Companies are not a set of problems, they are potentials to be activated. – Madavi

In a recent interview, Fernando Iglesias, CEO of Madavi, stated that “a company is not a set of problems to be solved, but a potential to be activated”.

In the collective imagination, companies are often perceived as an accumulation of problems that need to be solved: lack of productivity, internal tensions, low sales, among others. However, a more inspiring and effective approach is to recognize that a company is not a set of problems to be solved, but a potential to be activated. This paradigm shift allows us to transform not only the way in which challenges are addressed, i.e., change the way we change, but also the culture and internal workings of an organization.

Activating potential: Success in a transformation process

A company is made up of people, ideas, resources, values and capabilities that, if well managed, can lead to extraordinary results. Instead of focusing only on what is missing or what is not working, the focus should be on what is already available and can be leveraged.

Team skills: Identify individual and collective strengths to align them with business objectives; with your vision for the future.
Innovation from within: Promote a mindset of curiosity and creativity that transforms challenges into opportunities.
Organizational culture: Create an environment where people want to give the best of themselves because they feel they can do it. And furthermore, to do it all (collective action) and simultaneously to give speed to the change process.

From “trial and error” to “trial and success”.

The traditional “trial and error” approach implies assuming that mistakes are the main driver of learning. “This system is suitable for machines, but in a living system nothing is broken,” says Fernando Iglesias.

A subtle but profound shift to “trial and error” redefines the process: it’s about learning from successes, however small, and building on them.

Positive thinking: Identify what works well and replicate it strategically.
Abundance mindset: Instead of looking for solutions to what is missing, work with what is already available and expand its impact.
Collective growth: Focusing efforts on areas where teams already excel builds confidence and motivation.

Employees as catalysts for potential

The key to activating a company’s potential lies with its employees. When they are the ones who identify, promote and expand opportunities within the organization, the results are much more solid and sustainable.

Genuine commitment: Employees who feel they have an active role in the company’s success are more engaged and willing to contribute creative solutions.
Greater cohesion: A team that works to enhance the positive generates an environment of trust and cooperation.
Measurable results: Studies show that companies with engaged employees achieve up to 21% higher profitability and 17% higher productivity.

Transforming the organization from what you do have

Activating an organization’s potential from abundance is not only a practical exercise, but also a philosophical one, and even a lifestyle that transcends the workplace. This approach fosters a culture of collaboration and trust, where employees feel empowered to contribute. In addition, this model allows:

Reduce resistance to change by focusing on the positive.
Streamline decision making by quickly identifying what is already working.
Foster a continuous growth mindset throughout the organization.

Ultimately, a company does not need to be fixed, but discovered and empowered by its own people. What would happen if we looked at organizations from their potential, not their limitations? Success would probably be a constant, not a distant goal. As the image at the top of this post shows: it’s not shit, it’s compost.