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ÀÎÀûÀÚ¿ø°³¹ß¿¡¼­ ¡®ÄÚĪ¡¯Àº ÇöÀåÀÇ ¼º°ú¸¦ Á÷Á¢ °Ü³ÉÇÑ 2013³â ASTDÀÇ À¯ÀǹÌÇÑ ¾îÁ¨´ÙÀ̱⵵ Çß´ø WLP(Workplace Learning and Performance)¸¦ ´Þ¼ºÇÏ´Â È¿°úÀûÀÎ ±³À° ¹æ¹ý·ÐÀ¸·Î ÇöÀç ÀÚ¸®¸Å±èÇØ, º¿¹° Ä¿Áöµí ºÐ¾ß¿Í Àü¹®ÀÎÀÇ ±Ô¸ð°¡ Ä¿Áö°í ÀÖ´Ù. 2000³â´ë Ãʹݸ¸ Çصµ ±¹³»¿¡´Â ÄÚĪÀ̶õ ¿ë¾îÁ¶Â÷ ¾ø¾ú°í, ÀÌÈÄ¿¡µµ ÄÚĪÀº ¿Ü±¹°è ±Û·Î¹ú ±â¾÷À̳ª ¼öÀÔÇй® Áß½ÉÀ¸·Î ±¹³» À¯ÀԵǾú´Âµ¥, (ÁÖ)ÀÎÄÚĪÀº ±¹³» ºê·£µå ±â¾÷±³À°(¼ºÀα³À°) ÄÚĪ Àü¹® ÆßÀ¸·Î¼­´Â Çѱ¹ÀÇ ¹®È­Åä¾ç¿¡ ¸Â´Â Coaching Expert ¸¦ °³¹ßÇÏ¿© Çѱ¹ HRD¿Í Çѱ¹Àû ÄÚĪ Methodology, ¿ì¼ö ±³À° ÄÁÅÙÃ÷¸¦ ¼¼°è °¢±¹À¸·Î ¼öÃâÇÏ´Â ¿¬¸ÅÃâ 20¾ï ±â¾÷À¸·Î ¼ºÀåÇØ ÀÖ¾ú´Ù. Çѱ¹ Áö½ÄÀÇ ¿ª¼öÃâ¿¡ ÈûÀ» ±â¿ï¿© ¿Â, ±¹³» ±â¾÷±³À°ÀÇ °³Ã´ÀÚÀÌÀÚ ÀÎÄÚĪ ÇÚµå¸ÞÀ̵å, Original Contents ±¸Ãà¿¡ ½ÉÇ÷À» ±â¿ï¿© ¿Â (ÁÖ)ÀÎÄÚĪ È«ÀǼ÷ ´ëÇ¥´Â ÀÛ³â ÀÎÄÚĪÀÌ ¡®ÄÚĪ Æ÷À¯¡¯ÀÇ ¼º°øÀ¸·Î Áß±¹, ¹Ì¾á¸¶, Àεµ³×½Ã¾Æ¿¡ ÁøÃâÇѵ¥ À̾î, ¸»·¹À̽þƿ¡¼­´Â ÷´Ü±â¼úÁøÈï¿ø(MIGHT)°ú ÄÚĪ ±³À° ¶óÀ̼¾½ÌÀ» ü°áÇØ Çѱ¹ÀÎÀÇ µ¶Ã¢ÀûÀÎ ±³À° ¸ðµâ·Î 37°³±¹¿¡¼­ Çѱ¹ ±³À°ÀÇ ¿ì¼ö¼º, ƯÈ÷ È«ÀǼ÷ ´ëÇ¥ÀÇ ½Å³äó·³ ¿µ¹Ì±ÇÀÇ ¡®Áö½Ä°ú ±â¼ú¡¯ À§ÁÖ°¡ ¾Æ´Ñ ¡®¸¶À½°ú ŵµ¡¯ º£À̽º¿¡¼­ ³ª¿À´Â Çѱ¹ÀÎ ÆÛÆ÷¸Õ½ºÀÇ ¿ì¼ö¼ºÀ» Àü ¼¼°è¿¡ ÀÌÇؽÃÅ°´Â ±â¿°À» ÅäÇß´Ù. 2014³â ÀÎÄÚĪÀº ¡®ÄÚĪ Æ÷À¯¡¯°¡ ƯÈ÷ ¸»·¹À̽þƿ¡¼­ Æø¹ßÀûÀΠȣÀÀÀ» ¾ò¾î, ±¹³» ºê·£µå·Î¼­ ±Û·Î¹ú ÄÁ¼³Æà ÆßÀÇ À§»óÀ» ´Ü´ÜÈ÷ ±»Èù ÀÌÈÄ, ¿©¼º ÀÎÀç ±Û·Î¹ú ¸®´õ½ÊÀ» °í¹ÎÇÏ´ø ¼ºÁÖ Àç´Ü°úÀÇ °øµ¿ °³¹ß·Î ¡®À®(WING, Woman International Network Group)¡¯À» ÃÖ±Ù Ãâ½ÃÇØ Àα⠸ôÀÌ¿¡ µé¾î°¬´Ù. ƯÈ÷ ¡®À®¡¯ÀÇ °³¹ßÀº ÀÎÄÚĪ R&DÆÀ¿¡¼­ ½ÃÀ۵DZ⺸´Ù ¿ÏÀüÈ÷ CEO È«ÀǼ÷ ´ëÇ¥ÀÇ ¿øõ ¾ÆÀ̵ð¾î¿¡¼­ Ãâ¹ßÇØ È­Á¦¸¦ ¸ðÀ¸°í ÀÖ´Ù. À®Àº ±¹³» ÄÚĪÀÇ °³Ã´»çÀÎ È«ÀǼ÷ ÄÚÄ¡ÀÇ 20³â °í¹Î°ú ¿¬±¸ ¼º°úÀÇ Á¤¼ö¸¦ Áý¾àÇß´Ù. À®ÀÇ ¼öÀͱÝÀÇ 10%´Â ´Ù½Ã ¼ºÁÖÀç´ÜÀ¸·Î ±âºÎµÇ¾î, ¼Ò¿Ü°èÃþ°ú Àü¹®°èÃþÀ» ¸··ÐÇÑ ¿©¼º ÀÎÀûÀÚ¿øÀÇ ¹Ì·¡Çü Áö½ÄÀÚº»À» âÃâÇÒ ±³À°ºñ·Î ȯ¿øµÈ´Ù.

 

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È«ÀǼ÷ ´ëÇ¥´Â WINGÀÇ ¡®±Û·Î¹ú¡¯ÀÌ ¡®Ãʱ¹Àû(Transnational) ¿©¼º ÀÎÀûÀÚ¿ø °£ÀÇ À¶ÇÕ°ú ³×Æ®¿öÅ©¿¡¼­ ¹ß»ýÇÏ´Â ¿¬°á¼ºÀÇ °¡Ä¡»ç½½, ±Þº¯Çعö¸° ¸Åü ȯ°æ¿¡¼­ RUNNING TIME È®»ê°ú È®´ë, ±Ù½Ã¾ÈÀÌ ¾Æ´Ñ Áö¼Ó°¡´ÉÇÑ ¹Ì·¡Çü Long Term Grand View¡¯¶ó°í ¾ÐÃàÇß´Ù. ¾Æ¹«¸® ¿ª·® ³ôÀº ÇÏÀÌÆÛÆ÷¸Ó ¿©¼º ÀÎÀçµµ È¥ÀÚ¼­´Â Àý´ë·Î ºÒ°¡´ÉÇÑ À¶ÇÕ ½Ã³ÊÁö¸¦ ¡®Network Group¡¯ÀÎ À®ÀÇ ±³À° ÇöÀå¿¡¼­ °æÇèÇÒ ¼ö ÀÖµµ·Ï µÇ¾îÀÖ´Ù. ¡®¿©¼º ¸®´õ½Ê¡¯Àº ¼±ÃâÁ÷ 30%ÇÒ´çÁ¦, ÄõÅÍÁ¦ °°Àº ¿©¼º°èÀÇ º¸À̽º°¡ ¿©ÀüÇÏÁö¸¸, ¾î¶»°Ô(how to) ¿©¼ºÀ» ¸®´õ·Î ¼ºÀåÇÏ°Ô ÇÒ °ÍÀΰ¡¿¡ ´ëÇÑ À°¼ºÀÇ »ç´Ù¸®°¡ ¾ÆÁ÷µµ ¾ø¾ú´ø ÅÍ¿¡, ±× ÇÏ¿ìÅõ¸¦ ÇÁ·Î¼¼½º Å×ÀÌÅ·¿¡ µû¶ó ¡®´Ü°èº°¡¯·Î ´Þ¼º°¡´ÉÇϵµ·Ï ±âº» ¿ª·® µðÀÚÀΰú ¹æ¹ý·ÐÀ» ¡®À®¡¯¿¡ Á¤±³ÇÏ°Ô ³ì¿©³½ °ÍÀ¸·Î Æò°¡µÈ´Ù. À®Àº ±³À°°øÇÐ, ÀÎÁö°øÇÐ, °æ¿µÇÐ º£À̽º Convergence¿Í ConciliationÀ» ±â¹ÝÇÑ ÀÚü ±âȹÀ¸·Î, ÀÏÇÏ´Â ¿©¼ºÀÇ Çö½ÇÀûÀÎ ·Ñ¸ðµ¨À» Ideation ÇÏ°í ½ÇõÇغ¸´Â °ÍÀÌ ¡®°¡´ÉÇÑ¡¯ °¡±î¿î µ¥¼­ ã¾Æ ¿À´ÃÀÇ ¾×¼Ç Ç÷£À» ½ÇÇàÇϵµ·Ï ÃÖÀü¹æ ±â¹ýÀÇ ÄÚĪÀ¸·Î ÀÎÅÍ¾×¼Ç ¸Å°³ Æȷξ÷ÇÏ´Â °ÍÀÌ´Ù. È«ÀǼ÷ ´ëÇ¥´Â À®ÀÌ ºñÇö½ÇÀûÀÎ ¡®¼º°øÇÑ À¯¸í ¿©¼º¡¯¿¡°Ô¼­ Ư°­À» µè°í ¡®So What?¡¯À¸·Î ³¡³ª´Â °ÍÀÌ ¾Æ´Ïµµ·Ï µðÀÚÀÎÇß´Ù. ¡°20³âÀü¿¡ ºñÇØ ¿©¼º ¸®´õ´Â ±ÞÁõÇß´Ù. Á¶Âù¸ðÀÓ¿¡¼­µµ ÃÖ¼ÒÇÑ 30%ÀÌ»ó ¿©¼º Àü¹®Á÷ ¸®´õ´Â ¸¹´Ù. ±×·±µ¥ ¿©¼º ´ëÅë·ÉÀÌ ¹èÃâµÈ ½Ã´ë¿¡µµ, °¢°è¿¡¼­ µÎ°¢À» ³ªÅ¸³»´Â ¿©¼ºµéÀº ¾ÆÁ÷µµ º¸ÀÌÁö ¾Ê´Â´Ù. ¿Ö ±×·²±î? ÀÌÁ¦ ¿©¼ºÀÇ °³¼º, À¯¿¬¼º, ¼¶¼¼ÇÔÀ» Àß »ì·Á¼­ ¸®´õ·Î Å°¿ö¾ß ÇÑ´Ù´Â »ý°¢À» Çß´Ù. ¿ÃÇØ º½¿¡ óÀ½ ÆÄÀÏ·µ Å×½ºÆ®¸¦ ÇÑ 1±â»ýµéÀÇ ¸¸Á·µµ´Â 100% ÃßõÀ» ¹Þ´Â °á°ú¸¦ ¾ò¾ú°í, 6Á¡ ¸¸Á·µµ¿¡¼­ 5.7À» ±â·ÏÇß´Ù. 80¸íÀÌ ¸ô·Á 4:1ÀÇ °æÀï·üÀ» ¶Õ°í ¼±¹ßµÈ ¿©¼º ÀÎÀçµéÀ» Focus Grouping Çߴµ¥µµ ±×·¨´Ù. ±×·¡¼­ À̹ø 2014³â ÇϹݱâºÎÅÍ °è¼ÓµÉ ¼­¸Ó½ºÄð 2±â WINGÀº ´õ º¸¿Ï º¸ÃæÇØ Ãâ½ÃÇß´Ù. 


1_ ÀÚ½ÅÀ» ¾Æ´Â ¸®´õ(self awareness, appreacive inquairy(AI)

Çѱ¹ÀÇ ÇÏÀÌÆÛÆ÷¸Ó Áß¿¡´Â »ç¶÷À» °í·ÁÇÏÁö ¾Ê´Â µ¶´ÜÀûÀÎ ¼º°úÀÚµéÀÌ ¸¹´Ù. ±×·±µ¥ ±× »ç¶÷À» º¸Åë ¡®CEO¡¯°¡ ±²ÀåÈ÷ ¾Æ³¢°í ÃѾÖÇؼ­ ¸®´õ¿¡ ¿À¸£´Â ÀÏÀÌ ¸¹´Ù. ¼º°ú¸¦ ³»±â ¶§¹®ÀÌ´Ù. ±×·±µ¥ ±× ÇÑ ¸íÀÌ ¿Ã¸®´Â ¼º°ú°¡ ÆÀÇ÷¹À̸¦ ¶³¾î¶ß¸®°í ÆÀ¿øµéÀÇ »ç±â¸¦ ¶³¾î¶ß·Á Àü»çÀûÀ¸·Î º¸¸é ȸ»ç(ºÎ¼­) Àüü ¼º°ú¿¡´Â ºÒÀÌÀÍÀÌ´Ù. °Ô´Ù°¡ ¿©¼ºÀÏ °æ¿ì ´õ º¸½ÅÁÖÀÇ, ³¯Ä«·Î¿ò, ¿¹¹ÎÇÔ, ¼Ò±ØÀûÀÌ´Ù. ÀμºÀÌ À߸øµÇ¾î ±×·²±î? ¾Æ´Ï´Ù. ±× »ç¶÷ÀÇ ¡®¿ª·®¡¯ÀÌ °Å±â±îÁö´Ù. ÀÏ¿¡¼­ ¼º°ú³»´Â °ÍÀ¸·Î ÀÌ¹Ì FullÀÌ´Ù. ±×·¸´Ù¸é ´ã´çÀÚ°¡ ¾Æ´Ñ ¼®¼¼¼Ç Ç÷£¿¡ Æ÷ÇÔµÈ ¡®¸®´õ¡¯·Î¼­ ¼ºÀå½ÃÅ°·Á¸é ±× ¿ÜÀÇ ¿ª·®, ¿¹ÄÁ´ë °ü°è¿ª·®À̳ª ¸®´õ½ÊÀ» ²ø¾î¿Ã·ÁÁà¾ß ÇÑ´Ù. "ÀÎÄÚĪ ÇÁ·Î±×·¥Àº º¹ÀâÇÑ °ÍÀÌ ¾ø´Ù. ³»¿ëÀº ½ÉÇÃÇѵ¥, °á°ú´Â ÆÄ¿öÇ®ÇÏ´Ù. WINGµµ ¸¶Âù°¡Áö´Ù. ÇнÀÀÚµéÀÇ ¼­·Î ÃæºÐÈ÷ ¸»ÇÏ°í ³ª´©´Â ¼¼¼ÇÀÌ ¸¹ÀÌ ÇÒ´çµÈ´Ù. ÇÑ »ç¾È¿¡ ´ëÇØ Embracing Diversity¸¦ °æÇèÅä·Ï ÇÑ´Ù. À®Àº ±¹³»¿Ü ´õ ¡®È®»ê¡¯µÇ¾î ¾öû³­ ¿©¼º ÀÎÀûÀÚ¿ø ¡®³×Æ®¿öÅ·¡¯À» Çö½ÇÈ­ÇÏ´Â ¸ñÇ¥¸¦ Áö´Ñ´Ù. ±×·¡¾ß¸¸ ÀÌ °³ÀεéÀÌ ¡®¿©¼º ¸®´õ¡¯·Î ¼ºÀåÇÒ ¼ö°¡ ÀÖ´Ù´Â Àǹ̰¡ ¹«¾ùÀÎÁö ¾Ë°Ô ÇÏ·Á´Â °ÍÀÌ´Ù.¡±


Á¤Èñ¿ø ±âÀÚ : ÀÚ½ÅÀ» ¾Æ´Â ¸®´õ, ±²ÀåÈ÷ Áß¿äÇÏ´Ù. WINGÀ» Àá±ñ µéÀ¸¸ç ¡®³»°¡ ´©±¸ÀÎÁö¡¯ ¸ô¶ú´Ù´Â °Í ÀÌ ÀÌ»óÇß´Ù. Self awareness, ÀÌ´Â ÀÚ½ÅÀ» °´°üÈ­ÇØ º¼ ¼ö ÀÖ´Â meta cognitionÀÌ°í ÇÏ¿öµå °¡µå³ÊÀÇ ´ÙÁßÁö´ÉÀÇ ÁÖ¿äÇÑ Àڱ⠼ºÂûÁö´ÉÀÌ°í ³²³à ´Ù ¸¶Âù°¡Áö´Ù. ¼¼°èÀûÀÎ ¿µÀå·ùÇÐÀÚ ÇÁ¶õ½º µå ¹ßÀÌ °­Á¶Çßµí, ¿µÀå·ù°ú º¸³ëº¸¸¸ µÇ¾îµµ Àڱ⸦ ¼ºÂûÇÒ ¼ö ÀÖ´Â ´É·ÂÀ» Ÿ°í ³­´Ù. ÇÏÁö¸¸ ÀÌ°ÍÀÌ ¾È µÇ´Â »ç¶÷, »ç½Ç ¾öû³ª°Ô ¸¹´Ù. ¡®Á¤È®ÇÑ ÀÚ±â Àνġ¯Àº ¿Ö Áß¿äÇÑ°¡


È«ÀǼ÷ ´ëÇ¥ : WINGÀº 5°³ ¸ðµâÀÌ ´Ü°èº°·Î ¿¬°á, ¿Ã¶ó°¡µµ·Ï µÇ¾î ÀÖ´Ù. 1¸ðµâÀ» °¡Àå ¸ÕÀú µÐ ÀÌÀ¯´Â ¡®³ª¿¡ ´ëÇÑ È®½Å¡¯ÀÌ »ý°Ü¾ß ÆÇ´Ü·Â(´õ ½ºÇǵðÇÑ °á·Ð)°ú °áÁ¤·ÂÀÌ »ý±â°í ¾×¼Ç¿¡ ¿Å±â±â ¶§¹®ÀÌ´Ù. ¡®ÀÌ´Â ³» °­Á¡ÀÌÁö¸¸, ÀÌ´Â ³ªÀÇ ¾àÁ¡À̾ß, À̸¦ Á¤È®È÷ ¾Ë¾Æ¾ß Àڱ⸦ º¸¿©ÁÙ ¶§ º¸¿©ÁÖ°í Æ÷±âÇÒ ¶§Æ÷±âÇÑ´Ù. ÀÚ±âÀÇ Status¸¦ Á¤È®ÇÏ°Ô ¸ð¸£¸é ´õ ¸ø ³ª°£´Ù. ³»°¡ ¾î¶² »ç¶÷ÀÎÁö È®½ÅÇϸé, ¡®³ª´Â ÀÌ°Ç ±¦ÂúÀºµ¥ ÀÌ°Ç ¾È µÅ.¡¯¸¦ ÀνÄÇØ¾ß ³»°¡ ÇÒ ¼ö ÀÖ´Â °ÍÀº ¸ôÀÔÇÏ°í, ºÎÁ·ÇÑ °ÍÀº ´õ ÀßÇÏ´Â Àú »ç¶÷ÇÑÅ× À§ÀÓÇϰųª Çù¾÷ÇÏ´Â °ÍÀÌ ÀÚ¿¬½º·´°Ô µÈ´Ù. ¼ÒÅëÀÌ °¡´ÉÇØÁø´Ù. ¸Å¿ì °£¸íÇÏ´Ù. Á¶Á÷¿¡¼­ ¼º°ú¸¸ °¡Áö°í ¸®´õ±îÁö ¿Ã¶ó¿Í¼­ ÀÚ½ÅÀ» ¸ð¸£´Â ¸®´õ´Â ¸ðµç °ÍÀ» ´Ù Àå¾ÇÇؾ߸¸ ¿Ïº®ÇÑ Ã¥ÀÓÀ» ¿Ï¼öÇÑ °Íó·³ »ý°¢ÇÏ°í, ÀÏ°ú »îÀÇ ±ÕÇü(ƯÈ÷ ±âÈ¥¿©¼º)µµ ¾È µÇ°í, »îÀÌ ¸¸½ÅâÀÌ°¡ µÇ¾î Àý´ë·Î Áö¼Ó°¡´ÉÇÏÁö ¾Ê´Ù. ±×·¯³ª À®Àº ¸®´õ°¡ µÇ¾î¾ß ÇÒ ¿©¼º ÀÎÀçÀÇ ¾àÁ¡º¸´Ù´Â ¡®³ª¸¸ÀÇ µ¶Ã¢Àû °­Á¡(Unique Strong Points)À» ¹ß°ßÄÉ¡¯ ÇÏ·Á´Â °ÍÀÌ´Ù. »ç¶÷(Á¶Á÷)ÀÌ ¹®Á¦ Æ÷Ä¿½ÌÀ̸é ÇѾøÀÌ Çã¾àÇØÁø´Ù. ±×·¡¼­ ¿¹ÄÁ´ë A.I¶ó´Â °ÍÀÌ ÃÊÀÏ·ù ±×·ì»ç¿¡¼­ ÀαⰡ ÀÖ´Â °ÍÀÌ´Ù. ±×·¡¾ß ÀÎÀç, ¸®´õ, Á¶Á÷ÀÌ ½Å³ª°í È°¹ßÇØÁø´Ù. 


2_°ø°¨ÇÏ´Â ¸®´õ(Listening ¡æ Empathy)

±â¾÷Àº ¸®´õ, ƯÈ÷ ÃÖ°í¸®´õ·Î ¿Ã¶ó°¥¼ö·Ï ¡®¸ÅÃâ(¼º°ú)¡¯ Ã¥ÀÓÀ» Áö°Ô µÈ´Ù. ºñ¸®´õÀÏ ¶§´Â Task¿¡¼­¸¸ ÇÏÀÌÆÛÆ÷¸Õ½º¸¦ ÇÏ¸é µÇ±â ¶§¹®¿¡, »ý°¢ÀÌ ¼ø¼öÇÏ´Ù. ÇÏÁö¸¸ ¸®´õ·Î ¼ºÀåÇϸ鼭 ¡®µ·¡¯ÀÌ °³ÀÔµÇ°í ¡®µ·¡¯À» ´Ù·ç°Ô µÇ¸é, »ç¶÷ÀÌ º¹ÇÕÀûÀÌ µÉ ¼ö¹Û¿¡ ¾ø´Ù. ±×·¡¼­ Ưº°È÷ °æ¿µÇÐÀÌ CEO¸¦ Ÿ±êÀ¸·Î ¡®ÁøÁ¤¼º ¸®´õ½Ê(Authentic Leadership)¡¯À» 20³â °ËÁõÇØ »õ»ï½º·´°Ô ²¨³»´Â °ÍÀÌ ¹ºÁö ÀÌÇØÇØ¾ß ÇÑ´Ù. ºñÁî´Ï½º¿¡¼­ Áø½ÇÇÑ °Í, Á¤Á÷ÇÑ °Í, Áø½ÉÀÎ °Í, ÁøÁ¤¼º ÀÖ´Â °áÁ¤À» ÇÏ´Â °ÍÀÌ ¹«¾ùÀÎÁö, ¹è¿ì°Ô µÈ´Ù. ±× ¸®´õ°¡ ¡®¿©¼º¡¯À̶ó¸é ÀÌ ¾î·Á¿òÀº ´õ °¡ÁߵȴÙ. ³²¼º°ú ´Ù¸¥ µ¶Ã¢Àû ¸®´õ½ÊÀ» ±¸ÃàÇؾ߸¸ ÀڽŰú Á¶Á÷ÀÇ ¡®¼º°ú¡¯¸¦ °ßÀÎÇϱ⠶§¹®ÀÌ´Ù. °æû°ú °ø°¨Àº ¾î´À Á¤µµ Áö½Ä°ú Ç°°ÝÀÌ ÀÖÀ¸¸é ´©±¸³ª °¡´ÉÇѵ¥ ¡®¸®´õÀÇ¡¯ °ø°¨·Â°ú °æû·ÂÀº Àý´ë·Î ÈÆ·ÃÀÌ ¾øÀÌ ±×Àú Ç×»ó °¡´ÉÇÑ ÀÏÀÌ µÉ ¼ö°¡ ¾ø´Ù. ¶ÇÇÑ ÀÌ´Â ¡®¿©¼º ¸®´õ¡¯°¡ Á¶±Ý ´õ ÀßÇÒ ¼ö ÀÖ´Ù. 


Á¤Èñ¿ø ±âÀÚ : °ø°¨ÇÏ´Â ¸®´õ, ÀÌ empathy °ü·ÃÇØ ÀÛ³â ÇÑÇØ À̽´°¡ µÆ´Ù. 2013³â ASTD´Â ³ú°úÇÐ ¿¬±¸¿¡ µ¹ÀÔ, ±× ÀÌÀ¯°¡ ¸ðµç °Ô ±Þº¯ÇÏ´Â »óȲ¿¡¼­ °æ¿µÀÚµç Á¶Á÷ÀÌµç »ç¶÷µéÀÌ ¡®ºÒ¾È¡¯ÇÏ´Ù. °ø±â¾÷ ´ë±â¾÷Àº 3³â ÀÌ»ó »ç¶÷À» ÇÑ ÀÚ¸®¿¡ µÎÁö ¾Ê°í, ½Å±Ô ´ÏÁî°¡ ¹ß°ßµÇ¸é »ç¾÷ºÎ¸¦ ¸¸µé¾ú´Ù°¡, ¼º°ú°¡ ³ªÁö ¾ÊÀ¸¸é ¾ðÁ¦ ¾ø¾îÁúÁö ¸ð¸¥´Ù. ¿ÃÇØ ³»°¡ ¾îµð·Î ¹ß·É³¯ Áö ¸ð¸£°í, ¿¬±¸¿øµµ Áö±ÝÀº ´Ü¼ø ¿¬±¸¸¦ ÇÏÁö ¾Ê´Â´Ù. ¸ðµç °Ô ºñÁî´Ï½º ¸µÅ©µÇ¾î ÀÖ´Ù. ¾÷¹«³ª Á÷´Éµµ À¶ÇÕ ¶Ç´Â ÅëÆóÇÕµÇ¾î ¾ðÁ¦ ¾î¶»°Ô ´ëóÇØ¾ß ÇÒÁö ¸ð¸£´Â ±²ÀåÈ÷ ºÒ¾ÈÇÑ Á¶Á÷ ³»¿Ü¿¡¼­, »ê¾÷È­ ½Ã±â °°À¸¸é ¸ðµÎ °³ÀÎÀÌ ¾Ë¾Æ¼­ ÇØ¾ß ÇÒ °í¹ÎµéÀ» HRÀÌ ²¨³½ °ÍÀÌ´Ù. °¨Á¤, »ç¶÷ÀÇ °¨Á¤À» ¾î·ç¸¸Áö´Â ±× ¹®Á¦¸¦ óÀ½À¸·Î ASTD°¡ °ø·ÐÈ­, ¡®°¨Á¤¡¯¿¡ ´ëÇÑ °í·Á, ¾ÈÁ¤µÈ ½É¸®¿¡¼­ ¸ðµç ÁÁÀº °ÍÀÌ ³ª¿À±â ¶§¹®¿¡ ºÒ¾È°ú °¨Á¤ ¹®Á¦¸¦ ÁýÁßÇÏ´Ù°¡ ³ú°úÇбîÁö Èê·¯°¬´Ù. °¨Á¤À» ¹è·ÁÇÏ´Â ¸®´õ½ÊÀº °ø°¨ ¸®´õ½Ê°ú ¸Å¿ì ÀÏÄ¡ÇÑ´Ù. ¸®´õÀÇ »ó¿ë ¾ð¾î, ÀÌ·± °Íµµ ±²ÀåÈ÷ ³ú¿Í ¼öÇà¿¡ ¹ÌÄ¡´Â ¿µÇâÀÌ Å©°í, °á±¹ ÀÌ EmpathyÀÇ ¹ß´ÞÀº, ½º½º·Î µ¿±â¸¦ ºÎ¿©ÇÏ°í ¼ºÃëÇس»´Â ¡®ºÎÀÚµéÀÇ ³ú¡¯·Î ºÒ¸®´Â ÀüÀüµÎ¿± ÇÇÁú¿¡ Àִ ƯÁ¤ ºÎºÐ¿¡ ¿¬°üµÇ±âµµ ÇÑ´Ù. ¡®Neuro-economics and the firm¡¯À̶õ ¿¬±¸¹°¿¡ ÀÖ´Ù. ÀÌ empathy¿¡ ÀÇÇØ Ã˹ߵǴ °ÍÀº Àڱ⠵¿±âºÎ¿© »Ó ¾Æ´Ï¶ó ŸÀο¡°Ôµµ µ¿ÀÏÇÏ°Ô Àû¿ëµÇ¾î, ÃÊÀÏ·ù ±â¾÷ÀÇ Æ۽Ǹ®Å×ÀÌÆà ¹®È­, »óÈ£ °¨ÀüµÈ µíÀÌ ¿­Á¤ÀÌ ÆÛÁ®³ª°¡ ½Ã³ÊÁö¸¦ ³»´Â Áß¿äÇÑ Å°°¡ °ø°¨·ÂÀε¥, ÀÌ´Â ¼ºÃë¿Í ¸ôÀÔ, âÀÇ¿¡ ÀüºÎ ¿¬°áµÇ¾î ÀÖ´Ù. ¸®´õÀÇ °ø°¨´É·ÂÀº Áö±Ý°ú °°Àº ÇÏÀ̾î¶óÅ° Á¶Á÷ÀÌ ¾Æ´Ñ ¡®Ç÷§ÇÑ Ã¥ÀÓ Á¶Á÷¡¯¿¡¼­´Â ÀÌ °Ýº¯±â¿¡ ½ºÆ®·¹½º ¸¹Àº ¾÷¹« ½ÃÃß¿¡À̼ǿ¡¼­ ¾ÆÁÖ Áß¿äÇÏ´Ù. »ç¶÷À» °¨Àü½ÃÄÑ ¼ºÀå½ÃÅ°´Â °ø°¨ ´É·Â, »ç¶÷ÀÇ °¨Á¤°ú ±âº»Àû ¿å±¸(drive)¸¦ °í·ÁÇÏ´Â °Í, Áö±Ý±îÁö Çѱ¹ Á¶Á÷¿¡¼­ ±²ÀåÈ÷ Ãë¾àÇß´Ù. ÀÌ °ø°¨ ¸®´õ½ÊÀº Áö³­ 20³â°£ °æ¿µÇÐÀÌ È¿°ú°¡ ÀÖ´Ù°í °ËÁõÇÑ Ä«¸®½º¸¶ ¸®´õ½ÊÀ̳ª ÁøÁ¤¼º ¸®´õ½Ê¿¡ ´õÇØ, ÁÖ¿äÇÑ ±â´ÉÀ» ÇÒ ¼ö ÀÖ´Â Å« Æ÷¼ÇÀε¥, ÀÌ´Â ¿­Á¤°ú µ¿±âºÎ¿©¶ó´Â HRD°¡ °³¹ßÇØÁÖ±â Èûµé´Ù´Â ¡®¼º¿ª¡¯¿¡ Á¢±ÙÇÒ ¼ö Àֱ⠶§¹®ÀÌ´Ù. 


È«ÀǼ÷ ´ëÇ¥ : ¸®´õ½ÊÀº ´ë»óÀ» ÀüÁ¦ÇÑ´Ù. ´ë»ó°ú ³»°¡ È£ÈíÇÒ ¼ö ¾ø´Ù¸é Á¶Á÷Àº ¿ÍÇصȴÙ. ³ª ÀÚ½ÅÀ» ¸íÈ®È÷ ¾Ë¾Ò´Ù¸é, ´Ù¸¥ »ç¶÷ÇÏ°íµµ °ø°¨ÇÒ ¼ö ÀÖ¾î¾ß ÇÑ´Ù. ±× °ø°¨·Â¿¡´Â ¡®°æû¡¯ÀÌ Áß¿äÇÏ´Ù. °ø°¨ÇÒ ¼ö ÀÖÀ¸·Á¸é ÀÏ´Ü ¹«ÀåÇØÁ¦»óÅ·Π»ó´ë À̾߱⸦ ¿ÏÀüÈ÷ ¼ø¼öÇÏ°Ô ¸ôÀÔÇØ¾ß ÇÑ´Ù. ¼ø¼öÇÑ ¸ôÀÔÀ» Çؾ߸¸ ÀÌ »ç¶÷ÀÌ ÁøÁ¤ÇÏ°Ô ÀÌÇØ°¡ µÈ´Ù. Áö±Ý ÀÌ·± Àǵµ·Î ¸»ÇÏ´Â °Í ¾Æ´Ñ°¡ ºÐ¼®ÇÏ´Ùº¸¸é, ±×ÀÇ ¼ø¼öÇÑ Àǵµ³ª ÁøÂ¥·Î óÇÑ »óȲÀ» ÆľÇÇϱ⠾î·Æ´Ù. ¹éÁö»óÅ·Π±× »óȲ¿¡¼­, ÀÌ »ç¶÷ÀÌ ÀÌ ¹®Á¦¸¦ ¾î¶»°Ô »ý°¢ÇÏ°í ÀÖ³ª¸¦ ±×³É ¼ø¼öÇÏ°Ô µé¾îÁÖ´Â °ÍÀÌ´Ù. ±×·¯´Ùº¸¸é ³» »ý°¢ °°À¸¸é ¾ÆÁÖ ºÒÇÕ¸®ÇÏ°í È­¸¦ ³»¾ß ÇÏ´Â »óȲµµ ÁöÇý·Ó°Ô ¡®»ó»ý¡¯ÇÒ ¼ö ÀÖ´Ù. ±×°ÍÀÌ ¹Ì·¡Çü Á¶Á÷ÀÇ ±Ù¿øÀû ÀÚ¿ø °°´Ù. ÇϳªÀÇ ÆÑÆ®¿¡µµ Áø½ÇÀº ¿©·¯ °³ÀÏ ¼ö À־, °¢ »ç¶÷ÀÌ º¸´Â ±× ´Ù¸é°ú ÀÔü°¡ ´Ù ´Ù¸¦ ¼ö ÀÖ´Ù. ¡®³»°¡ ±× »óȲÀ» ´Ù ¸ð¸£¸é¼­ ´ÜÁö Ç¥ÇöµÇ´Â °Í¸¸ °¡Áö°í Áö·¹ ÆÇ´ÜÇÏÁö ¸»¾Æ¾ßÁö¡¯, ¸®´õ´Â ´Ù¸¥ »ç¶÷µéÀÌ º¸´Â ¸é¸éÀ» ´Ù µè°í »ý°¢Çغ» µÚ À̾߱⸦ ÇÏ´Â °ÍÀÌ ÁÁ´Ù. °ø°¨·Â°ú °æûÀ» ÅëÇØ »ç¶÷ÀÌ ±×·± ¼öÁØÀ¸·Î ¿Ã¶ó°¡¾ß ÇÑ´Ù. ÀÌ°ÍÀº ³ë·ÂÀ» ÇØ¾ß ÇÑ´Ù. ±× ijġ·ÂÀÌ ÀÖ´Â ¸®´õ°¡ ÀÖ´Â Á÷ÀåÀÎÀº Çà¿îÀÌ´Ù. ÀÌ´Â ¾Ï¹¬Áö(tatic knowledge)°¡ ¾Æ¹«¸® ³ô¾Æµµ ½±Áö ¾ÊÀº ¸®´õ½ÊÀÌ´Ù. ÇÕ¸®ÀûÀ¸·Î ´ç¿¬È÷ È­¸¦ ³»¾ß Çϴµ¥, ÇÑ ¹ø ¸ØÃß°í ÀÚÁ¦ÇÏ°í ´õ Å« ¹Ù¶÷Á÷ÇÑ ¼öÁ¤ È¿°ú¸¦ »ý°¢ÇØ¾ß ÇÑ´Ù. Á÷¿øµéÀÇ ¼ºÀÇ ¾ø´Â ŵµ, Àú¼º°ú, ºÒ¾ÈÁ¤ÇÑ »óȲµµ ¸¶Âù°¡Áö´Ù. ¸®´õ´Â ½Ã±ÞÇÑ »ç¾ÈÀÇ ¸í¹éÇÑ À߸øÀÌ¶óµµ Áö±Ý ÁöÀûÇÏ´Â °ÍÀÌ ¾ó¸¶³ª ´õ ¹Ù¶÷Á÷ÇÑ °á°ú¸¦ °¡Á®¿Ã Áö »ý°¢ÇÏ°í, È­¸¦ ¸ØÃß°í µé¾îº¸´Â ¼öÁØÀ¸·Î ¿Ã¶ó°¡¾ß Á¶Á÷ ¼º°ú¿¡ ÈξÀ ¹Ù¶÷Á÷ÇÏ´Ù. 


3_¼ºÀåÇÏ´Â ¸®´õ(development, not 'pretending' but 'sustain')

WIINGÀÇ ÀÌ ´Ü°è¸¦ °æÇèÇÏ´Ùº¸¸é ÀڽŰú ŸÀÎÀÇ ¼ºÀåÀÌ °°ÀÌ ÀÌ·ïÁö´Â ¹ß´Þ°úÁ¤À» ÀÚ¿¬½º·´°Ô °ÅÄ¡°Ô µÈ´Ù. Àΰ£¹ß´ÞÀÇ ´Ü°è¿¡¼­, 20´ëÀÇ ¡®Àڱ⠼ºÃ롯 ±× ÀÌÈÄ·Î ¿¹ÄÁ´ë 30´ë´Â ¡®Å¸ÀÎÀ» µ¹º¸´Â °Í¡¯¿¡¼­ ±àÁ¤Àû Á¤Ã¼¼º°ú ¼ºÃë°¨À» °æÇèÇÏ°í Àڱ⠼ºÀåÀ» ÇÏ°Ô µÈ´Ù. ¾Æµ¿ÀÇ ¹ß´ÞÁöü°¡ ÀÖµí, 30´ë ÀÌ»óÀÇ ¼ºÀÎÀº Æò»ý ¹ß´Þ ´Ü°è¿¡¼­ ÀÌ°ÍÀÌ ÀÚ¿¬½º·´Áö ¾Ê´Ù¸é ¹ß´Þ Áöü°¡ µÈ´Ù. 


Á¤Èñ¿ø ±âÀÚ : Development °ü·Ã, Á¶Á÷ ÀÎÀçÀÇ ¼ºÀå, ƯÈ÷ ¿©¼º ¸®´õ·ÎÀÇ ¼ºÀåÀº ¾ïÁö·Î À°¼º½ÃÅ°±âµµ ÇÏÁö¸¸, ½±Áö ¾ÊÀ» °Í °°´Ù. ³²¼º ¸®´õÀÇ ºÐÀ§±â¿¡¼­, ¿©¼ºÀº ¸®´õ·Î ÁÁÀº Á¦µµ¸¦ µÎ¾î ±× ¼ýÀÚ°¡ ¸¹¾ÆÁ®µµ ±×µéÀÇ ·ÑÀÌ Àüü¿¡ Àß ÀνĵÇÁöµµ ¾ÊÀ»»Ó´õ·¯, ³²¼ºÀÇ ÃßÁø·ÂÀ̳ª °¡½ÃÀûÀÎ ¾ð¾î Ç¥ÇöÀû Áö¹è ¼ºÇâ¿¡ ´­·Á¼­ ´Ü±â °¡½ÃÀû ¼º°ú°¡ ÇÙ½ÉÀÎ Á¶Á÷¿¡¼­, ¡®¿©¼º ¸®´õ¡¯´Â Çì°Ô¸ð´Ï¸¦ °¡Á³´Ù Çصµ Á¶Á÷ ¾È¿¡ ÇÔ¸ôµÈ´Ù. ±×·¯´Ùº¸´Ï ¡®¿©¼º ¸®´õÀÇ ¼ºÀ塯Àº ±× ÀÚü°¡ ¹«¾ùÀÎÁö »ç¶÷µéÀÌ Àß ¸ð¸¥´Ù. °Ô´Ù°¡ ¡®±Û·Î¹ú ¿©¼º ¸®´õ¡¯·Î ÀÚ¶ó³ª¾ß ÇÒ ¹Ì·¡Àû ¼÷Á¦°¡ ÀÖ´Ù¸é, ¡®¼ºÀåÇÏ´Â ¸®´õ¡¯°¡ WING¿¡ Æ÷ÇÔµÈ °ÍÀº ´õ¿í ¾î·Á¿î »ç¾ÈÀÌ´Ù. 


È«ÀǼ÷ ´ëÇ¥ : ¿©¼º ¸®´õ ÀÚ½ÅÀÌ ¡®±àÁ¤ÀûÀÎ ¸éÀ¸·Î ¹«¾ùÀ̵ç ÁÁÀ¸´Ï ¹«¾ð°¡ ¹ßÀüµÇ´Â ¸ð½ÀÀ» º¸¿©ÁÙ ¼ö ÀÖµµ·Ï ÇÑ´Ù¡¯´Â °ÍÀÌ´Ù. ±×·¡¼­ WINGÀº ¸Å ȸ±â ¾×¼Ç Ç÷£À» ¸¸µé°í ½ÇÇà üũ¸¦ ÇÏ°í »óÈ£ ÀÛ¿ëÇϸ鼭 ±àÁ¤Àû ±â´ë(positive expectation)ÀÇ ²ø¾î´ç±è °¡¿îµ¥, ÆÄÆ®³ÊµéÀÌ Çǵå¹éÀ» ÁÖ´Â ½Ã°£À» °®´Â °ÍÀÌ´Ù. ±×¸®°í ÀÛµç Å©µç °­Á¡ ±â¹Ý ¼ºÀå Æ÷ÀÎÆ®¸¦ ¸Ó¸®³ª ½ÉÀå¿¡ °¢ÀÎÇÏ°í, ¼ºÀå ¹ß´ÞÀ» ¼­·Î ÃËÁøÇÏ´Â ÀåÀ» ¸¸µç °ÍÀÌ´Ù. ¸¸¾à ÀÎÄÚĪÀÌ ÇØ¿Ü ¼öÃâÀ» ÇÑ´Ù°í Çߴµ¥, ¸ÅÇØ Áß±¹ ÇÁ·Î±×·¥ Çϳª¸¸ À̾߱âÇÑ´Ù¸é »ç¶÷µéÀÌ ÀÎÄÚĪÀ» º¸°í ¼ºÀåÇß´Ù°í ÇÏÁö´Â ¾ÊÀ» °ÍÀÌ´Ù. ¸¶Âù°¡Áö´Ù. 6°³¿ù ÈÄ, 6³â ÈÄ ¹«¾ùÀÌµç ±àÁ¤ÀûÀ¸·Î ´Þ¶óÁ® ÀÖÀ» °ÍÀΰ¡ ÇÏ´Â °ÍÀÌ´Ù. ÀÌ°ÍÀº Àá±ñ¸¸ ³ôÀº ÆÛÆ÷¸Õ½º(ÀÏ ¼öÇàÀÇ ¡®ÆÛÆ÷¸Õ½º¡¯´Â »ç½Ç ¿¬±â¶ó´Â ¾î¿ø¿¡¼­ ³ª¿Ô´Ù)¸¦ ¹Ý¦ º¸¿©Áִµ¥, Áö¼ÓÀûÀÌÁö ¾Ê´Ù¸é ÀÌ°ÍÀº Á¤»óÀûÀ¸·Î ¼ºÀå(¹ß´Þ)ÇÏ°í ÀÖÁö ¾Ê´Ù´Â °æ°¢½ÉÀ» °¡Á®¾ß ÇÑ´Ù. ÀÌ 3´Ü°è´Â ¡®Áö¼ÓÇÏ´Ù(Sustain)¡¯ °¡ ¿­¼èÀÌ´Ù. ¼ö¸¹Àº (°íÀ§) ¸®´õ ÄÚĪÀ» ÇÏ´Ùº¸´Ï, »ç¶÷ÀÌ ÁÁ°í °ø°¨À» Àß ÇØÁÖ´Â µ¥ ±×°É·Î ³¡ÀÌ ³ª°í Àڱ⠹ßÀüÀÌ ¾ø´Â ¸®´õµéÀ» º¸¾Æ¿Ô´Ù. ¿©¼º ¸®´õ¶ó¸é ³²¼ºº¸´Ù Á÷À§µµ ±×·¸Áö¸¸, °¡½ÃÀûÀÎ ±â´ë°¡ Á¶Á÷¿¡¼­ ´ú Çϱ⠶§¹®¿¡ µ¿·ÂÀÌ ´õ ¶³¾îÁø´Ù. ¸®´õ´Â Àڱ⺸´Ù ´õ ³ªÀº ÈĹ踦 ¾ç¼ºÇÏ´Â ¿ªÇÒÀ» Áö´Ï¸ç, ¸®´õ½ÊÀº »óȲ ¼Ó¿¡¼­(situational) ±àÁ¤ÀûÀÎ ¿µÇâ·ÂÀ» ¡®°è¼ÓÇؼ­¡¯ ÁÖ´Â °ÍÀ̱⠶§¹®ÀÌ´Ù. °Ç°­ÇÑ ¸®´õ´Â ¡®³»ÀÏÀº¡¯ ¼ºÀåÇÑ´Ù. Àü¹®¼ºÀÇ ¼ºÀå, ¹ü¿ëÀûÀÎ ÀÏ»óÀÇ ¼ºÀå, ¸ðµÎ Æ÷ÇԵȴÙ. ¾î¶² °ÍÀ¸·Îµç ¡®´©°¡ ºÁµµ ¾îÁ¦º¸´Ù ³ªÀº ¹º°¡°¡ Ãß°¡ ¹ßÀüÀÌ ÀÖ¾î¾ß ÇÑ´Ù¡¯´Â °ÍÀ» ÈÆ·ÃÇÏ´Â ÇÁ·Î¼¼½º´Ù. ¡®º¯È­ °ü¸®¡¯¶ó´Â ¸ðµâÀÌ ¸¹Áö¸¸ ±× ¡®º¯È­¡¯¶õ °ÍÀÌ ¸®´õ ÀÚ½ÅÀÌ ¼ºÀåÇÏ´Â ¸®´õ°¡ ¾Æ´Ï¸é ¾îºÒ¼º¼³ÀÌ´Ù. 



4_±ÕÇü ÀâÈù ¸®´õ(Balance) 

Á¤Èñ¿ø ±âÀÚ : ÀÎÀûÀÚ¿ø°³¹ßÀÇ ¼ö¸¹Àº ¹æ¹ý·ÐÀÌ Àִµ¥, ÀÌ·± °úÁ¤ÀÌ ¿ì¼± ¡®ÄÚĪ¡¯À¸·Î ÀÌ·ïÁö´Â Áß¿äÇÑ ÀÌÀ¯´Â 

È«ÀǼ÷ ´ëÇ¥ : ÄÚĪÀº ¿ì¼± ÀÌÇØÇÏ´Â °Í, ½ÇÇà½ÃÅ°´Â °ÍÀÌ´Ù. ±×°¡ ¹«½¼ »ý°¢À¸·Î ÀÌ·± ÇൿÀ» Çß´ÂÁö, ¹«½¼ »ý°¢À¸·Î ¼Ö·ç¼ÇÀ» °èȹÇÏ´ÂÁö, ¸ÕÀú µéÀ¸¸é ÈξÀ Á¶Á÷ÀÌ ºÎµå·´°í ÀÌÁö Å×ÀÌÅ· ÇÁ·Î¼¼½º¸¦ °®°Ô µÈ´Ù. ³»°¡ ¸®´õÀÌ°í ¡®´Ù °æÇèÇغÃÀ¸´Ï ³» ¸»À» µéÀ¸¶ó¡¯°í ÇÏ´Â ½Ã´ë´Â Áö³µ´Ù. 


Á¤Èñ¿ø ±âÀÚ : »ê¾÷ÀÇ Æ÷¼ÇÀ» ºÁµµ, ÀμºÀ̳ª »îÀ» ºÁµµ Çѱ¹ »çȸ ½ò¸²Çö»óÀÌ ½ÉÇÏ´Ù. Áö´ÉÀÌ ¹ß´ÞÇØ ÀÖÀ¸¸é »çȸ¼ºÀÌ ÃÖÀúÀ̰ųª, ¼öÀͼºÀÌ ³ôÀ¸¸é À±¸®¼ºÀÌ ¹®Á¦°¡ Àְųª, ±¹³»¿¡¼­ ȰȲÀÌ¸é ±Û·Î¹úÀÌ ÀüÇô ¾È µÇ°Å³ª, ¸®´õµµ ÇÕ¸®¼ºÀÌ ³ôÀ¸¸é °¨¼ºÁö´ÉÀÌ ³·°Å³ª, µÎ³ú°¡ ¹ß´ÞÇØ ÀÖÀ¸¸é °¨Á¤ÀÌ ¹®Á¦À̰ųª, ÀÏÀ» ÀßÇÏ¸é »îÀÌ ¾È µÇµç(Çѱ¹»çȸ °øÀÍ Ä·ÆäÀÎÈ­ µÈ WLB ¹®Á¦), ±ÕÇüÀº Áß¿äÇÏ´Ù. Æ÷Áö¼Ç ÆÄ¿ö°¡ Å« ¸®´õÀÇ ±ÕÇüÀº ´õ Áß¿äÇÏ´Ù.

È«ÀǼ÷ ´ëÇ¥ : ¹ë·±½º´Â ²À ¸®´õ½Ê¸¸ÀÌ ¾Æ´Ï¶ó »îÀÇ ÀüüÀû ¹ë·±½º¸¦ ´Ù·é´Ù. ¸ðµç °Ô ±ÕÀÏÇÑ °ÍÀÌ ±ÕÇüÀÌ ¾Æ´Ï°í, ³ªÀÇ »óȲ¿¡¼­ ¾î´À ÂÊÀÌ ´õ ¿Ã¶ó¿À´Â °ÍÀÌ ¹ë·±½ºÀΰ¡¸¦ º»´Ù. Ä¡¿ìÄ£ ºÐ¸éµéÀ» Á¶Á¤ÇÏ´Â °è±â¸¦ °®´Â °ÍÀÌ´Ù. Áö±Ý »ç¶÷µéÀÌ UnstableÇÏ´Ù. ¸Å¿ì ºÒ¾ÈÁ¤ÇÏ´Ù. ³ª´Â ÀÌ°ÍÀÌ ¾î¶² ¸éÀ¸·Îµç ÀڱⰡ ±ÕÇüÀ» ÀâÀ¸·Á°í ³ë·ÂÇØ¾ß ÇÑ´Ù°í »ý°¢Çؼ­ ¼±º°ÇÑ ¸ðµâÀÌ´Ù. À°Ã¼, ½É¸®, ÀμºÀÇ ¹ë·±½º¸¸ÀÌ ¾Æ´Ï¶ó Á¶Á÷ ¼Ó ¡®¿ªÇÒ ±ÕÇü(role balance)¡¯µµ ´Ù·é´Ù. ¿ªÇÒ ±ÕÇüÀÌ ÀÚ¿¬½º·´°Ô ÀÌ·ïÁö´Â ºÎµå·¯¿î »ó»ý Á¶Á÷Àº ¿ÜºÎ¿¡¼­ º¼ ¶§ ¸Å¿ì È£°¨À» ÁÖ°í, ¼ºÀåÇÏ´Â °è±â¸¦ ÀÚÁÖ ¸¸µç´Ù. Á¶Á÷¿¡¼­ ³»°¡ ¸®´õ¶ó°í È¥ÀÚ¼­ ´Ù °¨´çÇÏ´Â °ÍÀÌ ¾Æ´Ï¶ó ½ÉÁ¤Àû, Àü·«ÀûÀ¸·Î À§ÀÓµµ ÇÒ ¼ö ÀÖ°í, ŸÀÎÀÌ ¼ºÀåÇÏ´Â ¿ªÇÒ ±ÕÇüÀ» °èȹÇÒ ¼ö ÀÖ´Â ¸®´õ·Î ¿Ã¶ó°¡¾ß ÇÑ´Ù. 


5_³ª´©´Â ¸®´õ(sharing expert)

¡®Àü¹®¼º(expert)¡¯ÀÇ ¼ö¸¹Àº Á¤ÀÇ Áß¿¡´Â ¡®Ç×»óÀûÀ¸·Î µµ¿òÀ» ÁÙ ¼ö ÀÖ´Â »óÅ¡¯°¡ ÀÖ´Ù. ¸®´õ³ª CEO°¡¿îµ¥ ±×·± »ç¶÷Àº ¾î·ÆÁö ¾Ê°Ô ÀÚÁÖ º¼ ¼ö ÀÖ´Ù. ±×µéÀº ¾î¶»°Ô ¸®´õ°¡ µÇ¾úÀ»±î? ±×³à¿¡°Ô °¡¸é ¼ÒÁøµÇ°í Çظ¦ ´çÇÏ´Â ´À³¦ÀÌ ¾Æ´Ï¶ó ÃæÀüµÇ°í, µµ¿ò µÇ°í, ¹®Á¦ÇØ°áÀÌ µÈ´Ù´Â ´À³¦À» ÁØ´Ù¸é ±×³à´Â ¡®¿©¼º ¸®´õ¡¯ÀÇ °¡´É¼ºÀÌ ÃæºÐÇÏ´Ù. ÀÌ°ÍÀº ´ë°¡µéÀÇ Æ¯Â¡À̱⵵ ÇÏ´Ù. ³ª´©´Â ¸®´õ´Â Àü¹®¼ºÀÇ Æ¯¼ºµµ ÀÖÁö¸¸ ¸®´õ °³ÀÎÀÇ ¿ª·® ¸é¿¡¼­µµ, Á¶Á÷ Àüü¿¡¼­µµ ¡®³ª´©´Â ±â¾÷¡¯Àº ÀÌÁ¦ °æ¿µÀÇ ÃÖÀü¹æ¿¡ ÀÖ´Â ¡®Áö¼Ó°¡´É°æ¿µ¡¯À» ³Ñ¾î ¡®ÂøÇÑ ±â¾÷¡¯ÀÌ ¼ö¸é À§·Î ¿À¸£°í ÀÖ´Â ÇöÀç, Àý´ëÀûÀ¸·Î Áß¿äÇÏ´Ù. ±×°ÍÀ» °¡´ÉÄÉ ÇÏ´Â °ÍÀº ¹°·Ð °áÁ¤·ÂÀ» Áö´Ñ ¸®´õ´Ù. ±×¸®°í ¿©¼º ¸®´õ´Â ÀÌ¿¡ ´ëÇØ »ó´ëÀûÀ¸·Î ´õ ¿­·ÁÀÖ´Ù. 


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È«ÀǼ÷ ´ëÇ¥ : ÀÌÁ¦´Â ±×·¸°Ô °£´Ù. WINGÀÇ ³ª´©´Â ¸®´õ´Â ÇູÀÇ ¿ä°ÇÀ¸·Î ³ª´®À» ¸»ÇÑ´Ù. ¸®´õÀÌ°í ¼º°øÀÚÁö¸¸ ÇູÇÏÁö ¾Ê´Ù¸é Àǹ̰¡ ¾ø´Ù. ÀÛÀº ÀÏ»óÀÇ ³ª´®, ¾÷¹«ÀÇ µµ¿ò, ½ÃÃß¿¡À̼ųÎÇÑ ½¦¾î¸µ, ºÀ»ç Á¤½Å, ÀÌ·± °ÍµéÀÌ ÀÛ¾Æ º¸À̴°¡? ¾ÕÀ¸·Î´Â Àý´ëÀûÀ¸·Î Áß¿äÇÑ ¼º°ø ¿äÀÎÀÌ µÉ °ÍÀÌ´Ù. ±ÕÇüÀâÈù ¸®´õ±îÁö ¿Ô´Ù¸é, ³ª´©´Â ¸®´õ·Î¼­ ÀÚ½ÅÀ» shapingÇØ¾ß ÇÑ´Ù. ³ª´©´Â ¸®´õ´Â ¸®´õ½Ê ÇǶó¹ÌµåÀÇ ÃÖÁ¾ ´Ü°è¿¡ ÀÖ´Ù. ÇÏÁö¸¸ ¸®´õ½ÊÀ» Áö´Ñ °³ÀÎÀ̳ª, Áß°£ ¸®´õ¶óÇصµ ³ª´®ÀÇ ¸®´õ½ÊÀº ¾ðÁ¦³ª ÇÒ ¼ö ÀÖ´Ù. ÀÌ°ÍÀº ¿ª·®ÀÇ ¹®Á¦¶ó±âº¸´Ù´Â »ç¼ÒÇÑ ÈÆ·Ã °úÁ¤À» ÅëÇØ ½ÀµæµÇ´Â ½À°ü°ú ¸¶À½ÀÇ ¹®Á¦ÀÎ °Í °°´Ù. 


ÀÎÄÚĪ È«ÀǼ÷ ´ëÇ¥´Â ¹Ì ¿ÀŸ¿Í ´ëÇп¡¼­ ¡®ºñÁî´Ï½º Ä¿¹Â´ÏÄÉÀ̼ǡ¯À» Àü°øÇÑ »ê-ÇÐ ¾ç¹æÀÇ Àü¹®¼ºÀ» Áö´Ñ ÇÁ·Î ÄÚÄ¡ÀÌÀÚ (ÁÖ)ÀÎÄÚĪÀÇ CEO·Î, ÀÎÄÚĪÀÇ ¼ºÀå µ¿·ÂÀº WINGÀ» ÀÚ¼¼È÷ µé¿©´Ùº¸¸é °ÅÀÇ ´Ù ¾Ë ¼ö ÀÖ°Ô µÇ¾î ÀÖ´Ù. È­ÇÕ°ú »ó»ý°ú Áø½ÉÀÇ Á¶Á÷¹®È­¸¦ °¡Áø ÀÎÄÚĪÀº ¿ÜºÎÀÚ¸¦ Á¦¾ÐÇÏ´Â À̹ÌÁö°¡ ¾Æ´ÏÁö¸¸, ºÎµå·´°Ô ½º¸çµå´Â ¸®´õ½ÊÀ» Áö´Ñ È«ÀǼ÷ ´ëÇ¥¸¦ ´à¾ÆÀÖ´Ù. ¡®¿µ¾÷ ÄÚĪÀÇ 1ÀÎÀÚ¡¯·Î ºÒ¸®´Â ±è»ó¹ü ºÎ»çÀåÀº 7¸¸ Àϼ± ¼¼ÀÏÁî¸ÕÀ» ºñ·ÔÇØ ÀÎÅͳ»¼Å³Î ¼¼ÀÏÁî°¡ °¡´ÉÇÑ ÀÓ¿ø Èĺ¸¿¡ À̸£´Â ¼ö¸¹Àº ÃþÀ§ÀÇ ¿µ¾÷ÀÇ ¹Ì·¡ Áø·Î¸¦ ¿¬±¸¿Í ÇÁ·¢Æ¼½º ¾ç¹æÀ¸·Î °è¼Ó È®º¸ÇØ°¡´Â Àι°·Î À¯¸íÇÏ´Ù. ÇöÀç ÀÎÄÚĪÀº ±¹³» ºê·£µå ÄÚĪ ±³À°ÀÇ ÃÖÀü¹æ¿¡¼­, 40°³±¹¿¡ ÄÚĪ ¸ðµâÀ» ¿ª¼öÃâÇÏ´Â ±â¿°À» ÅäÇϸç ÇâÈÄ ÇÁ¶û½º µî ¼±Áø±¹À¸·ÎÀÇ ¿ª·ù¿¡ ¹ÚÂ÷¸¦ °¡ÇÏ°í ÀÖ´Ù. 


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Able women advised to attach Wings!

¡®Global women¡¯s leadership¡¯ WING which has proved 20 years¡¯ history of in-coaching with annual sales of 2 billion won 

Hong Eui-sook, president of In-Coaching Co.


In 2014, as the ¡®Coaching for You¡¯ received an explosive response especially from Malaysia, In-Coaching Co. solidified its status of domestic brand as a global consulting firm. Then, through a joint development with Seongjoo Foundation, which had been troubled over the global leadership of able women, the company recently launched ¡®Wing (Woman International Network Group)¡¯ enjoying soaring popularity. Especially, it is coming up in conversation that development of ¡®Wing¡¯ purely started from CEO Hong Eui-sook¡¯s original idea rather than by In-coaching R&D team. Wing has summed up the essence of 20 years¡¯ trouble and research results of Coach Hong Eui-sook, a pioneer in domestic coaching business. 10 percent of Wing¡¯s profit goes back in donation to Seongju Foundation, where it is restored to educational expenses for creating future knowledge capital of womanpower whether they are the alienated or professional class. 


Why In-Coaching Co. chooses ¡®Global¡¯ and ¡®Leadership¡¯ for Wing, an education of able women


CEO Hong Eui-sook compressed the Wing¡¯s ¡®Global¡¯ into the value chain of convergence among transnational womanpower and connectivity occurring in the network, spread and expansion of running time in the media environment that has changed rapidly, and sustainable future-type long-term grand view, not shortsighted. This has been arranged in the way that the highest-performer able woman with top capability may experience the convergence synergy, which would be impossible on her own, at the educational scene of Wing, a ¡®network group.¡¯ For ¡®woman leadership,¡¯ there has been the voice of the woman community, such as 30% allotment for elected position and quota system, but without a rearing ladder on how to build up women into leaders. Wing is considered to have delicately coined the design and methodology of basic capability so that they may attain the ¡°how to¡± ¡®in stages¡¯ following the process taking. Wing is a self-planning based on educational engineering, cognitive engineering, and business administration-based convergence and conciliation, seeking to follow up interaction media by coaching the front-line technique so that they may practice today¡¯s action plan by finding it in the nearness available for ideation and practice of working woman¡¯s actual role model.         


1. Leader who knows herself (self-awareness and appreciative inquiry (AI)) 


In Wing, five modules in connection by stages are supposed to climb up. Module 1 comes first because ¡®self-confidence¡¯ to beget causes judgment (speedier conclusion) and determination leading to action. ¡®This is my strength but that is my weakness. This one must know exactly because only then can she demonstrate and give up herself for either case. She cannot move further unless she is exactly aware of her status. If she is sure about what kind of person she is, she can be aware that ¡®this I can do but that I cannot.¡¯ Only this makes her immersed in what she can do, and commit what she is short for to another person who can do it better, or work in cooperation naturally. That is, it makes communication possible - A very simple principle.  


2. Leader in empathy (Listening - Empathy)


Leadership premises an object. Without possibility for breathing between the object and me, the organization breaks down. If she knows herself exactly, she must be able to sympathize with others, too. This empathy requires ¡®listening closely.¡¯ To feel empathy, you must not go into analysis or think of your next response in advance, but be immersed in the other¡¯s speech in tablua rasa disarming yourself. Only pure immersion enables you to understand this person truly. Unproductive dispute arises because while listening you are thinking of something else. 


3. Growing leader (development, not ¡®pretending¡¯ but ¡®sustain¡¯)  


This means that woman leader herself is guided to show anything positive in more development.¡¯ This is why Wing makes an action plan for each session, checks on practice, draws positive expectation in interaction and gives the time for partners to feedback. This is also why Wing has made a field for facilitating mutual growth and development carving strength-based growth points in the head or heart whether they are small or large. This shows a high performance only for a minute with a flash (In fact, the word ¡®performance¡¯ for a job etymologically comes from acting.) and if it is not continued, she should bring herself to her senses because she is not on the way of normal growth (development).     


4. Balanced leader (Balance) 


Balance refers to the whole balance in life, not just in leadership. Balance does not mean everything being uniform but sees which side should rise up more in my situation. It is to have an opportunity to adjust the inclined quadrants. ¡°Now they are unstable or very unstable¡± is the module I selected because I thought they should make efforts to balance themselves in any way. This stage deals not only with balance in one¡¯s body, mind and character but also with ¡°role balance¡± in the organization.  


5. Sharing leader (Sharing expert)


Sharing leader by Wing means a sharing as the requirement for happiness. Thus, if a leader, who is successful, does not feel happy herself, this has no meaning. Do small sharing in everyday life, help with one¡¯s duty, situational sharing, ¡°service minds¡±, etc. look small? These will turn essentially important factor of success for the future. If you have approached the balanced leader, you should shape yourself as a sharing leader, which is at the final stage in the pyramid of leadership.                 

                  



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