{"id":8700,"date":"2026-05-25T13:20:02","date_gmt":"2026-05-25T11:20:02","guid":{"rendered":"https:\/\/www.hrexperience.rs\/?p=8700"},"modified":"2026-05-25T13:24:02","modified_gmt":"2026-05-25T11:24:02","slug":"kod-nas-su-ljudi-na-prvom-mestu-ne-znaci-nista-ako-se-lideri-stvarno-tako-ne-ponasaju","status":"publish","type":"post","link":"https:\/\/www.hrexperience.rs\/en\/vesti\/kod-nas-su-ljudi-na-prvom-mestu-ne-znaci-nista-ako-se-lideri-stvarno-tako-ne-ponasaju\/","title":{"rendered":"„Kod nas su ljudi na prvom mestu“ ne zna\u010di ni\u0161ta ako se lideri stvarno tako ne pona\u0161aju"},"content":{"rendered":"

U susret konferenciji HR Experience 2026 (Sava Centar, 28 maj), razgovarali smo sa Christine Armstrong, jednom od najuticajnijih autorki, istra\u017eiva\u010dica i keynote govornica u oblastima budu\u0107nosti rada, organizacione kulture i iskustva zaposlenih. Christine \u0107e u svom predavanju, Power and Trust: The Magic Formula<\/strong><\/em>, govoriti o ljudskoj strani liderstva, sve ve\u0107em jazu poverenja izme\u0111u lidera i zaposlenih i o tome \u0161ta timovima danas zaista treba od ljudi koji ih vode.<\/p>\n

Tema ovogodi\u0161nje konferencije \u201eMo\u0107 bez poverenja: Kraj liderskog pozori\u0161ta\u201c sna\u017eno se naslanja na njen rad jer Christine ve\u0107 godinama istra\u017euje \u0161ta se de\u0161ava kada se svakodnevni rad, promene, pritisak, tehnologija i ljudske potrebe sudare u realnosti. Kroz kombinaciju globalnih podataka, lokalnog konteksta i stvarnih prera, Christine \u0107e otvoriti pitanje poverenja izme\u0111u lidera i zaposlenih, ali i vrlo prakti\u010dno pokazati \u0161ta lideri i HR timovi mogu da pobolj\u0161aju odmah.<\/p>\n

1.Kada biste prislu\u0161kivali jedan prose\u010dan sastanak u kompaniji, \u0161ta bi vam najbr\u017ee pokazalo da li u toj organizaciji postoji stvarno poverenje ili ne?\u00a0<\/strong><\/em><\/p>\n

Gledala bih da li govori samo jedna osoba ili se uklju\u010duje vi\u0161e ljudi sa svojim mi\u0161ljenjima. Da li se ljudi ose\u0107aju dovoljno sigurno da se ne slo\u017ee ili da preispitaju ono \u0161to je re\u010deno?<\/p>\n

2.Kada biste mogli da zabranite jednu re\u010denicu koju CEO-evi ili HR direktori \u010desto ponavljaju zaposlenima, koja bi to re\u010denica bila i \u010dime biste je zamenili?\u00a0<\/strong><\/em><\/p>\n

To bi bila re\u010denica lidera koji ka\u017eu: \u201eKod nas su ljudi na prvom mestu<\/strong>\u201c, a onda se ne pona\u0161aju u skladu sa tim.Umesto toga, ohrabrila bih ih da provedu vi\u0161e vremena slu\u0161aju\u0107i svoje ljude, da razgovaraju sa njima i zaista budu sa njima. To je mnogo efikasnije nego da tu re\u010denicu napi\u0161u u dokumentu o vrednostima ili na posteru u nekom hodniku.<\/p>\n

3.Sa svojim timom radite sa velikim globalnim kompanijama i dosta se bavite time kako AI menja svakodnevni rad. \u0160ta je ono \u0161to AI danas zaista radi dobro? Sa druge strane, sve vi\u0161e se pri\u010da o \u201eAI slopu\u201c i o tome da kontakt sa stvarnim \u010dovekom postaje premium funkcionalnost. Ako sve vi\u0161e stvari prepu\u0161tamo automatizaciji, kakve su\u0161tinske posledice to ostavlja na radna mesta, kulturu i odnose?\u00a0<\/strong><\/em><\/p>\n

Trenutno postoji ogromna konfuzija u timovima kada je re\u010d o AI. Postoji i kontradikcija u odnosu na postoje\u0107e tehnolo\u0161ke alate koje ljudi koriste, a koji \u010desto ni sami ne funkcioni\u0161u naro\u010dito dobro. Ljudima se obe\u0107avaju AI magija i jednorozi, a u praksi \u010desto dobijaju dokumente koji nisu ba\u0161 ono \u010demu su se nadali, pa im onda treba mnogo vremena da ih ure\u0111uju, skra\u0107uju i preformuli\u0161u.<\/p>\n

Prime\u0107ujemo da je AI zaista dobar za jednostavne pretrage i prakti\u010dne zadatke: koja je najbolja politika za ne\u0161to, gde mogu da prona\u0111em odre\u0111enu informaciju i sli\u010dno. Ali i dalje se mu\u010di sa kompleksnijim pisanjem i analizom vi\u0161e nego \u0161to bismo \u017eeleli i mislim da to zaposlene prili\u010dno frustrira. Mnogi govore o tome da im se AI prakti\u010dno name\u0107e, ali rezultati koje trenutno dobijaju nisu onoliko dobri koliko su o\u010dekivali. Tu je i veliki izazov: AI mo\u017ee dodatno da smanji razgovor i povezanost unutar organizacija.<\/p>\n

Veliki rizik je da AI dodatno pove\u0107a nepovezanost unutar timova. Umesto da pojedinci i timovi razgovaraju jedni sa drugima, oni pitaju AI, a to mo\u017ee da stane na put poverenju. Tako\u0111e mo\u017ee da vodi ka povr\u0161nijem dono\u0161enju odluka. Ljudi postave pitanje AI-u, dobiju odgovor, ali AI ih ne izazove na razmi\u0161ljanje na na\u010din na koji bi to mo\u017eda uradio tim. Mo\u017ee se stvoriti ose\u0107aj da su stvari ve\u0107 odlu\u010dene pre nego \u0161to je uop\u0161te bilo pravog razmatranja i debate. Na kraju, i strategija mo\u017ee postati povr\u0161nija nego \u0161to ste se nadali.<\/p>\n

4.Posle zanimljivog li\u010dnog iskustva, objavljene knjige i skoro 250 video objava o sudaranju posla i \u017eivota, da li mislite da ste prona\u0161li recept za sveti gral koji zovemo work-life balance? Ili je danas, u vremenu \u201ekrize\u201c i \u201eneizvesnosti\u201c, postalo neprikladno da uop\u0161te govorimo o balansu?\u00a0<\/strong><\/em><\/p>\n

Mislim da koncept work-life balance deluje veoma stati\u010dno, kao da postoji ta\u010dan ili pogre\u0161an odgovor, i mislim da se mnogi ljudi upravo zbog toga mu\u010de sa tim. Meni je korisniji koncept doba<\/strong>. Postoje \u017eivotna doba koje su vi\u0161e okrenuta domu i tome da budete bli\u017ee porodici, a postoje i doba \u0161irenja, rasta, istra\u017eivanja i putovanja.<\/p>\n

U svakom od tih doba va\u017eno je da prona\u0111ete pravu kombinaciju stvari koje su za vas dovoljno stimulativne, da ih ose\u0107ate kao nagradu, ali vam istovremeno omogu\u0107avaju da uradite ono \u0161to smatrate va\u017enim.<\/p>\n

Ne verujem da postoji savr\u0161ena kombinacija svega toga, ali postoje znaci da ste na dobrom putu: ose\u0107ate se zdravo, dobro spavate, isporu\u010dujete ono \u0161to se od vas o\u010dekuje. Postoje i znaci da stvari izlaze iz ravnote\u017ee: ose\u0107ate se preplavljeno ili sagorelo, ne u\u010destvujete u svetu oko sebe, imate veoma malo energije. Tada treba da prilagodite stvari dobu u kojem se nalazite<\/strong>.<\/p>\n

5.Puno ste putovali tokom \u017eivota.\u00a0\u00a0Koliko su ta iskustva va\u017ena za dono\u0161enje dobrih odluka i u poslu i u \u017eivotu?\u00a0<\/strong><\/em><\/p>\n

Odrasla sam na Mauricijusu i tamo i\u0161la u vrti\u0107, zatim sam osnovnu \u0161kolu poha\u0111ala u Saudijskoj Arabiji, a moji roditelji su \u017eiveli i u Africi i Zimbabveu dok sam bila u srednjoj \u0161koli. Radila sam i \u017eivela u Va\u0161ingtonu i Torontu, a deo svog radnog \u017eivota provela sam i u Kini, Vijetnamu i Hongkongu.<\/p>\n

Zato u potpunosti mislim da je to jako va\u017eno\u00a0 za dobre odluke. Iskreno verujem da vam rad, \u017eivot i putovanja na razli\u010ditim mestima daju mnogo bolju perspektivu o tome koliko su ljudi sli\u010dni, ali i koliko su razli\u010diti.<\/p>\n

6.Zakraj, poznati ste po dubinskim istra\u017eivanjima sveta\u00a0 Da li mo\u017eete da podelite sa nama jedan trend u nastajanju, ne\u0161to \u0161to jo\u0161 nije mainstream, ali mislite da \u0107e tek postati va\u017eno u budu\u0107nosti?\u00a0<\/strong><\/em><\/p>\n

Uvek sam veoma oprezna sa predvi\u0111anjima, ali ako bih morala da izaberem jedan pravac, rekla bih da AI ne\u0107e smanjiti broj poslova na na\u010din na koji se \u010desto predvi\u0111a, jer mislim da ljudi na kraju ipak \u017eele ljude. Naravno, neki od tih poslova \u0107e se promeniti, ali ne mislim da \u0107emo videti mase ljudi koje zavr\u0161avaju na univerzalnom osnovnom dohotku, kako predvi\u0111aju neki veliki tehnolo\u0161ki mislioci.<\/p>\n

Mislim da \u0107emo videti evoluciju poslova, da \u0107e se ljudske ve\u0161tine i dalje smatrati izuzetno va\u017enim i da \u0107e sve ve\u0107a vrednost biti stavljena na ljudsku interakciju i odli\u010dne ve\u0161tine rada sa ljudima.<\/p>","protected":false},"excerpt":{"rendered":"

U susret konferenciji HR Experience 2026 (Sava Centar, 28 maj), razgovarali smo sa Christine Armstrong, jednom od najuticajnijih autorki, istra\u017eiva\u010dica i keynote govornica u oblastima budu\u0107nosti rada, organizacione kulture i…<\/p>","protected":false},"author":1,"featured_media":8701,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[63,37,60,26,35,59,54],"class_list":{"0":"post-8700","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-vesti","8":"tag-christine-armstrong","9":"tag-hr-conference","10":"tag-hr-experience-2026","11":"tag-hr-trendovi","12":"tag-hre","13":"tag-hre26","14":"tag-infostud"},"yoast_head":"\n"Kod nas su ljudi na prvom mestu" ne zna\u010di ni\u0161ta ako se lideri stvarno tako ne pona\u0161aju - HR Experience<\/title>\n<meta name=\"description\" content=\"Christine\u00a0\u0107e\u00a0u\u00a0svom\u00a0predavanju na HR Experience konferenciji,\u00a0Power and Trust: The Magic Formula,\u00a0govoriti\u00a0o\u00a0ljudskoj\u00a0strani\u00a0liderstva\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.hrexperience.rs\/en\/vesti\/kod-nas-su-ljudi-na-prvom-mestu-ne-znaci-nista-ako-se-lideri-stvarno-tako-ne-ponasaju\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\""Kod nas su ljudi na prvom mestu" ne zna\u010di ni\u0161ta ako se lideri stvarno tako ne pona\u0161aju - 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