When it comes to matters of adding the capability of a team, business unit or a department, managers and chief executive officers have a rather broad spectrum of choices to pick from. These choices lie in the internal and external forces of the organization.
Therefore, most organizations face the need and challenge to strike a viable balance between outsourcing employees from other industries and fishing them from within the organization. However, given the harsh economic situations, the current business professionals are vastly delving into internal recruitment. Banco Bradesco’ current leadership changes are a perfect illustration of the benefits of internal recruitment.
The Dawn of Transitions
It all began when the 91-year-old chief executive officer of Banco Bradesco stepped down voluntarily. In the shocking move, many wondered why such a dedicated leader would make such a bold move amidst a crushing economy majorly in the banking sector. Brandao de Mello, the longest serving executive leader decided to pave a leadership path for a younger individual. Stating that he had done enough at his age, he insisted that the next president of the firm should be siphoned from the existing pool of talent. However, he put Luiz Carlos Trabuco in charge for the time being. Following his appointment as the president, Luiz Carlos Trabuco was trusted to head the institution with the same vigor he applies every day. Most definitely, he adhered to the wishes of Brandao de Mello by advocating for better work policies at Banco Bradesco.
Read more on g1.globo.com
Octavio Becomes President
After serving the banking institution for about three months, it was time to elect a new, vibrant president. From the look of the resumes presented to the board of directors, most candidates qualified for the job. However, the stipulations were somewhat strict, making some of the candidates obsolete for the job. Nevertheless, there was a champion as Octavio de Lazari impressed the board of directors. In the words of Luiz Carlos Trabuco, the election process was somewhat smeared with challenges. Even so, Octavio de Lazari posed as the better candidate for the job.
Why Octavio de Lazari?
Octavio de Lazari Junior joined the bank as a teenager. Initially, he worked as an office boy at Banco Bradesco’s branch in Lapa district. As time passed, he became the manager of the agency and in early 1998; Junior took over the credit area management as a director and a corporate finance manager according to oglobo.globo.com. Because he worked hard at implementing strict regulations for the organization, Lazari earned another promotion in 2010, working as the director of the finance department. Over the years, he worked hard to establish his name on the executive leadership walls of Banco Bradesco. Therefore, his election is attributed to his experience and contribution to the development of the bank.
What of Carlos Trabuco?
Luiz Carlos Trabuco is, on the other hand, retaining his initial position as the chairman of the board. Similarly starting off as a teenager, he paved a new leadership role for himself at a tender age as clerk. With time, he garnered vast experience in credit and asset management. Being visionary, he utilized these experiences to his added advantage. Currently, he is a revered leader who has put tremendous work in every business model he handles. As such, he is admired for his input.
The Long-term Benefits of change
In the long run, changes in an organization come with benefits. Therefore, employees should embrace rather than detest change for a better transition.
Check more about Luiz Carlos Trabuco: http://www1.folha.uol.com.br/mercado/2017/10/1926243-proximo-presidente-do-bradesco-saira-da-diretoria-do-banco-diz-trabuco.shtml