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Managing Talent Ecosystems

What will be the “structures” for the future of work? The “corporation” that we inherited from the 20th century followed simple assuptions: all employees working on a full-time contractual basis; a strict professional role and respective job-grade, evolving over time; a specific workplace and a daily schedule; a hierarchical subordination to a supervisor.

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What will be the “structures” for the future of work? The “corporation” that we inherited from the 20th century followed simple assuptions: all employees working on a full-time contractual basis; a strict professional role and respective job-grade, evolving over time; a specific workplace and a daily schedule; a hierarchical subordination to a supervisor. Changes in business models over the last 30 years have led to the breakdown of many of these realities – such as, for example, the emergence of outsourcing or experimental remote work project But nothing that pinched the central paradigm of the corporation.

In the future, this will no longer be the case. From the management of rigid structures we will move to the orchestration of work “ecosystems”. Systems with different segments – some full-time professionals, others in part-time, some  working project-based, the gig-economy freelancers – with very different links; some people working mostly (or fully) remote, some in the office.

Three 3 driving forces that will enable (and scale up) this new reality. First, the assumed preferences of most people for flexibility, wellbeing and diversified career growth. Second, technological development, with a focus on better tools for individual autonomy and productivity (and remote collaboration) – in fact, the information and knowledge to create something, process information or make decisions is just a click or a touch screen away. Finally, the need for agility and rapid adaptability of organizations – some multinational companies are already deploying flexible programs addressing freelancers into more regular project-based colaborations.

Therefore, new leadership practices will be necessary (focusing on influence – without formal authority – and on the management of “communities”) and the inclusion of the diverse segments – internal and external – in the corporate culture. And a strong link between top management and HR, procurement and legal areas, in order to streamline organizational processes. And apply diversity and inclusion policies, in a practical way, to this new reality.

In short, I believe that the organizations of the future will be less closed structures and more open talent ecosystems. Ecosystems in which the orchestration of energy, talent and time from different groups will be the essential focus of People management.

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.