003C/p>\n","\u003Cp style=\"font-weight: 400;\">Ad inizio 2024 a seguito di un cambio generazionale, la nuova direzione ha espresso il desiderio di improntare un’organizzazione che rappresentasse al meglio i valori aziendali e le persone che in essa li esprimono.  Si è lavorato a un progetto che potesse abbracciare tutta l’organizzazione, individuando i bisogni di sviluppo caratterizzanti l’organizzazione e le persone coinvolte. Il primo gruppo, individuato nella prima linea manageriale, ha visto collaborare persone cresciute in azienda, con ottime competenze tecniche a cui è stato chiesto di accrescere la propria capacità manageriale. Il secondo gruppo, composto da 21 impiegati abituati a lavorare individualmente per compiti, ha affrontato un percorso di sviluppo orientato all’essere parte del team e dell’organizzazione, armonizzando i rapporti sia orizzontalmente che verticalmente.\u003C/p>\n",[1041,1054,1069,1085,1098,1112],{"ID":1042,"id":1042,"title":925,"filename":926,"filesize":1043,"url":1044,"link":1045,"alt":16,"author":37,"description":16,"caption":16,"name":1046,"status":39,"uploaded_to":1007,"date":1047,"modified":1047,"menu_order":42,"mime_type":75,"type":44,"subtype":76,"icon":46,"width":361,"height":381,"sizes":1048},158,395636,"https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto01-scaled.jpeg","https://dashboard.365gradi.com/projects/156/attachment/foto01-2/","foto01-2","2025-04-02 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11:05:10","2025-05-29 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09:40:24",{"thumbnail":1106,"thumbnail-width":50,"thumbnail-height":50,"medium":1107,"medium-width":52,"medium-height":82,"medium_large":1108,"medium_large-width":54,"medium_large-height":84,"large":1109,"large-width":56,"large-height":54,"1536x1536":1110,"1536x1536-width":58,"1536x1536-height":87,"2048x2048":1111,"2048x2048-width":98,"2048x2048-height":58},"https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto03-150x150.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto03-300x225.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto03-768x576.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto03-1024x768.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto03-1536x1152.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto03-2048x1536.jpeg",{"ID":1113,"id":1113,"title":909,"filename":1114,"filesize":1115,"url":1116,"link":1117,"alt":16,"author":37,"description":16,"caption":16,"name":1118,"status":39,"uploaded_to":1007,"date":1119,"modified":1120,"menu_order":42,"mime_type":75,"type":44,"subtype":76,"icon":46,"width":77,"height":78,"sizes":1121},157,"Foto05.jpeg",71741,"https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto05.jpeg","https://dashboard.365gradi.com/projects/156/attachment/foto05-2/","foto05-2","2025-04-02 09:40:11","2025-04-02 09:46:31",{"thumbnail":1122,"thumbnail-width":50,"thumbnail-height":50,"medium":1123,"medium-width":52,"medium-height":82,"medium_large":1124,"medium_large-width":54,"medium_large-height":84,"large":1125,"large-width":56,"large-height":54,"1536x1536":1126,"1536x1536-width":58,"1536x1536-height":87,"2048x2048":1116,"2048x2048-width":77,"2048x2048-height":78},"https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto05-150x150.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto05-300x225.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto05-768x576.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto05-1024x768.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2025/04/Foto05-1536x1152.jpeg","\u003Cp style=\"font-weight: 400;\">\u003Cstrong>I manager\u003C/strong>\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Il percorso, strutturato in 6 mesi, si è sviluppato con momenti di apprendimento, confronto, consapevolezza e allenamento toccando le competenze relative all’essere leader e apprendendo come stili differenti di leadership possano aiutare ad affrontare situazioni e persone con esigenze diverse fra loro. Le attività hanno visto i manager mettersi in discussione con test ed esercizi sul “to be”, confrontandosi attraverso dinamiche di team coaching, role play e small technique per mettersi in gioco rispetto all’obiettivo.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">\u003Cstrong>Gli impiegati\u003C/strong>\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Il percorso ha visto lavorare insieme persone di funzioni diverse, per accrescere consapevolezza della persona nell’organizzazione e di come la somma di esse possa costruire un team. Abilità come la comunicazione efficace, il problem solving creativo e il mindset sono state la base di attività di apprendimento, role paly e giochi esperienziali che hanno portato le persone a misurarsi con gli altri trovando il loro spazio nel gruppo.\u003C/p>\n\u003Cp> \u003C/p>\n","\u003Cp style=\"font-weight: 400;\">Il progetto ancora in corso porterà ad un secondo livello di sviluppo le risorse coinvolte, è infatti previsto negli incontri del 2025 l’unione dei due percorsi, accompagnando l’integrazione delle competenze acquisite dai team verso i manager e viceversa. L’ambiente formativo permetterà alle risorse di provare quanto appresso sperimentando l’essere parte di un team nell’organizzazione, in un ambiente dinamico e giocoso.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Al termine delle attività di gruppo un ulteriore passo in avanti aggregando i manager alla nuova direzione, porterà allo sviluppo di un ulteriore consapevolezza del sé nell’organizzazione, armonizzando i rapporti tra manager e direzione, rispetto agli obiettivi strategici e di business che Martellato vuole percorrere e raggiungere nel prossimo futuro.\u003C/p>\n\u003Cp style=\"font-weight: 400;\">Vedere come un’azienda storica evolve, cambia e guarda al futuro non è semplice quando si è pienamente coinvolti nelle attività ordinarie. Potersi prendere dei momenti in cui fermarsi e consapevolizzare il proprio essere, il ruolo con le sue responsabilità e poter visualizzare come il singolo e il gruppo possano guidare l’azienda nel futuro non dev’essere un lusso per pochi ma un’opportunità per tutti.\u003C/p>\n","\u003C!-- This site is optimized with the Yoast SEO plugin v27.7 - https://yoast.com/product/yoast-seo-wordpress/ -->\n\u003Ctitle>Formazione manageriale in Martellato - Dashboard 365 gradi\u003C/title>\n\u003Cmeta name=\"description\" content=\"Martellato investe nella formazione: leadership, teamwork e crescita organizzativa per affrontare il cambiamento aziendale con successo\" />\n\u003Cmeta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" />\n\u003Cmeta property=\"og:locale\" content=\"it_IT\" />\n\u003Cmeta property=\"og:type\" content=\"article\" />\n\u003Cmeta property=\"og:title\" content=\"Formazione manageriale in Martellato - Dashboard 365 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in Fiorese Group",{"_acf_changed":18},[20,21],[1209,12,24,25,26,27,28],"post-66",{"main_image":1211,"sector":1034,"date":1222,"team":1223,"blocks_company":1224,"blocks_goal":1225,"blocks_activities_pre":1226,"gallery":1227,"blocks_activities_post":1328,"blocks_consclusions":1329,"related":16},{"ID":1212,"id":1212,"title":1213,"filename":1214,"filesize":1215,"url":1216,"link":1217,"alt":16,"author":848,"description":16,"caption":16,"name":1218,"status":39,"uploaded_to":1197,"date":1219,"modified":1219,"menu_order":42,"mime_type":43,"type":44,"subtype":45,"icon":46,"width":82,"height":82,"sizes":1220},84,"Logo_Fiorese","Logo_Fiorese.png",3276,"https://dashboard.365gradi.com/wp-content/uploads/2024/12/Logo_Fiorese.png","https://dashboard.365gradi.com/projects/formazione-in-fiorese-ottobre-2024/attachment/logo_fiorese/","logo_fiorese","2024-12-05 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Attraverso attività pratiche e riflessioni guidate, i partecipanti hanno lavorato sullo sviluppo di competenze per riconoscere e superare stereotipi e pregiudizi. L’obiettivo finale è stato quello di favorire una cultura aziendale basata sul rispetto, sull’equità e sulla collaborazione, contribuendo così al benessere organizzativo e al successo collettivo.\u003C/p>\n","\u003Cp>A ottobre 2024, in collaborazione con la Direzione e con l’Ufficio HR, si è progettato un intervento formativo che ha messo in aula tutti i dipendenti delle varie divisioni e dei vari reparti, creando gruppi omogenei per ruoli, livelli e provenienza di settore.\u003C/p>\n\u003Cp>In 5 differenti martedì, in un ambiente etico e informale come Villa Abrizzi Marini a San Zenone degli Ezzelini (TV), abbiamo organizzato delle aule formative coinvolgendo trasversalmente tutto il personale per parlare di temi “caldi” dalla comunicazione 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gli stereotipi, di comprendere che il valore della nostra comunicazione risiede non solo in ciò che diciamo, ma soprattutto in ciò che arriva agli altri. È stato importante e interessante vedere persone, con vissuti personali e professionali molto diversi, lasciarsi coinvolgere e diventare protagoniste di momenti di condivisione molto forti e anche di spaccati di ilare convivenza aziendale. In ogni sessione, i partecipanti hanno reinterpretato i concetti teorici proposti calandoli nella loro realtà professionale e nella vita quotidiana, trasformandoli così in strumenti concreti e personali, utili per affrontare sfide e migliorare il clima di lavoro.\u003C/p>\n","\u003Cp>Sono momenti come questi che permettono di unire esperienza, abilità e valori aziendali per il bene del personale dipendente. Questo è stato un progetto volto a “gettare il seme della consapevolezza” di come la molestia e la differenza di genere siano un qualcosa che interessa tutti e a tutti i livelli. 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Per questo intervento ci siamo avvalse dell’ausilio di una consulente esterna, psicologa esperta in dinamiche di gruppo. A conclusione della giornata di lavoro, ci siamo regalati una partita di beach volley, un bagno al mare e una cena in spiaggia con tutti i colleghi e i referenti di staff.\u003C/p>\n","\u003Cp>Come introduzione alla giornata, abbiamo presentato ai partecipanti il programma di lavoro, e chiesto loro di presentarsi attraverso disegni che potevano rappresentare dei momenti di vita, per aiutarli a raccontarsi dal punto di vista personale e professionale. 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10:50:00","2024-12-05 14:49:33",{"thumbnail":1552,"thumbnail-width":50,"thumbnail-height":50,"medium":1553,"medium-width":52,"medium-height":82,"medium_large":1554,"medium_large-width":54,"medium_large-height":84,"large":1555,"large-width":56,"large-height":54,"1536x1536":1556,"1536x1536-width":58,"1536x1536-height":87,"2048x2048":1546,"2048x2048-width":77,"2048x2048-height":78},"https://dashboard.365gradi.com/wp-content/uploads/2024/12/Foto09_TB365gradi-150x150.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2024/12/Foto09_TB365gradi-300x225.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2024/12/Foto09_TB365gradi-768x576.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2024/12/Foto09_TB365gradi-1024x768.jpeg","https://dashboard.365gradi.com/wp-content/uploads/2024/12/Foto09_TB365gradi-1536x1152.jpeg","\u003Cp>\u003Cspan style=\"font-weight: 400;\">La prima parte della formazione ha avuto come focus la dimensione di gruppo: le persone si sono messe alla prova nel gioco collaborativo “Z”.\u003Cbr />\n\u003C/span>\u003Cspan style=\"font-weight: 400;\">La seconda parte della formazione ha avuto come focus la dimensione individuale e il proprio modo di porsi nei contesti lavorativi. \u003C/span>\u003C/p>\n\u003Cp>\u003Cspan style=\"font-weight: 400;\">L’incontro si è concluso con un giro di feedback e alcune riflessioni su come poter utilizzare nella propria vita personale e professionale gli spunti emersi durante l’attività.\u003Cbr />\n\u003C/span>\u003Cspan style=\"font-weight: 400;\">Infine, per chiudere la giornata formativa con un momento di condivisione e relax, abbiamo organizzato un pomeriggio in spiaggia con una cena sul mare assieme anche a tutti i referenti aziendali del gruppo.\u003C/span>\u003C/p>\n","\u003Cp>Il gruppo si è dimostrato aperto e generoso nel condividere i propri vissuti, con tanta voglia di imparare e approfondire. 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Building in Obag",{"_acf_changed":18},[20,21],[1649,12,24,25,26,27,28],"post-85",{"main_image":1651,"sector":1416,"date":1671,"team":1672,"blocks_company":1673,"blocks_goal":1674,"blocks_activities_pre":1675,"gallery":1676,"blocks_activities_post":1738,"blocks_consclusions":1739,"related":16},{"ID":1652,"id":1652,"title":1653,"filename":1654,"filesize":1655,"url":1656,"link":1657,"alt":16,"author":37,"description":16,"caption":16,"name":1658,"status":39,"uploaded_to":1637,"date":1659,"modified":1659,"menu_order":42,"mime_type":75,"type":44,"subtype":76,"icon":46,"width":1660,"height":1661,"sizes":1662},94,"logo O bag 2016","logo-O-bag-2016.jpg",92555,"https://dashboard.365gradi.com/wp-content/uploads/2024/12/logo-O-bag-2016.jpg","https://dashboard.365gradi.com/projects/team-building-in-o-bag-luglio-2017/attachment/logo-o-bag-2016/","logo-o-bag-2016","2024-12-10 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L’azienda ha guadagnato popolarità internazionale grazie alla creazione dell’orologio “O clock”, che ha debuttato al Salone del Mobile di Milano nel 2010, e nel 2012 grazie all’enorme successo della borsa “O bag”.\u003Cbr />\nLa filosofia aziendale è basata su tre principi fondamentali: ONE, ORIGINAL, e OWN, che riflettono l’impegno dell’azienda verso la personalizzazione e l’originalità dei suoi prodotti. Tra il 2014 e il 2019, O bag ha visto una rapida espansione, con oltre 250 punti vendita in più di 30 paesi e una distribuzione wholesale in oltre 300 multibrand.\u003C/p>\n","\u003Cp>In un momento di spinta commerciale molto forte, dove i prodotti distribuiti erano molto desiderati e appetibili, si è scelto di unire il team commerciale dell’azienda con la rete degli agenti per creare maggiore affiatamento e condivisione di obiettivi.\u003Cbr />\nL’obiettivo principale, infatti, è stato quello di sviluppare nei partecipanti competenze come collaborazione, comunicazione efficace e sincronizzazione, fondamentali per il successo sia in acqua che in azienda.\u003C/p>\n","\u003Cp>La giornata è stata progettata in due parti: la mattina nella quale, con il supporto di Rossano Galtarossa, plurimedagliato olimpico e Coach professionista, sono state affrontate le tematiche del gruppo, dell’orientamento all’obiettivo e del lavoro di squadra. 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