# Leadership characteristic
Ability to communicate. The communication is two-way. Must clearly express his ideas
and instructions, and get his people to hear and understand them. Must also know how to lis -
ten and consider what the group he directs expresses to him.
Emotional intelligence. Ability to handle the feelings and emotions of himself and others,
to discriminate between them and use this information to guide thought and action.
Set goals and objectives. To lead a group, you have to know where to take it.
Know your strengths and weaknesses. Make the most of his strengths and seek to cor-
rect his weaknesses.
It grows and grows its people. To grow, he does not cling to his current position and ac-
tivities. Always look up. To grow, he teaches his people, delegates roles and creates opportu-
nities for all.
Charisma. Is the gift of attracting and falling well, attracting attention and being pleasant in
the eyes of people.
Innovative and visionary. Identifies opportunities for improvement, looking for new and
better ways of doing things.
Responsible.
Preach by example.
# ¿Porque querés tener este rol?
Because I want to grow as a professional.
Because I want to bring my knowledge and enthusiasm to the Firm.
Because I trust my leadership skills.
Because I feel that I am the right person for this role.
# ¿Cómo corregís algo y luego cómo lo medís para verificar que funciono?
I seek to correct the part of the process from which it originates.
Once corrected, I measure again the indicator that revealed the gap.
# Propósito PwC
To build trust in society and solve important problems.
# Valores PwC
Act with integrity
Make a difference
Care
Work together
Reimagine the possible
# Relaciones en la red
Respect policies related to social networks.
Preserve the own reputation and of the Firm.
Maintain respect for their own and others' confidentiality.
Act responsibly, thinking about the consequences before publishing something.
# ¿Cómo motivas a la gente?
Recognizing Achievements
I manage a staff, and I noticed that one of the members was somewhat introverted and tended to stay in the back-
ground. He performed rightfully but didn´t contribute as much at meetings, and I thought he could be more productive if
motivated.
I started a daily ritual of checking in with him and monitoring his output. I provided positive feedback regarding his daily
achievements. I discovered that the quality and quantity of his output increased as I interacted with him more fre -
quently. I was able to call him at meetings since I understood the details of his work better and ask him to share some of
his successful strategies with colleagues.
Giving Consistent Feedback
I heard complaints about an auditor's reports that were not as detailed and assertive as they would have liked.
I started asking the auditees for comments on receiving the audit report and I informed my auditor as soon as possible
what I had learned. I let her know what details were problematic and I congratulated her when the client was satisfied.
After some changes, I observed a transformation in her attitude and began to receive positive comments.
Ensure that everyone understands the impact of their work on the team's and company's objectives
When I started the first implementation process of Com 4609, I called a meeting and clearly explained the purpose and
how it would benefit the company.
Then I asked the group to share their insights regarding the best process for achieving our goal. After brainstorming
some strategies for getting the best results, I drew a consensus around a plan and designated responsibilities for each
member. The group was more involved in this implementation than in previous ones, and we reached our goal earlier
than expected.
# ¿Cómo entrenas al equipo?
I establish the training strategy based on the goals and projection of the team, the resources
available, and the needs of each member.
# ¿Cómo sos como líder?
I am open, honest, and available so that everyone can come to express an idea, propose an im -
provement or request help.
I am creative.
I seek continuous improvement.
I'm strict to obtain the objectives set out in time and form, but flexible so that each one can do it
according to their characteristics.
# ¿Cómo comunicas un error?
In the first place, I speak privately with the person who committed it, explaining the part of the
process where it originated so that it understands it clearly and can prevent it from happening
again. Secondly, I communicate to the rest of the team that there was an error in the process so
that everyone can learn from it.
# ¿Cómo comunicas puntos de mejora?
I communicate them by scheduling a meeting for the affected parties in which I explain the
points of improvement. Strategies for resolution and implementation emerge through brain-
storming, and then I propose an improvement plan based on the proposals that emerged.
# ¿Qué es lo primero que harías en tu posición y xq?
In the VM team, I'll define goals, establish a strategy to fulfill objectives and create indicators to
measure the results obtained. I believe that these actions are necessary for the team to ad -
vance, develop and make its contribution to the Firm.
In the Endpoint team, I will dedicate myself to get to know the team through group and individ -
ual meetings and to know their goals, objectives, and needs.
# ¿Qué sentís que podés aportar en PwC?
I feel I will bring a leader who will apply all his knowledge and experience to lead his teams to
meet their goals and therefore to meet those of the Firm.
# ¿Cuáles fueron tus grandes hitos en PwC que le dieron valor a la empresa?
I worked hard in Qualys implementation to meet my goals, when I faced issues I escalated to the
right person so those issues wouldn´t stop me in my race to meet my goals. The result of this mi-
gration provided a very important tool for the implementation of the asset and vulnerability man-
agement process.
# ¿Qué cosas hiciste en equipo que te llevaron a dónde estás?
Encourage my colleagues to achieve the objectives
Coordinate work to maintain the required availability
I spoke privately with whom I noticed he had a problem and helped him solve it.
# Escalamiento, en que situaciones escalarias y a quién?
I would escalate to the lack of knowledge, resources and/or experience.
In these cases, I would scale to the most indicated reference for the case.