<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1657-6276</journal-id>
<journal-title><![CDATA[Pensamiento & Gestión]]></journal-title>
<abbrev-journal-title><![CDATA[Pensam. gest.]]></abbrev-journal-title>
<issn>1657-6276</issn>
<publisher>
<publisher-name><![CDATA[Fundación Universidad del Norte - Barranquilla, Colombia.]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1657-62762019000100187</article-id>
<article-id pub-id-type="doi">10.14482/pege.46.3801</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Consistencia entre el enfoque de liderazgo y los estilos de liderar: clave para la transformación y el cambio]]></article-title>
<article-title xml:lang="en"><![CDATA[Consistency between the leadership approach and styles of leadership: key to transformation and change]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Villar-Vargas]]></surname>
<given-names><![CDATA[Mario]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Araya-Castillo]]></surname>
<given-names><![CDATA[Luis]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Santo Tomás Facultad de Economía y Negocios ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Chile</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Andrés Bello Facultad de Economía y Negocios ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Chile</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2019</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2019</year>
</pub-date>
<numero>46</numero>
<fpage>187</fpage>
<lpage>221</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S1657-62762019000100187&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S1657-62762019000100187&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S1657-62762019000100187&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El propósito de este artículo es mostrar la importancia del alineamiento entre el liderazgo -como una decisión de la alta dirección- y el estilo de liderar -como una elección del líder- para que el aprendizaje organizativo sea una realidad. El estudio se define como descriptivo, exploratorio y transversal. El concepto de aprendizaje tiene varias acepciones, perspectivas de análisis y aplicaciones, las cuales van desde una perspectiva individual hasta una perspectiva organizacional, y puede enfocarse desde la perspectiva de cambio, del conocimiento o de ambas. En cuanto proceso organizativo el aprendizaje está, en gran medida, bajo la implementación, el control y la administración de la alta dirección de la empresa. Aprender, por tanto, se ha constituido en una capacidad organizativa fundamental para que la organización pueda mantener su posición competitiva. Sobre todo, si se reconoce que, en general, debe actuar en entornos dinámicos y turbulentos.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The purpose of this article is to show the importance of alignment between leadership -as a decision of senior management- and leadership style - as a leader election- so that the organizational learning becomes a reality. The study is defined as descriptive, exploratory and transversal. The concept of learning has several meanings, perspectives, analysis and applications, ranging from an individual perspective to an organizational perspective, and can be approached from the perspective of change, knowledge or both. Organizational learning is a change at the collective level, induced by the ability of the company to learn from their experience and that of others, which would lead to an organizational development those results in a change in behavior. The organizational learning process is largely under implementation, control and management of the senior management of the company. Learning, therefore, has become a critical organizational capacity to enable the organization to maintain its competitive position. Especially if it is recognized that, in general, must act in dynamic and turbulent environments.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[aprendizaje organizativo]]></kwd>
<kwd lng="es"><![CDATA[estilos de dirección]]></kwd>
<kwd lng="es"><![CDATA[liderazgo]]></kwd>
<kwd lng="es"><![CDATA[recursos humanos]]></kwd>
<kwd lng="en"><![CDATA[organizational learning]]></kwd>
<kwd lng="en"><![CDATA[management styles]]></kwd>
<kwd lng="en"><![CDATA[leadership]]></kwd>
<kwd lng="en"><![CDATA[human resources]]></kwd>
</kwd-group>
</article-meta>
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