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Work: a place where you go to… or something you do?

What is the work model you practice here? How many days do I have to go to the office per week? Is it a general rule or flexible for each team?

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What is the work model you practice here? How many days do I have to go to the office per week? Is it a general rule or flexible for each team?
These are the questions that are heard in countless job interviews, in these disruptive times. In fact, the transition from on-site to remote work in the critical stages of the pandemic, in most knowledge-based job roles, has brought “flexibility” to the core of an organization’s attractiveness. Or, in a more technical language, to the heart of the EVP (Employer Value Proposition). “Flexible Work” is no longer a sophisticated nice-to-have ingredient, but it has become a must-have feature, requested by everyone. Returning to a model of 100% office-work does not seem to be a viable or interesting option for any organization.

These brings challenges at different levels. First, the effective management of workflows and collaboration (intra and inter-teams) without the usual synchrony of time and space. Another level is even more pressing: the consolidation of the corporate culture and the consequent cohesion of the organization. Indeed, it is extremely difficult to build the “layers” of culture with simple digital connectios. Beliefs, values, artefacts, norms, habits and behaviors cannot be consolidated between teams that practically only meet in digital mode.

The answer can lie on building bonds and relationships of trust, with a mix of on-site and digital processes and rituals that foster collaboration. Addressing specific objectives like strategy analisys, scenario planning or innovation management, any company can design events and initiatives that 1) enable te “strategy to action” cycle and 2) consolidate team cohesion and collective effectiveness.

Acknowledging that there will still be (for now) lots of job roles without the possibility of remote work, digitalization and automation will not allow time to go back. Work will be something you do, with a well-defined purpose and outputs, regardless of location. Offices will be less the place of ritualized daily sacrifice, of the 7 or 8 hour journey, to be spaces of connection, collaboration, strategic debate, creativity and innovation. And if the essence of work is changing…structure, leadership and culture should follow through.

Carlos Sezões

Managing Partner of Darefy – Leadership & Change Builders

Luís Gonçalves

Marketing & Tech Manager

Luís has a professional certification in IT (Computer Systems Management and Programming). He´s now finishing his degree in Human Resources Management and Organizational Behavior. He has experience in marketing and communication projects, both in Portugal and in the UK. Entrepreneur and event manager, Luís is organizer and co-founder of the Famalicão Extreme Gaming, one of the biggest e-sports, video games and technology events in Portugal.

Nuno Gonçalves

Associate Consultant

Nuno has a degree in Psychology and a Business Management Executive Master; he’s an organizational consultant and senior trainer, with over 20 years of experience in the areas of Negotiation, Team Management, Leadership; Coaching, Stress Management; Emotional Intelligence, Feedback and Customer Management. He has a HeartMath Coach – Stress & Resilience Management certification and additional training in Theater, Psychodrama and NLP (Neuro – Linguistic Programming).
Nuno has been invited professor in modules like Innovation, Creativity and Leadership and Team Management.

Susana Almeida

Associate Consultant

Susana has a degree in Psychology (specialization in Social Psychology and Organizations) and Master in Human Resources Management (EADA). She has extensive experience of more than 15 years in executive search and middle-management recruitment, in leading multinational consulting firms, in Portugal and Spain. Susana presents also an insightful experience in several talent management, leadership assessment and culture transformation consulting projects. Versatile leader, she´s also an entrepreneur, language teacher and project manager in the education and life-long learning areas.

Cristiana Paiva

Client Partner

Cristiana has more than 15 years working in organizational, leadership and HR challenges, in different companies and geographies. She graduated in Sociology from the University of Porto and complemented her training with an MBA in Management, specializing in the areas of Marketing and Human Resources. She was a consultant for Dynargie Portugal and Responsible for the Recruitment, Selection and Talent Capture of the Ibersol Group. At JASON Associates Portugal she started as Business Development, then took on the challenge of internationalization in 2013 as Business Manager for the Angola operation and, later, she took on the role of HEAD Africa. She is the “mother” of the TOP Leaders Luanda brand, an event directed to TOP Management. In 2017, she completed the brand’s spin off for Angola, having led the process of making international operations autonomous. She is a Managing Partner at JASON Angola, a Partner at JASON Brasil and a Business Development Manager at JASON Tribe.

Carlos Sezões

Managing Partner

Carlos has more than 20 years helping companies to optimize their organizations, leadership and talent.  He began his career at Banco BPI (banking) in 1999, focused on small and mid-sized companies. In 2001, he went to work to the e-recruitment portal ExpressoEmprego.pt (Impresa Group), were he developed employer branding strategies. Later, in 2004, he changed to management consulting sector, where he worked for SIGH International and BI4All – essentially, in corporate governance and performance management projects. Carlos founded LearnView in 2007, a company focused on consultancy (change management) and competencies development (strategy, leadership, behavioural). Carlos was Partner at Stanton Chase Portugal for more than 10 years (2010 to 2021) – engaged in  Executive Search, Talent Management and Executive Coaching.

He holds a degree in Business Management and has upgraded his studies with a Marketing post-graduation course, an Executive MBA, and finished his Masters degree in Human Resources Management in 2018. He’s also concluded a Digital Transformation program (MIT). Since 2012, he has an international certification in Executive Coaching. Carlos was honored in 2013 as HR Consultant of the Year in Portugal (RH Magazine) and has also participated as a speaker in more than 50 conferences and seminars. Moreover, he has been serving as visiting professor in some universities and business schools (Universidade do Minho, UAL, ISG). Parallel to his professional life, he’s the founder and coordinator of Portugal Agora (www.portugalagora.com) – citizenship and think-tank platform.