Jose M. Berlanga is the CEO of Houstonian Capital, which focuses on property acquisitions, development, residential construction, commercial development, and multifamily ventures.

Jose, who learned patience and market fluctuations from his first company, wanted to establish a business but wasn’t sure which sector to enter. After a lengthy struggle, he understood that success requires sacrifice, especially in the short term. His hard work paid off, and now he manages various Houstonian Capital enterprises. Since then, he has been an entrepreneur, and his mindset makes him interested in most parts of his organization. He believes success comes from the accumulation of small steps, but most people expect a gold medal without putting the amount of work required to obtain one. He thinks leading is hard, and expecting things to be easy and fast would fail. Leaders need discipline, persistence, repetition, effort, and “never-ending”; improvement because progress is rarely linear, making individuals feel like failures.

Since Jose has always been self-employed, he never had a mentor, but he credits his father with helping him become a productive member of society. He takes leadership advice from partners, collaborators, clients, and friends and follows captivating leaders. He emulates passions by studying routines, disciplines, and schedules. He says the most important thing for a leader is to keep their eyes open, know what they want, be eager to learn, and then act.

Determine the key to two-way consistency

Jose claims that he is often tempted to throw in the towel and give up when things get tough, but he never does because his stubborn persistence kicks in. Even if he spends his life trying, he will not consider giving up, something that is not in his nature, no matter how severe the circumstance. His obsessive-compulsive brain never stops thinking about business, even at night, on weekends, and on vacation, for the numerous deals at present and the ones to come.

Jose asserts that organizations depend on multiple strengths. In a competitive world, business models identify your idea and your mission. clear business vision could even outweigh other components like effort, creativity, excellent processes, skill, focus, and drive which are all necessary. After identifying your company’s assets, you need a strategy and good hires. Everyone is needed for advancement and organization. Organizations can be companies, symphonies, bands, sports teams, blockbuster film stars. Matching people to roles and having good chemistry increases success. Time is crucial since fate and time must cooperate, in Jose’s view. He avoids squandering it on long meetings. He believes leaders can and will make mistakes but advises them to act quickly, when things get difficult, and that practice will boost your batting average. You’ll be surprised how many firms’ futures depend on a few neglected, postponed, or ignored decisions. He starts with easy tasks to clean his plate and then moves on to focus on harder stuff. Every leader has a different style and some begin with large challenges but Jose works the other way around because having a lot of small things clouds his perception, so he gets them out of the way first. He composes himself before discussing significant matters and recommends avoiding corporate clutter by working efficiently.

Explaining communication, Jose thinks that it depends on the message and topics. Leaders, according to him, should regroup to analyze the risks and communicate often to reset and understand the company’s goals. He then describes their future and how his team’s work will affect the organization. For him, repeating goals ensures comprehension, and most importantly, his sincerity and respect promote teamwork.

As Jose suggested, an effective organization needs regular discussions with sincere and diplomatic messages. Kind and honest, he prioritizes problems above successes. He avoids aimless laborers and knows people should clearly understand their role, and observe and advise improvements to avoid problems. He must help teammates recognize their talents and shortcomings by learning how to enhance their lives since successful initiatives promote happy workers who then produce better results. Always explain constructive criticism with attention, a decent message, and straight forward direction. He assists others with recommendations and experience and believes happiness and meaning are two-way streets. He’ll shortly face his next test, and he values first base over home runs because sustainable progress is more attainable and will ultimately get you there. It takes years to succeed. It is important to recognize that employees have different motivations; some want money, recognition, or a challenge. He tailors his encouragement to each team member’s interests. Jose hopes to inspire others by being his best and setting an example.

Leaders should analyze the problem before giving guidance and inspire future leaders work hard and lead by example. If they care, they can transform lives. Great leaders examine department- and position-specific results, performance, and productivity. When you look back, it will have been worth living. Like a newborn, a company needs time and care, and it may not be your calling if you can’t lead the group with passion.

Jose’s latest concept is to make each employee a leader in their industry and the CEO of their own sector. They are steadily establishing a program that allows the team to make decisions and achieve goals without micromanagement, excessive supervision, or oversight. They want ambitious people, not laborers. They want leaders and executive activities where everyone thinks proactively and responsibly.

Jose loves organization, which can be a business structure or a talent derived from the Greek word “Organon,” a musical instrument or working tool. This is the art of organizing and synchronizing movements. He believes there is no bad system, only poor implementation, and, hence, prioritizes consistency and rationality over technology. If you know how to utilize QuickBooks or Oracle, either one is fine as long as you stick to one. Jose values organizational abilities, which can’t be taught. That is more essential to him than the experience which can always be gained through time.

Leaders have several career stages, and although Jose is young in business, he is not a fresh entrepreneur who worries about the next five or ten years. After decades of planning and dreaming, he wants stability, efficiency, consistency, health, and happiness for family and work. He wants to manage his firm, invest more, work less, and automate company operations. He believes all successful organizations should have an available but not necessary leader. Technology and developing trends should be used to work
remotely. He concludes that leaders must make the organization self-sufficient to develop, solve problems, and serve society!

Reference: www.c-levelfocus.com – C Level Focus
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