 not want to develop that more because it's not not not about closing gaps in your competency profile we're moving away from closing gaps in competency profiles okay this is for the old world the old traditional HR that's why you used to have the perfect profile for this job or this role it looks exactly like that but we cannot squeeze people into those limited roles putting labels on people you should be like this but I'm not okay I'm good at that and that and that but I'm I really I'm not good at these things and I don't want to learn these things then you should we should not force people to do it because they will never do it well I think this provocation that I brought was interesting every time you have an experience in the business because what is missing is always what is missing but I'm so good at so many other things I really have in my life to worry about what is missing or will I be able to contribute to all that I want to do better and the truth is that what is missing really makes it difficult to focus on what is always missing is a perspective you know I want to continue focus on the other thing and pick a little stronger in the things that you do good or that you like doing this is to coach people to be their best cells inside the organization so it's about finding that best cell for everybody and then you find a spot where you can use that and that's what it is because sometimes the company really wants to be it has to be like this and sometimes it's like she said you can collaborate in so many other ways and also what is the role of the company in this process of protagonism because a lot of people talk about protagonism but how do we also come from these scenes when we are living here in practice but we bring it to the institution and especially those institutions that look really for that you are failing not for what is good because everyone is good in something and sometimes he doesn't want to be good in that so we will be there in that game exactly and it's about the garden again being the gardener right planting the plants in the place where they grow the best and treating them in a way so that they grow the best so giving enough sunshine and water and all the things that the plant need being aware that different plants have different needs that's the leader that's leaders job to understand that different people have different needs and they are doing differently in different positions so talking to or understanding the needs of the plant and then helping the plant to get to the place in the garden where it can grow the best maybe together with other plants or more alone maybe because it needs a lot of space around itself or maybe it needs some shadow or maybe it needs you know some some different plants sometimes grow very well together so it's all about finding that the specific circumstances in the system where this person can grow and contribute then you actually and now I'm going to to say it in a very rude way do you utilize your resources in the best possible way right but at the same time it's a win-win solution for the person at the company because you're finding the best way for that particular person to contribute to the organization's goals and then we get the most out of people and the people get the most out of the company also so it's a win-win solution to work with the people in the center and shaping work around the person instead of closing people into job descriptions and labels and putting them in boxes