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The ninety- six, Don Luis
Minaya, good morning, how are you,

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Don Luis, very well, very
rude, you good morning. Day

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or they all came back we didn' t leave, didn' t leave,

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we stayed, we stayed in the
cities, we were away and when

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I saw the news the Duarte highway, I almost inda loved to keep the

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house. Yeah, better than we
have for today. Don Luis, very

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well, because in this month of
May is so interesting Dominican Republic. We

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will touch and we will be talking
about the subject of organizational communication or the

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importance of communication within organizations. The
subject of communication is always a bit like

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love and forgiveness. Everyone knows he
has to love. Everyone knows you have

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to forgive? But when it comes
to putting it into practice it' s

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a little bit, when it comes
to nones, a little complicated. So

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the communication in the human being is
so obvious, it is as natural as

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that one does not touch on that
subject, as it is not spoken in

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the companies. Then one of the
importance you have in the organization is fundamental,

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after you have a company that organizes
and has all the staff and all

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the managers. Obviously, these people
must now be made to work in a

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coordinated manner. And almost always when
you intervene in companies and do surveys,

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there is always the issue that communication
is missing here. We lack communication.

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And when you get in more it
says well, we have communication problems between

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us. The Dominican culture has such
an impact, because the Dominican is parlanching,

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but in positions of power. I
have always seen the same thing,

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an inability to establish proactive and effective
communication. It all happens that communication from

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the Dominican is what is called agutinante
communication. Glutinate, let' s not

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think about everyone. I mean,
you' re going through a hallway and

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there' s two people talking and
you stop and you talk, but you

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' re in the gallery of your
house and the neighbor goes through there and

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join the conversation. There are two
children talking and the father intervenes. Then

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we have a culture of communication.
That communication is what is known as informal,

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which has absolutely nothing to do with
work, which was the communication that

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people missed in the pandemic, that
is, those conversations in the hallways on

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the way to the bathroom taking coffee. But that communication is what we come

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to spontaneously, naturally. But that
has nothing to do with the organization.

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So, indeed, it is cultural
style does not favor. So formal communication.

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Communication in organizations gives rise to a
phenomenon. And it' s like

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everyone assumes that everyone knows what to
do, how to do it, and

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how to behave. And it'
s not really like that. To me

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always, I always set the example. You hire a driver, give him

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the vehicle, and 20 days later
there' s a problem, and when

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they call the driver, they ask
him. But you, you didn'

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t know that nobody told me that? But you didn' t know no

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one told me to hire the janitor, she cleans, as you know,

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she cleans, how she can and
you tell her you' ve gone through

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there, not me, nobody told
me that I had to go through there.

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Then you hire a leader and the
leader does what he can understand.

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When there' s a problem,
they call him and ask him, but

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why didn' t you go to
such a place? No one told me

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that. So, until there'
s no problem, until there' s

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no situation like no one realizes there' s a communication problem. But people

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believe that as they speak and can
speak, they believe that this is communication

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and how they greet and give instructions
and assume that this is communication in companies,

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formal communication is not that. Communication
form. The first goal you have

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to have is to be like the
glue that binds us to all of you

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imagine a ball team that has not
previously trained you in communication, how the

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pedestrian is going to be the plays, that is, all those plays that

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you see in the ball or in
baseball are played that have been verbalized,

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that have been spoken, what they
play football, what they play basketball,

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all those magisterial passes that you don' t think of at the moment.

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Obviously it occurs to her at the
time, but she has an answer in

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her head that she was told five, three, four, seven, that

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is, they have some instructions,
there is a communication between them that everyone

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knows as the pitcher and the caquetcger
that they are known to sign. Then

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there' s the verbal language It' s always excellent. That play that

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you see holding on to the cap, you can char the ear over here

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seventeen six years ago and everyone there
understands what is being said, because there

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is a common language for all of
them. So the importance of communication is

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to get everyone to work as a
team and let everyone know what to do.

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It' s amazing that people get
a day dressed in a way and

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because you walk that way. Nobody
told me you couldn' t come like

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this. So, those expressions that
nobody told me did not explain to me

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that there is no communication here you
go to the workshop. Dominican workshops are

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horrible. I mean, there'
s everything lying anywhere you want. Thanks

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on the floor. So the owner
who regularly doesn' t take the trouble

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to go around, then he'
s the first to be surprised at everything

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from the sucker. But here who
told that manager, that workshop manager,

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that you couldn' t. Then
the communication. In conclusion, it leaves

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absolutely nothing to chance. I always
mention American franchises, because there, like

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I always said, when you go
to make a franchise, they give you

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a book of this fat, they
work in one you see a book.

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So, the operations manual is called
exactly there. There' s another one

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called a brand management manual. Well, then there' s absolutely still exist.

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There' s no surprise there.
That' s where I find an

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ace powder on something. That'
s catastrophic in counting a bottle of soda

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in the warehouse area. All that
is catastrophic because everything is established, but

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not only that it is written as
it should be, but that everyone knows

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it and how to cater to the
customer that they do for you from within

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the structure. In the years I
worked, you had to only in practice

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show mastery and knowledge of how the
operation was handled, but you have an

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exam. So, if you were
going to be, you end up being

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assistant to the assistant manager or production
assistant. As long as it is not

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found that you know what is taught
in memory and in a practical way,

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you do not exactly day up.
Then there is a formal written communication and

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also people are trained. Therefore,
the importance is extraordinary, because that is

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the one that guarantees not only that
work is done, because people do the

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work. As Dojamargocka we hired her
and you' ve worked before. Yeah,

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everything' s fine. Well,
we want to use a car for

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Saturday. So, when Saturday comes
at noon and we sit at the table

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and we see what and what it
is, that' s what I know

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how to do to me, no
one told me what it was like to

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vomit from bor So that' s
the thing with the surprise that always the

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manager, the owner of the company, is always being surprised at all things

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because it hasn' t been communicated, it' s been informed. So

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I think communication within organizations has extraordinary
value The second, the important thing for

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me too is that the owner always
has an image, has the general manager,

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has an idea of what he wants, is his company, how it

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behaves. But the issue that doesn' t say so, then you have

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to instruct the leader, you have
to tell him look at the employee here,

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he respects himself, he salutes himself, the deal. It is so,

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so, so, for example,
in an organization most people in this

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country there are many companies that there
are issues that no one dares to deal

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with in front of the owner or
in front of the leader. There'

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s no way. I have a
subject. So, there' s no

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way you' re going to a
meeting. And then the knees you look,

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you look at Peter and pite you
say Well and look at your eyes

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up and you look at Eduardi and
Dardo you go to the head and Well

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the coolest one here. Well,
then what makes you laugh, but everyone

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knows what there is, but nobody
wants to talk then how you can live

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working in a company where you can' t say what you think, what

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you feel and what you believe in
favor of the company, because it'

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s not like the friend you have
there who' s fighting for a ticket,

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who' s fighting over him.
It' s not something that I

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mean affects, it' s affecting
me, it affects my results and look.

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There are many occasions where the employee
tells me I don' t know

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how the owner hasn' t noticed. I don' t know how they

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haven' t noticed here. And
that' s how it is. Because

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of this, because of this and
because of this, but you can'

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t talk because it' s not
that you can' t. Perhaps someone

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dares and whatever it is, but
the point is that there should be an

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instruction in the company openly that says
here, in this company we have open

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communication, healthy communication, and here
you can say and express whatever it is

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without putting into play the position of
the person, always in the companies and

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they are in charge of communication of
corridor. Yeah, hall communication. I

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don' t know if you know
what that department is, no, which

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is the one that' s going
to spread information loaded with a lot of

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opinion from the other rumors about the
company legion. For example, it comes

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from the time of the bona fide
these people to whom I boron it,

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but I follow it will not give
it one that one is waiting for.

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Hey, look at the company party. It' s now the 10th day

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to give him the same food.
One right now puts the same olchet the

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mima pod. You should give him
that money. They' d have that

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money to one and vanin' gate
to that one. That' s what

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you' re going to blow over
there. How you can face it.

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You' re not going to change
the attitude of individuals. He' s

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an individual that you have inside the
company, that' s dissatisfied with something,

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and he' s already become the
worst detractor and whatever you' re

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trying to infect his bad mood into
others. Sure, but how you fight

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that is a context of effective and
effective communication. Within what happens is that

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there has never been communication, but
that there is always the company and there

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is a department that organizes a party
without asking anyone, without taking into account

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anyone and it is still very green
exa, many verticality, if it is

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good, very eager and worry,
that is to say when the husbands discuss

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the first recklessness of celebrating a birthday
to the wife without asking or not in

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the house that that is an attempt
of homicide, that is, in the

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house so that I attend everyone who
comes so that I have to take care

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of all birthdays me on my birthday. No, then, well, you

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do that one time. Then you
learn clearly, then in the case of

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the man the other way around,
where my birthday, here, in my

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house, then in those companies,
what is the point that the employee has

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not been explained that that party is
a gift that the company makes in recognition

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there and that I feel obliged to
do it and that I am not obliged

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to do it, but it is
a part of our culture to do it.

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To feel good about you and then
that is not negotiated. But in

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my experience, every time you call
me when there' s a subject of

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this, I tell you, but
you haven' t told him it'

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s a gift. No, but
you don' t, just like the

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two of us. I know one' s sex. They do not explain

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from a financial institution that wanted to
do a thematic activity for the employees,

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a camping, a faithful day on
the beach, in a beach club and

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hot drink song station, etcetera.
Exc and the employees were very upset because

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what they wanted was a branch,
three Moorish orchestras, muelco and róbo and

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rum and romo and either I mean, they didn' t want a field

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day an experience that was integration with
tichereres and things. They basically wanted that

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and that was like the consensus of
everything. In fact, look that they

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don' t bring in that there' s a Chamaquito sheath that school b

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that month and you' re right, that is, when you don'

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t communicate they declared or probed no. And besides, because it' s

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to their degree, I did it
when it was up to me if a

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survey and I asked him, i
e, the question is no choice as

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to whether the party is going or
not. It' s not a thank

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00:14:11,600 --> 00:14:15,639
- you, it' s a
thank- you. Now we want to

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00:14:15,720 --> 00:14:20,240
do it to express to you and
effectively, indeed everyone is asking for that

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and raffle because it is raffled,
which is the cabbage that does not rhyme

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00:14:24,559 --> 00:14:28,519
in a cast with bichuel arroya and
with another of that not fifty that rhymes,

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00:14:28,519 --> 00:14:31,919
but it will be a button.
If that tonces thing puts on exactly

185
00:14:33,080 --> 00:14:37,399
sega apartment and complains about gagging the
pant, but the initial, twenty percent,

186
00:14:37,679 --> 00:14:43,000
exactly everyone is a check. So
that' s part of the communication.

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The bond issue, that is,
there' s a lot of internal

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00:14:48,159 --> 00:14:50,559
recruitment information that sometimes but look who
came in here. They never tell some

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00:14:50,679 --> 00:14:54,559
and here they' re looking for
someone in case you want, so you

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00:14:56,159 --> 00:15:00,399
need a lot of stuff that'
s in the owner' s head because

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you don' t know. There' s a little bit of people who

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know, but until an event happens, then nobody says anything. For example,

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00:15:07,159 --> 00:15:11,799
the topic now that I' ve
already been invited for talks, with

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the topic of sexual harassment and bullying. Until something doesn' t happen,

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you don' t have a meeting
and you don' t talk there you

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00:15:22,159 --> 00:15:26,960
have to talk openly about the meetings
where it' s said here, in

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our company, Thank God, we
haven' t had any bullying issues,

198
00:15:31,200 --> 00:15:35,320
no sexual harassment issues, but if
you ever think about doing something like that

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or similar or if any of you
who are here perceive, feel or imagine,

200
00:15:39,440 --> 00:15:41,639
you can address it. I mean, that' s what' s

201
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called communication. I know it'
s open to be said not to be

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a gossip, because then, if
you go and want to talk later,

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everyone sees you and that' s
what she' s talking about there,

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which is what she' s already
looking for here. I know the case

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00:15:54,480 --> 00:15:58,600
of a company that, by not
being very clear about the rules of coexistence

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between employees, there was a love
triangle between three employees and then, well,

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00:16:03,919 --> 00:16:04,519
that' s the reality. I' m counting it. The fact

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very well. So what did the
person who had to deal with, who

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led the team where they were among
three women. I didn' t have

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any kind of experience, but also
no reference to how I solve this problem.

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I don' t know if her
solution was the right one, but

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the solution she took was a drastic
edition. There were three employees I needed

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on your team, but she said
like here you, brother lu you leave

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all three. Yeah, because they' re putting at risk and work.

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But the rage is over. She
made that decision. Many people criticized that

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decision on her part, but in
the absence of tools, sometimes common sense

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is the prime thing and what she
cared most about was the possibility that her

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work would go out of hand.
Because of a conflict she had no ability

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to solve and mediate in it,
because there are three people who have serious

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problems of falling in love with each
other and who are on the same team.

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Yes, indeed, then, as
I said from that event, then

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you have to start communicating. So, contrary to what you said, communication

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must be proactive, that is,
it must happen even in families. I

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was talking to some friends or a
client who has teenage daughters. I was

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telling her to look at the communication
or the teenagers you have to go five

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years in front of them. If
she' s not that much of a

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boyfriend, she talks about boyfriend now, because the most opportune time to talk

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about falling in love with women when
she' s no longer in love,

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because after she fell in love,
she lost her mind and we' ve

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seen her. He' s not
going to hear you or make you that

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we' ve seen Don Luis in
a case that' s occupied pages of

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the press in recent days. The
case and sentence of these young men of

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how the family of them all learns
of their wanderings. Yeah, and everything

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they' d done on it.
Pro i e, researchers deal with the

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whole problem, they take it as
evidence to prove their case and ninety percent

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of this parents and relatives didn'
t know it, because communication, because

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talking, talking isn' t necessarily
communicating or if I can talk about everything,

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but we' re not communicating on
things that could be important to both

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of us. Yeah, but that' s the same thing. For example,

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at the event they talked to you
and I think that' s weird.

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Come back, go back to the
starting point I was asking you about.

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Without our culture they influence the way
we communicate within the family with the

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idea of the team we lead.
It doesn' t affect you, because

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it' s very informal. But
in that one you mention, that'

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s where irresponsibility belongs. In other
words, as in a company, an

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entrepreneur needs to know where the vehicle
on his property is, who is handling

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it, and how he handles it. What' s the point? When

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people sell a vehicle that says don' t wait, I' m gonna

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hand it over to you with your
license plate and I' m gonna hand

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it over to you and put your
name on it and put you in safety

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and put it because anything I do
looks impossible. I' m civil preposability

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then. I' ve always said, I had three boys and the big

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one is pretty hot. He was
always walking, but I always knew,

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at least, where he was.
And all the friends knew that when that

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phone rang one in the morning,
either everyone or everyone knew it was there

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is your dad. It' s
clear that if it' s up to

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me like I am, I'
m not going to know who my son

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is with and who the dad of
those people is, maybe this sounds exaggerated

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today, but it was, as
I think it was, and to this

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day, thank God, I'
m a friend, I mean, his

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friends go to my house even congratulate
me and I know them and I know

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their dad and at that time maybe
that was allowed, but now it should

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be allowed with more reason, because
now we had cell phones, but they

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weren' t iPhones, they weren' t smart, it was just a

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phone that you had. Then there' s that communication has a very big

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impact, I mean, you have
to be responsible. So, if an

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entrepreneur wants to see what he has
in his head with the customer deal happen

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in his company, he knows how
many people own businesses that' s when

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they bring him a bad customer service
issue, he finds out at that point

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that they gave that deal to the
client. So when they ask him and

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what instructions have been given in this
company to receive a people or so simple,

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when you go to the entrance,
that you have a subject with the

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guachiman that he is there for,
that you go to a meeting, that

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you go to something, for example, to me that belongs to me it

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touches me so much and that it
came here. It seems that nobody here

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knows that you come and make you
a show. You told me soon that

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you want the owner waiting for my
God then. But that Christian, no

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one has told a child and cape
to take care of that there and with

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that look of yours, but in
short time, unless it is a meeting

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of money. I always go fresh. If nothing else, he told you

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that' s right true, at
least you told me you, at least

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and you that you want then.
All that, even if you take the

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joke, has to do with co- communication, because communication is what you

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say you want to happen in your
company. Then a company has to empty

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areas, too much department and all
those people have to listen to communication.

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You have to listen or what you
want, tell the importance of the customer,

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the importance of everyone and not wait, as you said the incidents happen,

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the events to then take action cone
in depth. Then there is a

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lot of form of meetings, of
topics that are touched upon. Finally,

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let us continue with this issue.
But the important part here is that communication

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is what unites, is the glue
that integrates everyone. Then, within the

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company there is vertical communication from top
to bottom and horizontal and from bottom to

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top. So, all those communications
for God' s sake, the employee

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has to know it knows how many
people here who are going to talk to

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the Chief and the Chief receive it
and pass it over to the manager.

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Then there' s a communication problem. So if your boss, if the

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boss the owner, is your immediate
boss. I' m there if you

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can, because the structure says that
for you to talk to the next level

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you have to go through your level, that is, the employee, can

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go directly to their leader. But
if he' s an employee, he

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' s offended at something and wants
to get out and he wants to get

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to the manager, he needs to
talk to the leader. But how do

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you want him to say something to
the leader, because the leader won'

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t let it go. Then there
must also be some established mechanism in the

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company so that when that is what
you' re doing, when you'

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re afraid to go upstairs, look
use this path. But that must be

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said in the meetings so that later
it is not interpreted as too much,

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as you did not want to talk
to you. You didn' t let

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me and I used this road.
Then it' s things that you should

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stay or I don' t make
a mess about it. Then they must

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be established. In conclusion, one
must be in a workplace, in his

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home, in his family, wherever, where. You have the feeling that

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you can speak and express yourself at
any time you decide, without having to

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shut up, but also without having
to offend or scream. That' s

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what' s called freedom, that
is, being able to feel in a

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company that' s that feeling,
that working climate. Of course things thrive

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and are much more agile, service, quality and everything is much better.

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Later on we will talk about the
instrument of communication, which is where the

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instrument is complicated. It' s
me, so you knew him. It

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' s not that he talks badly
and gets irritated with you, it'

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s that he' s already irritated. So let' s talk about how

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to handle the importance of the transmitter, the one who' s going to

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communicate the communication, and he'
s going to inform the others. I

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thank Don Luis Minaya. We wish
you success in the week. Don Luis

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00:24:56,680 --> 00:25:00,440
Luis Minaya, as there are his
writings, books, audios and videos,

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00:25:00,559 --> 00:25:04,880
and you can also enter Instagram and
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