UNVEILING LIQUID CAREERS: MORE THAN A TREND, IT’S ALREADY REALITY!

In the early 1990s, a little-known distinguished sociology professor in Latin countries (such as Brazil) introduced two unique concepts in one of his articles: “liquid modernity” and “liquid times.” A decade later, this same professor released the bestseller “Liquid Modernity,” drawing global attention to the depth and complexity of his ideas. This genius’s name is Zygmunt Bauman.

Bauman, who in his youth served in the First Polish Army controlled by the Soviets, acting as a political instructor and participating in significant battles during World War II, was captured by the Soviets and sent to a prisoner camp. After the war, he pursued his career as a professor, becoming a renowned and award-winning academic due to his analyses of society and politics. After a remarkable life journey, he ended his path in 2017 as the author of over 50 award-winning books. His “liquid” works consistently provide deep and differentiated analyses of transformations in contemporary society, exploring how fluidity, instability, and uncertainty have become prominent features of the modern world.

With incredible clarity, Bauman highlighted that “we live in liquid times,” capturing the fluid and mutable nature of our world with his words. It couldn’t be more apt! His metaphor of fluidity now remarkably extends to the professional sphere, shedding light on the complexities of modern careers and their implications for organizational management. Imagine, for instance, the fluidity of water, its ability to adapt and transform, and apply that to our professional reality.

This is the essence of my text today: to demonstrate that, more than just a mere metaphor, the liquid career is increasingly becoming intrinsic to professional reality. Today, I want to prompt deep reflection in you about the importance of understanding this trend that is already becoming reality. Yes! We need to comprehend not only its significance but also the impact it brings if we aim to build a professional strategy that thrives in this constantly changing scenario. In other words, we will enter into a Baumanian perspective to understand that just as water adapts to the terrain it traverses, careers must also adapt and flow beyond predictable limitations.

In the end, you will understand that adaptability is crucial in modern careers, where uncertainty is a constant. Hence, the metaphor of water shaping itself to the terrain is used to convey the idea that careers must also shape themselves to the constantly changing circumstances, challenging traditional expectations and embracing uncertainty as an inherent part of the contemporary professional environment.

The Intrinsic Relationship Between the Liquid World and Liquid Careers

Just as water molds its path to the terrain it traverses, liquid careers sculpt themselves in adaptability, flowing beyond the boundaries of predictability, challenging us to embrace uncertainty as the very essence of the modern imperative. (Marcello de Souza)

Bauman’s expression, “we live in liquid times,” carries a profound metaphor describing the fluid and volatile nature of contemporary society. Bauman delves exceptionally into the complexities of postmodern reality. He explores the dynamics of “liquid times,” symbolizing the fluidity, uncertainty, and transience of social relations, structures, and values in a world of constant and accelerated transformation. In this ever-evolving context, values that were once stable and enduring have now become fluid and unstable.

Human relations, institutions, and values no longer have the rigid form they once had in the last century. They are constantly reconfigured by the speed of social, technological, and economic changes. Perhaps that’s why Bauman, in collaboration with Leonidas Donskis, published the book “Moral Blindness” in 2014. A work that brings a reality check of “liquidity” to people who choose to ignore harmful actions around them, whether out of convenience, disinterest, or social conformity. This critically reflects on human nature, ethics, and the moral challenges in a complex world.

Indeed, today, the term “liquid” not only permeates social and organizational structures but also shapes our understanding of the world of work. Just as water adapts to different containers and changes shape easily due to the absence of a fixed form or consistency, companies face the market with the same malleability. Similarly, human relationships, including professional connections, are more volatile and temporary, influenced by the flexibility of social networks and communication technologies. Institutions, whether public or private, are increasingly pressured to adapt and restructure due to market demands and rapid changes in circumstances. Social values and norms also become less stable in a “liquid world,” with linear concepts like right and wrong making way for the systemic dynamism of rapid changes in the face of new information and perspectives.

In a world where structures liquefy, companies flow through the market like shapeless water, connections and relationships are like temporary waves, and economic and social pressures reign as they dance to the frenetic rhythm of changing demands. In this ocean of fluidity, even the parameters we once judged as ethical and immutable transform, yielding before the tireless drive of human nature in search of redefining its own morality. (Marcello de Souza)

In summary, Bauman’s “liquid world” portrays a reality where fluidity, uncertainty, and constant change are the pillars. This metaphor of liquidity casts a critical view on modernity, showing how social, cultural, and economic structures that were once solid and enduring now mirror the fluidity of water, rapidly adapting to an ever-evolving environment. This forms the basis of “liquid careers,” an approach that embraces malleability and adaptation to emerging needs in the contemporary professional environment.

This professional transformation is reaching its peak as part of the knowledge revolution, characterized by the constant pace of technological transformation. The emphasis on digital skills transcends traditional barriers, reinforcing the idea that modern professionals cannot be confined to static roles. The “liquid career,” with its emphasis on mutability, challenges predefined trajectories and demands readiness to face unforeseen challenges.

What Is a Liquid Career?

The “liquid career” stands out as an evolution in the conventional approach to professional development. Based on the perspective that the trend is to emphasize work experience over position, status, and hierarchy, where the employee must continuously expose themselves to developing different skills in another segment and have a contribution experience that goes beyond their day-to-day. This idea transcends the traditional emphasis on hierarchical progression and the acquisition of titles or positions. Instead, it emphasizes work experience, continuous learning, and flexibility in career paths.

The core of the liquid career lies in the pursuit of skill development and the enrichment of experiences, allowing individuals to acquire a wide range of competencies and experiences in different areas and contexts. In contrast to the rigid model of professional advancement, where the goal is to reach higher positions in the organizational hierarchy, the liquid career aligns with the Agile world and prioritizes horizontal and multidisciplinary expansion.

Organizations that adopt this approach promote opportunities that challenge employees to engage in diverse projects, often transcending geographical and departmental boundaries. This can be seen today in various companies that already encourage their employees to participate in projects in different countries and areas of operation. This practice enables employees to dynamically contribute to other organizational cultures, developing skills in varied contexts and gaining a comprehensive view of the business.

The liquid career intrinsically promotes learning through job rotation, which involves the temporary change of roles. This approach not only broadens professionals’ knowledge and experience but also provides them with a holistic perspective of the organization. The learning gained during these diversified experiences is then incorporated into the original occupation, enriching the traditional approach with new perspectives and systemic approaches, broadening the perception of the business as a whole. In the liquid career, the team is everyone in the company.

A fundamental aspect for the success of the liquid career is the active involvement of leadership. Leaders play a crucial role in identifying potential candidates to participate in job rotation opportunities and multifunctional projects. Through development conversations, they identify talents and align employees’ aspirations with the organization’s needs. Where employees learn to deal with uncertainties, creativity, and practice dealing with risks, this is because one of the most positive aspects of the practice is the fact that people feel much more secure in making mistakes and learning when they know they have their original role that needs this new perspective of the whole company.

The fact is that the proposal is to give each employee who is willing to go beyond in their professional trajectory — from the perspective of a liquid career — the assignment of experiences previously unimaginable, instigating entrepreneurial ideas and an adaptable mindset and a willingness to step out of the routine, the comfort, and the almost suicidal stance of a technocratic professional.

It’s not new that a differentiated professional needs to embrace the unknown, take on various challenges, and commit to constant learning. What happens today is that this emphasis is now placed as a self-responsibility for building a comprehensive repertoire of skills, instead of relying exclusively on vertical promotions. Ultimately, what changes is giving real reasons for the employee to “get off their chair” and face a much more competitive reality where Experience and the continuous pursuit of Knowledge will make the professional either excellent, good, or a “lukewarm” employee, easily replaceable.

So, don’t be fooled! The liquid career is an approach that transcends the traditional view of a career, focusing on experience, continuous learning, and flexibility. It values the development of multifaceted skills, exposure to different work contexts, and contributions at international levels. This approach not only benefits individuals, allowing them to build more meaningful and significant careers but also enriches organizations by bringing versatile professionals aligned with the constantly evolving challenges of the business world.

On Paper it’s Simple, in Practice it’s Complex to Be a Liquid Collaborator

The liquid career approach, which stands out for its emphasis on experience, continuous development, and flexibility, can be enchanting when described in theory. However, the practical application of this approach reveals significant challenges that go beyond theoretical lines. In fact, the experience of becoming a liquid collaborator is a process filled with challenges, but these challenges are inherently linked to the professional strategy of those seeking a differentiated career with real possibilities of success. By embracing the liquid career, uncertainty becomes a constant companion. While it promises opportunities for diversified learning and personal enrichment, this approach brings with it the reality of not knowing exactly the destination of the next project or how one’s skills will be applied. This requires an adaptive mindset and the ability to deal with unpredictability.

In this context, limiting beliefs have no place; the process requires total acceptance and a willingness to the unknown. Professional identity itself undergoes a profound transformation. The liquid career challenges the conventional notion of a linear and cohesive trajectory. Those who explore different roles and contexts may find it challenging to define a clear and stable professional identity. The question “who am I as a professional” becomes fluid, demanding deep self-awareness and constant acceptance of change. This journey is a constant reconstruction, an evolution that becomes addictive to our minds, which crave challenges and transformations.

The quest for balance between the pursuit of a variety of skills and specialization in specific areas is an ongoing struggle but one that brings genuine pleasure. Here, the liquid career requires a profound clarity of purpose, in order to balance short and long-term goals, developing deep competencies while remaining open to diverse and even contradictory opportunities.

Managing Time and Energy

Managing time and energy becomes a true art in this journey. Engaged in a varied range of projects, liquid collaborators often find themselves balancing competing demands. Mastering time management and avoiding burnout becomes crucial for success amid this dynamic scenario. In this context, the importance of aligning actions such as empathy, sympathy, trust, credibility, and influence becomes evident, creating a holistic connection between what we do and the environment around us. The liquid career demands continuous commitment to oneself, a commitment to constant learning, and resilience in the face of challenges — a liquid career is to human behavior as behavior is to the success of relationships.

The pursuit of new experiences and skills is not a journey free from obstacles. Quick adaptation, knowledge assimilation, and overcoming difficulties become essential skills in this context, but it is important to remember that this approach may be beyond the reach of many, and that is perfectly acceptable. Each individual has their own perspective on life and their choices, and the freedom to chart a professional journey is a fundamental prerogative. Therefore, it is essential to emphasize that, although the liquid career is a personal development approach, it should not be adopted without a clear strategy and purpose, and adequate support. Awakening to this approach is deeply related to one’s first perspective of oneself, moreover, it has to do with organizational culture and the relationships that permeate it. In this sense, mentors and leaders play crucial roles, assisting collaborators in overcoming challenges and harnessing the benefits of this innovative approach.

Recognizing that, although it may seem promising in theoretical terms, the liquid career faces practical complexities that may be beyond what many envision for themselves. Overcoming these challenges requires a balance between technical and emotional skills, and this journey is not for everyone. However, it is a fact that overcoming these complexities can result in an enriching career, full of meaningful experiences, benefiting both the individual and the organization, in a scenario of constant changes and challenges.

Difference Between Liquid Career and Generalist Professionals

It is essential to establish a clear distinction between the liquid career approach and the formation of generalist professionals. The “liquid career” and the concept of “generalist professionals” are two distinct perspectives when it comes to career development and management. Let’s explore the nuances of these approaches:

• Liquid Career: The liquid career is not about constant change without direction. On the contrary, it emphasizes flexibility, continuous learning, and diversification of professional skills for those who have a clear strategy, set goals, and a real professional purpose. In this model, professionals, already armed with their qualifications and specializations, seek to acquire a wide range of parallel competencies and experiences, often exploring different areas of expertise and work contexts. The liquid career values adaptability, allowing individuals to reinvent themselves over time. Thus, liquid professionals are not limited to a linear trajectory or a single specialization; instead, they seek to enrich their careers through lateral movements, job rotations, and diverse opportunities.

• Generalist Professionals: On the other hand, generalist professionals are those who possess a broad range of skills and knowledge, spanning various areas but may not have a deep specialization in a specific discipline. These individuals stand out for being versatile and adaptable, capable of assuming different roles and facing a variety of challenges. Their approach is holistic and interdisciplinary, making them valuable in environments that demand flexibility and a comprehensive view, but do not require in-depth knowledge in certain areas.

It is important to note that the liquid career does not necessarily lead to the generalization of skills. It focuses on adaptability and continuous exploration, while generalist professionals present versatile skills and broad knowledge, regardless of their specialization.

However, it is worth mentioning that both the liquid career and generalist professionals are not without challenges. They require a well-planned approach and a clear understanding of the implications, here are some key points for the challenge of each of them:

Challenges of the Liquid Career:

• Insecurity and Instability: Without strategy, goal, and purpose, the pursuit of adaptability can generate insecurity and instability for employees if not properly understood.
• Superficial Development: Rapid acquisition of new skills can result in superficial understanding rather than complete mastery.
• Work-Life Balance: The constant need for adaptation can compromise the balance between work and personal life.

Challenges of Generalist Professionals:

• Loss of Deep Specialization: Generalist professionals do not have the same level of specialization as specialists in specific areas.
• Long-Term Focus Challenges: The wide range of skills can make it challenging to establish clear and long-term goals.
• Lack of Depth in Specific Areas: Emphasis on breadth of knowledge can lead to a lack of deep knowledge in certain areas.

I hope you perceive that there are differences, and that among them are focus and approach. The adoption of the liquid career should not be seen as a strategy to create generalist professionals, but rather as a path that prioritizes adaptability and continuous learning in a constantly changing landscape. Recognizing the challenges associated with both approaches is fundamental to navigating this professional evolution context. In other words, the liquid career is more of a philosophy of professional development that focuses on constant exploration, continuous learning, and adaptation to market changes. Generalist professionals, on the other hand, have a diverse set of skills but may delve less deeply into specific areas compared to specialists. However, it is important to note that generalist professionals can adopt the liquid career approach, seeking to further expand their skills and experiences. Both approaches have their merits and may be relevant in different professional contexts.

Lack of Awareness

After this lucid preview, I want you to also understand that in the universe of organizational human behavior study, the liquid career is sometimes seen as a kind of “alienation.” However, this perception proves, in my view, a limited and even mistaken approach to the very knowledge of human behavior. In practice, when I am within companies, involved in the behavioral development of teams, I clearly perceive that the adoption of the liquid career goes beyond being just an organizational trend or a company’s desire. There is an intrinsic “hunger” among many employees to aspire for more, to seek deep challenges, and to go beyond pre-established limits.

Although the liquid career presents itself as a logic that tends to become realistic, thanks to its attractive principles, there are barriers that go beyond the complexities inherent in the concept itself. Among these challenges, the lack of awareness and the lack of alignment between leadership and organizational culture stand out. Despite promoting flexibility and the exploration of diverse experiences, many companies still struggle to overcome entrenched mindsets that value talent retention in specific areas.

A major obstacle, and something that continues to surprise me, is the persistence of possessive leadership culture towards teams. In the Brazilian scenario, we still find leaders who resist the idea of ​​moving and rotating talents, fearful of losing valuable employees.

Interestingly, how many companies have I been to that do not understand that unmade or unfulfilled promotion promises generate frustrations among professionals, undermining the freedom to explore new horizons. This, unfortunately, contributes not only to increased turnover but also to the mindset that it is better to pay less and hire “more of the same” than to invest in professionals who can really make a difference.

The persistence of these paradigms results in a mismatch between managers’ expectations and the discourse of liquid careers. Some outdated organizational cultures still value leadership goals that conflict with the freedom to move talent, creating a dissonance between what is valued and what is essential to fully embrace the liquid approach.

Another barrier is the persistence of outdated tools and concepts. Performance evaluations and development programs often follow traditional career paradigms, emphasizing vertical advancement in a specific area and the pursuit of leadership positions. The space for exploring different segments and skills is limited by these rigid structures. Therefore, I want to make it very clear here that the process is complex and there are disadvantages and challenges associated with “liquid careers,” with an emphasis on adaptability as well as people management. Here are some points to consider that need to be continuously observed:

• Insecurity and Instability: A liquid career does not mean constant change. It’s about experiencing. The lack of this understanding can create an environment of insecurity and instability for employees. When poorly managed, there is a lack of predictability in careers, and the need to always be ready to adapt can lead to increased stress and anxiety.
• Lack of Deep Specialization: Another issue that many confuse is that the emphasis on adaptability leads professionals to become “generalists,” acquiring a wide range of skills instead of specializing deeply in a specific area. Remembering that the liquid career is an approach that emphasizes adaptability and continuous exploration, while generalist professionals are those with versatile skills and broad knowledge, regardless of their specialization.
• Loss of Continuity: Be careful not to turn organizational culture into the main provider of frequent employee rotation between projects and teams. This is the beginning of the end, and it has nothing to do with a culture that promotes liquid careers. In no way can the idea of a liquid career be cultivated to the loss of continuity and knowledge of employees. For example, the lack of team members with specific expertise in projects can affect the quality and efficiency of work.
• Constant Learning Load: The need to acquire new skills regularly can be exhausting for some professionals. The constant learning load can interfere with personal life and the ability to balance work and life. A senior HR, who structures the liquid career process. So that it aligns with the employee’s purpose, through challenges that are achievable and can be realized.
• Resistance to Change: Not all employees adapt easily to frequent changes. Some may resist the need to constantly adjust, leading to conflicts and reduced productivity. For this, there must always be professionals willing to work not only on the limiting beliefs of the professional but also to help align their goals and purpose. Having a coach or mentor is always part of the process.
• Lack of Long-Term Focus: Always be aware of the continuous pursuit of adaptability, so as not to make professionals lose sight of long-term goals. The absence of a linear career path can make it difficult to establish clear objectives. Feedback between management, leadership, and employees should be part of everyday life.
• Superficial Skills Development: Rapid acquisition of new skills can result in superficial understanding instead of complete mastery. If this is happening, there is noise in the process. There must always be follow-up and practical analysis of the employee.
• Balance between Professional and Personal Life: The constant need to adapt and learn can compromise the balance between professional and personal life. Professionals may find it difficult to disconnect from work and relax. HR should be prepared for this.
• Need for Learning Resources: Promoting adaptability requires investments in learning resources, such as training, workshops, and courses. This can be a financial challenge for some organizations when poorly managed.
• Professional Burnout: The constant pressure to stay updated and adapt can lead to faster professional burnout. Professionals may feel they are always in high demand, which can affect their mental health and well-being. The idea is not imposition but motivation. Bringing knowledge of behavioral psychology and neuroscience as a basis for establishing criteria, policies, and tools that instill the employee’s interest in always challenging themselves. Often hiring a social psychologist can help develop the process in the company.

“Liquid careers” and adaptability have clear advantages in a constantly changing world, it is essential to recognize and address these disadvantages to ensure that professionals can thrive sustainably. A careful balance between seeking adaptability and mitigating possible challenges is crucial to the success of this approach.

So, Where to Start?

Profound changes in people management mentality are necessary. Traditional control and monitoring practices must evolve into a more communicative and facilitative role. The human resources department should become a change agent, ensuring that the transition to the liquid approach is understood and accepted at all levels of the organization. My experience as a behavioral developer, along with case studies described in various articles on organizational culture and the perspective of what employees seek today, makes it clear that there is actually a total lack of awareness among companies about liquid careers. However, recent research shows that many employees yearn for opportunities to move between different areas, desiring a more exploratory approach to their career paths. The lack of flexibility results in frustrations and, in some cases, high turnover of standout individuals who seek opportunities more aligned with this desire for professional diversity.

To address this challenge, the company can start with what I call “Awareness Meetings,” for example, by promoting workshops with serious professionals on lateral moves and horizontal careers. The idea of these events is to stimulate the exchange of experiences between different areas, encouraging interdisciplinary exploration and participation in diverse projects. Additionally, career workshops help participants map autonomous paths for professional development.

However, awareness is a continuous journey. A change in mentality requires more than isolated workshops. Organizations need to commit to reviewing practices, reformulating HR tools, and ensuring that leaders and employees are aligned in the pursuit of a more liquid and flexible approach to career development.

It is clear that the lack of awareness of liquid careers represents a substantial challenge for its effective adoption. The transformation involves not only a change in perspective but also a profound restructuring of entrenched practices and values. Only through collective effort, committed leadership, and flexible organizational culture can this innovative approach be truly incorporated and leveraged.

It cannot be emphasized enough that, as already pointed out throughout the text, acquiring skills that transcend the limitations of the role or area of operation is an imperative need in the current context. The change in professional qualifications is a key point in this transformation. Personalization emerges as a fundamental aspect, making room for a fluid mindset that recognizes the variety of ways in which people can learn — this change is not limited to the traditional classroom environment.

Often, companies need to invest in external professionals with coaching and mentoring expertise, making them available to anyone interested. This is indeed an inspiring example of democratizing high-performance learning. The idea is to make it clear that the “liquid” program is not restricted to one group or another, allowing professionals at various levels to engage in behavioral human development processes.

Invest in platforms capable of offering personalized selections based on desired skills and experiences, encouraging interaction among colleagues with complementary knowledge. The practice of intercultural relationship not only promotes the expansion of skills but also contributes to addressing the shortage of qualified talent.

The relationship between skill internalization and recruitment strategy is crucial. By preparing employees with multifaceted skills, capable of performing different roles, companies reduce dependence on the external market to fill key positions. This is particularly evident in the technology sector, where the search for talent is highly competitive. Companies that actively encourage the development of technology skills among employees from other areas. This scenario is partly driven by the fear of talent loss.

Now, it’s true that completely avoiding the risks and disadvantages of “liquid careers” can be a challenge, but it is possible to adopt strategies and approaches to minimize their negative impacts. To help you better reflect on the subject and motivate you to move forward, whether individually or within your organization, with the “liquid career,” I present ten tips to better deal with the issues surrounding this transformational process and thus promote a more balanced approach:

1. Clear Communication: Organizations should communicate changes and the reasons behind them clearly and transparently. This helps reduce insecurity and instability by providing a clearer understanding of future directions.
2. Development of Relevant Skills: Instead of focusing on acquiring a broad range of skills, professionals can concentrate on developing skills that are relevant and valuable to their field. This helps avoid superficial development and promotes genuine mastery.
3. Mentoring and Coaching: Mentoring and coaching programs can help employees navigate uncertainties and make informed decisions about their careers. Experienced leaders can offer valuable guidance on balancing adaptability with specialization.
4. Work-Life Balance Management: Organizations should promote a healthy work environment that values the balance between work and personal life. This may include flexible work policies and wellness initiatives to prevent professional burnout.
5. Individual Development Plan: Employees can create individual development plans that align their career aspirations with market needs. This helps establish clear goals and maintain a long-term focus.
6. Culture of Continuous Learning: Encouraging a culture of continuous learning, where acquiring new skills is seen as an opportunity rather than a burden, can help reduce stress associated with constant development.
7. Flexibility in Expectations: Organizations can promote a mindset that accepts that careers do not need to be linear. This can help reduce resistance to change and allow employees to explore different paths.
8. Support for Mental Health: Providing mental health support resources, such as counseling sessions or wellness programs, can help professionals cope with stress and anxiety associated with uncertainty.
9. Needs Assessment: Organizations can conduct regular assessments of employees’ skill development needs, directing training investments to areas that are more relevant and valuable.
10. Valuing Specialization: While adaptability is important, organizations can also value and recognize professionals specialized in specific areas, ensuring a balance between generalization and specialization.

Ultimately, finding a balance between adaptability and stability is key to minimizing the disadvantages of “liquid careers.” By adopting a proactive approach, organizations can create an environment that promotes sustainable growth and well-being for professionals in an ever-changing world.

In a world characterized by fluidity and constant evolution, the approach of “liquid careers” emerges as a guiding beacon for professionals and organizations. Zygmunt Bauman, who long ago captured the essence of this liquid age, reminds us that adaptation is the key to thriving amidst rapid transformations. The liquid career, essentially an ode to adaptability, transcends traditional structures and values the pursuit of continuous learning, reinvention, and skill diversification. This approach is not merely a trend but a necessary response to current market demands. In this ever-changing landscape, “liquid careers” not only thrive but also shape the future of the professional journey.

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Hello, I’m Marcello de Souza! I started my career in 1997 as a leader and manager in a large company in the IT and Telecommunications market. Since then, I have participated in important projects of structuring, implementation, and optimization of telecommunications networks in Brazil. Restless and passionate about behavioral and social psychology. In 2008, I decided to delve into the universe of the human mind.

Since then, I have become a professional passionate about deciphering the secrets of human behavior and catalyzing positive changes in individuals and organizations. Doctor in Social Psychology, with over 25 years of experience in Cognitive Behavioral and Human Organizational Development. With a wide-ranging career, I highlight my role as:

– Master Senior Coach and Trainer: Guiding my clients in the pursuit of goals and personal and professional development, achieving extraordinary results.

– Chief Happiness Officer (CHO): Fostering an organizational culture of happiness and well-being, boosting productivity and employee engagement.

– Expert in Language and Behavioral Development: Enhancing communication and self-awareness skills, empowering individuals to face challenges with resilience.

– Cognitive Behavioral Therapist: Using cutting-edge cognitive-behavioral therapy to help overcome obstacles and achieve a balanced mind.

– Speaker, Professor, Writer, and Researcher: Sharing valuable knowledge and ideas in events, training, and publications to inspire positive changes.

– Consultant and Mentor: Leveraging my experience in leadership and project management to identify growth opportunities and propose personalized strategies.

My solid academic background includes four postgraduates and a doctorate in Social Psychology, along with international certifications in Management, Leadership, and Cognitive Behavioral Development. My contributions in the field are widely recognized in hundreds of classes, training sessions, conferences, and published articles.

Co-author of the book “The Secret of Coaching” and author of “The Map Is Not the Territory, the Territory Is You” and “The Diet Society” (the first of a trilogy on human behavior in contemporaneity – 05/2024).

Allow me to be your companion on this journey of self-discovery and success. Together, we will unravel a universe of behavioral possibilities and achieve extraordinary results.

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