We are reaching the end of a 2025 full of challenges, like relevant changes in the social, economic, and regulatory environment. Today, Mexican and global companies face significant pressure due to tariff changes and, particularly, due to the transformation of the world of labor, the latter resulting from constant changes in labor regulations, and also from the impact of new generations participating in organizations.
Much has been said about the way in which these generational differences generate a particular dynamic in companies; there is, however, a central element, which is the key to this analysis and is worth noting, as it continues to be the backbone of human relations in the workplace; we are talking about organizational culture.
For years we have talked about culture and values; however, today more than ever, this topic is fundamental as the basis for building a better workplace, which is why it is important to analyze it carefully.
First of all, what is culture, exactly? It is the agreement that arises among people in an organization on accepted behaviors, and the ones that are not allowed. This shapes the values that people pursue and seek to maintain in practice. The tone of these behaviors is normally defined by the leaders; that is, it is they that are responsible for defining the type of behaviors that support the achievement of objectives. Nevertheless, their true application is both a decision and a responsibility of all the people that comprise the company.
This is why it is worthwhile to reflect on the most relevant values for this coming 2026 and how organizations can achieve an effective cultural transformation.
1. Humanism as a central axis of business
We talk about empathic leaders with the capacity to inspire people to achieve their goals. Humanism is far removed from paternalism, as it considers the person in the company as an adult capable of making decisions and achieving increasingly better results.
But this value is not just an element that the leader is responsible for promoting, as it should also be a key factor in relations among peers; this entails that relationships are developed based on mutual respect and the capacity for bringing out the best in the other person.
2. Trust as a Key Element in Daily Life
Trust arises when people recognize the truth in the other person, when they find consistency in their actions and decisions. The good thing about trust is that it brings out the best in each person, because this type of environment makes people feel safe in showing themselves as they are, unleashing their full talent and connecting with their deepest motivations.
3. Recognizing Others as a Lever for Collaboration
The pandemic of loneliness is currently progressing rapidly in the world of labor. Being part of a team, but feeling lonely, is an increasingly common phenomenon. Thus, making it possible for people in organizations to think beyond themselves and “see the other person” is a worthwhile mission. Recognizing the other person, seeing and valuing them generates a great opportunity for growing together but, above all, a feeling that your contribution is meaningful.
Cultural transformation is a priority that companies have been working on and one of the fundamental steps is getting back to basics, developing an environment that seeks to bring a human atmosphere for everyone involved, with a leadership that is truly focused on the people, with connected and humanized work teams, where results arise as a product of value management focused on people.
