Scorecarder Spotlight: Catarina Horta
Our “Scorecarder Learning & Development Spotlight” series showcases our talented, driven employees, the incredible work they do, and their quest to continue their development as lifelong learners.
Name: Catarina Horta
Role: Business Development Manager, LATAM & EMEA
Tell us a little about your professional background.
I began my career as an HR Consultant in the Staffing department of a Brazilian IT company. Working under an exceptional manager and mentor, I was introduced to the world of Business Development and quickly discovered a passion for it. I believe that the skills I developed in HR—understanding people, building relationships, and overall organizational development —have proven invaluable.
One of my personal interests is psychology, which I delve into from a curiosity perspective. I find the study of the mind and behavior fascinating, and although I’m not a professional in the field, this interest helps me better understand different perspectives and improve my interpersonal skills.
Other than that, I find joy in simple pleasures: playing outside with my family and enjoying the company of friends over a beer are energy boosters for me!
What made you select this “Leading People & Change” course?
Being a leader is a significant responsibility, and I approach it with a deep sense of commitment. We all know the impact that effective leadership can have on an individual’s personal and professional life. While I never shy away from challenges, I’m also dedicated to continually improving myself in this role to better serve my team. Leadership is multifaceted, and it’s crucial to keep learning, understand different perspectives, and balance the needs of the business with those of the people.
This course offered fresh insights and structured approaches that complimented my recent field experiences, making it a perfect fit for my goals.
What have you learned thus far? What are you looking forward to learning as you complete this program?
One of my major takeaways from the course is the importance of asking the right questions as a leader, encouraging critical thinking and problem-solving within the team. We’ve also explored valuable frameworks for feedback, which make this vital aspect of leadership more effective and meaningful. The role of coaching was also emphasized, highlighting how it can foster a culture of continuous growth and improvement and lastly, how to practice emotional agility because, at the end of the day, Leadership is an inside-out journey.
Some of my favorite frameworks we’ve practiced and roleplayed were:
- Situation–Behavior–Impact (SBI) framework: This provides a structured approach to delivering development feedback by focusing on specific situations, behaviors observed, and the impact of those behaviors. This makes feedback more objective and actionable.
- DESC framework for addressing conflicts: DESC stands for Describe, Express, Specify, and Consequence. This structured approach promotes understanding and collaboration in problem-solving.
- GROW Model for Coaching: This model helps in setting goals and developing strategies to achieve them. It involves setting a clear goal, understanding the current reality, identifying obstacles, exploring options, and determining the will to take action.
- ADKAR Model for leading change: This model focuses on the pillars of Awareness, Desire, Knowledge, Ability, and Reinforcement. It provides a comprehensive approach to managing change by addressing both the individual and organizational aspects of transformation.
Another essential part of the course was learning techniques for adopting a person-centered approach over a problem-centered approach. This means moving from simply providing answers to asking the right questions, as mentioned at the beginning, thereby understanding both the facts and emotions involved and working from there.
This shift in approach helps in building trust, which drives more engagement and better performance and contributes to my overall goal- which is creating a culture of continuous improvement and collaboration.
How will you apply this information to your role/to SSC?
Leadership is an ongoing journey, and I learn a great deal from my team every day. They are most definitely the driving force behind our collective growth, as we strive to celebrate our successes and overcome challenges together. My goal is to keep operating with a strong results orientation, continue fostering a development environment, give room for different perspectives, be supportive, and solve problems effectively.
Accountability is key in this process, both for myself and my team, as we work towards our goals. By fostering an environment where feedback is constructive and coaching is continuous, we aim to build a culture of trust, engagement, and high performance. This holistic approach not only benefits individual growth but also drives the overall success of our company.
Thank you, Catarina! Enjoy the rest of your program. Happy learning!