Tim Hagen

Progress Coaching is a pioneer in the workplace coaching movement with over 26 years of experience helping organizations increase engagement, develop and retain top talent, and create a strong workplace culture by developing managers into coaches!

What we do: 

Using our proven methodology and training system, we will create a custom coaching strategy that:

✅ Saves your organization (and your managers) TIME and MONEY
✅ Speaks directly to YOUR sales or service processes
✅ Promotes and drives YOUR organizational values
✅ INCREASES ENGAGEMENT and REDUCES TURNOVER through a culture of coaching and feedback

You name it, we’ve built it! NO MATTER WHAT the scenario, we can provide a coaching solution – guaranteed!

How it works: 

⭐ We’ll assess your organization’s current culture and goals
⭐ Design a coaching strategy that fits your unique needs
⭐ Deliver training through virtual workshops, online courses, and on-demand resources 
⭐ Facilitate group & one-on-one coaching that addresses YOUR real-life workplace challenges!
⭐ Provide on-going support you can count on! 


Why it works:

✅ Relieve the burden from HR: instead of deferring to HR for every tough conversation or performance issue, managers learn how to have coaching conversations that create strong connections, build trust, and inspire action! 

✅ L&D teams are supported: managers will learn how to structure their conversations to increase performance and become partners in driving the training & development initiatives your organization is already doing!

✅ Managers save time: managers will learn techniques to engage with employees and inspire positive change in as little as 8-12 minutes per week using our proven 4-step coaching conversation model! Through supplemental coaching strategies, managers will learn to scale their time and drive development without even being present! 

✅ Adults learn best when the material directly applies to them, and traditional training alone does not accomplish this. Our PODs format is survey-driven, targeting participants' actual workplace management and coaching challenges, with instruction, discussion, activities, and practice!



Submit your request here 👉  https://form.jotform.com/211636813521147 

Contact me:

💻 Website: http://www.progresscoachingleader.com
📅 Schedule a call: https://calendly.com/timprogresscoaching
✉ Email: Tim@ProgressCoachingLeader.com
📱 Cell: 262-227-8563

President of Progress Coaching  (Till Day I Die)

I own and operate Progress Coaching with 7 employees - we teach managers a very powerful and proven system to engage and develop their staff into high performing talent. We help groups develop, retain and recruit talent by using technology and coaching solutions to increase the bottom line. Progress Coaching has many client types from publicly traded companies to professional sports teams to credit unions to manufacturing companies to banks to people who simply want to become certified Progress Coaches.

Association for Talent Development (ATD) SEWI-ATD - Southeastern Wisconsin Chapter of the Association for Talent Development CNY ATD Training Magazine Tracy Maylett Training Industry, Inc. #coaching #leadership Emotional Intelligence

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We use the word coaching a lot at work. An employee misses a step. A leader gives quick feedback. A behavior gets corrected in the moment. And we say,

Tim Hagen DISC and EQ Certified

Why Do We Call It Coaching When Its Not

Association for Talent Development (ATD)

SEWI-ATD - Southeastern Wisconsin Chapter of the Association for Talent Development

CNY ATD

Training Magazine / Training Conference & Expo

Organizational Psychologist | Author | Professor | HR Services Investor

Training Industry, Inc.

Emotional Intelligence

President of Progress Coaching @ Progress Coaching | Certified Leadership Trainer & Coach

📅 Why Calendars + Asynchronous Coaching Are Changing the Way We Develop People
Most organizations don’t have a coaching problem—they have a consistency problem.
Coaching happens when time allows. Development waits for the next meeting. Growth becomes event-based instead of embedded.
In my latest article, I explore why intentional calendars and asynchronous coaching are becoming one of the most practical, scalable ways to build real capability in today’s workplace.
When you combine:
 ✔️ Scheduled coaching rhythms (what gets on the calendar gets done)
 ✔️ Asynchronous coaching nudges, questions, and reflections
 ✔️ Employee ownership between meetings
You shift coaching from reactive to continuous—and from leader-dependent to employee-driven.
The future of coaching isn’t more meetings.
 It’s better moments, reinforced over time.
If you’re thinking about how to scale development without overwhelming leaders or calendars, this perspective may be helpful.
👉 Read the article and let me know what resonates.
#WorkplaceCoaching #LeadershipDevelopment #AsynchronousCoaching #LearningCulture #EmployeeDevelopment #Coachability #FutureOfWork #ContinuousImprovement #CadenceCoaching

The Strategic Value of Calendars and Asynchronous Coaching in the Modern Workplace In today’s always-on, constantly shifting workplace, development ca

CADENCE Coaching

The BIGGEST opporutnity in next 5-7 years will be helping leaders coach employees to navigate change and new skill development. The Missing Piece: Coaching Application. Read This Article and share your thoughts

Association for Talent Development (ATD) JB Howell Will Chambers, PHR Helene Agerstig Wiese Laurie Gerrish, M.S. HRM Laurie Wiest Training Magazine

Organizations invest millions each year in training—new systems, leadership programs, sales skills, compliance, and emerging technologies. Yet despite

Open article: The Missing Link Between Training and Performance: Coaching Application by Tim Hagen DISC and EQ Certified • 3 min read

The Missing Link Between Training and Performance: Coaching Application

Association for Talent Development (ATD) Jan Stauffer, SHRM - CP and ATD - CPTD Training Magazine Training Industry, Inc. Anne Reid Annette Adams, MBA, CEBS #leadership #coach #coaching Michelle Wendt 🇺🇦 Nancy Sondergard, SHRM-SCP #shrm SHRM Linkage SHRM

Leadership is not a destination—it’s a journey. And like any demanding journey, it’s one leaders were never meant to walk alone. Cadence Coaching exis

Cadence Coaching: Why Leaders Thrive When They Don’t Walk Alone

Dynamic, highly motivated certified trainer (ATD-CPTD) and corporate leader with 14+ years of experience driving organized, efficient processes which builds cohesive teams and significantly impacts company performance.

Vice President, People Director

CHRO and Community Partner

Training & Development Manager I Leadership Coach & Facilitator I Positive Culture Change Champion

HR Consultant and Career Coach at LAK Group

SHRM Linkage

SHRM

Coaching is a term we frequently use at work, but what does it truly mean? 

👉 When an employee misses a step, a leader provides quick feedback, or a behavior is corrected in real-time, we often say, “I coached them.” However, we need to ask ourselves: did we really coach them? 

👉 Too often, what we label as coaching is actually correction, direction, or immediate fixes. While these actions are important, they are not synonymous with coaching.

👉 In today's workplace, coaching has become a catch-all term for any leadership interaction involving guidance. If a leader identifies a skill gap and addresses it on the spot, it’s labeled as coaching. If a mistake is corrected immediately, it’s coaching. If someone is redirected after an issue arises, it’s coaching. 

👉This trend is understandable; leaders are busy, and problems require immediate attention. However, categorizing all these actions as coaching dilutes the true essence of what coaching is meant to be.

👉 Corrective action is reactive, situational, and necessary. It responds to issues that have already occurred, and organizations need leaders who can step in, clarify expectations, and prevent small problems from escalating. This is good leadership and management, but it is not coaching.

Mislabeling corrective action as coaching leads to two significant issues:
1. Leaders may mistakenly believe they are coaching when they are not.
2. Employees may associate coaching solely with mistakes and corrections, rather than growth and development.

Over time, this association can make “coaching” feel tense and focused on errors, rather than fostering confidence and progress.

👊👊👊 True coaching is proactive, intentional, and ongoing. It is scheduled, even if briefly, and focuses on development rather than just addressing immediate problems. Watch This Master Coaching Lesson Volume Three: https://lnkd.in/g8E4a6Ki

The true definition of coaching in the workplace is a structured, ongoing partnership where a leader helps an employee think, learn, and grow—rather than simply telling them what to do.

👉 At its core, coaching involves:
- Asking thoughtful questions
- Listening more than speaking
- Helping individuals discover their own solutions
- Developing skills, confidence, and self-awareness over time

👉 Coaching is not about fixing mistakes in the moment, performance correction disguised as coaching, or a one-time conversation. True coaching is:
- Scheduled, intentional, and continuous—focused on growth, not just results.

When done effectively, coaching builds capability, leading to natural and sustainable performance improvement.

👉 To explain this to leaders:
- Managing tells, while coaching asks.
- Managing drives tasks, whereas coaching develops people.

The best workplaces embrace both approaches without confusing the two.

👉 A practical resource for leaders is "The Coaching Habit." This book is useful because it:
- Simplifies coaching into everyday conversations
- Emphasizes curiosity over control
- Reinforces that coaching is a habit, not an event
- Is practical for busy leaders

For those looking for a resource that leaders can utilize without becoming “professional coaches,” this is a strong starting point.

👉 Final takeaway: Workplace coaching isn’t about having the right answers; it’s about helping others find theirs—consistently, intentionally, and with care. That’s where real development occurs. 

#coaching #leadership Association for Talent Development (ATD) Training Magazine Bogdan Apostol SchoolsFirst Federal Credit Union ESL Federal Credit Union Summit Credit Union Darlyne Keller, MBA Samantha Hammock Sarah White

CEO @ Nestor | Y Combinator S18 - We’re hiring!

SchoolsFirst Federal Credit Union

ESL Federal Credit Union

Summit Credit Union

Leadership That Inspires, Strategy That Delivers | 25+ Years of Elevating People, Culture & Business Performance

EVP, Chief Human Resources Officer at Verizon

Aligning Strategy to Market Reality for Growth | Product, GTM & Organizational Alignment for Leaders, Boards & Investors | Global WorkTech HRTech TATech Expert

Two tellers. Same branch. Same goals. Very different outcomes.

Teller A receives observational coaching. A leader watches, makes a quick correction, and moves on. While this is helpful in the moment, once the rush hits, the learning fades. There’s no follow-up, no reflection, and no growth plan.

In contrast, Teller B benefits from continuous coaching. This includes short, intentional conversations, clear focus areas, and regular check-ins. The questions posed build confidence rather than just compliance. 

Over time, Teller B not only performs better but also thinks better. They anticipate member needs, connect the dots, and grow into their role—and beyond it.

That’s the difference. Observation fixes a moment, while continuous coaching develops a person. In credit unions, developing people is essential for winning in service, culture, and careers.

If you're ready to move beyond “I noticed…” coaching and into real, sustainable development, consider Credit Union Coach—the all-in-one leadership coaching platform designed specifically for credit union leaders who want coaching to stick. Great coaching isn’t occasional; it’s a rhythm. 

Get Info Here: https://lnkd.in/gmmGEQah or DM Me Here

#creditunions #coaching ESL Federal Credit Union Summit Credit Union Kris Prince Jane Roberts Laurie Wiest Keri Ashkenazy, MA Darlyne Keller, MBA SchoolsFirst Federal Credit Union Rockford Bell Credit Union Libro Credit Union Credit Union Digital Marketing

Client Service Manager

Manager, Administrative Support Team at ESL Federal Credit Union

Chief Engagement Officer (CGO)

Learning & Development Specialist | M.A. Social-Org Psychology, Columbia University | Helping companies train their most engaged and productive workforce

Rockford Bell Credit Union

Libro Credit Union

Credit Union Digital Marketing

What if coaching was seamlessly integrated into leadership? Imagine every leader having a dedicated, certified coach focused solely on helping them apply coaching in real-time—during team interactions, with individual employees, and in those critical moments that truly matter.

This approach emphasizes application over training and theory, addressing the shift leaders are currently seeking.

CADENCE Coaching provides busy leaders with an assigned certified coach who assists them in:

- Translating coaching concepts into meaningful conversations
- Inspiring and motivating individual team members, not just the group
- Maintaining consistency, even amidst packed schedules and high pressure
- Focusing on coaching strengths rather than merely correcting behavior

This isn’t about adding another task to the to-do list; it’s about having someone alongside the leader to ensure coaching becomes a natural part of their leadership style.

What would change if your leaders never had to guess how to coach again? CADENCE Coaching embeds coaching support directly into leadership—without adding time, complexity, or burnout. Consistent application is the key to effective coaching. Get More Info: https://lnkd.in/gz3qz2U4

Coaching doesn’t fail in organizations because leaders don’t care. It fails because coaching too often waits for the perfect moment—a meeting, a review, a quiet week that never comes.

That’s why Coaching Nudges are becoming one of the most powerful tools in modern leadership development. These small, intentional prompts help leaders reinforce growth, awareness, and accountability in real time—without adding meetings or complexity. When used consistently, coaching nudges turn everyday moments into development opportunities and help build a true coaching culture.

👇 Before you read on, reflect for a moment:
 • When was the last time you nudged someone’s growth—without giving advice?
 • What would change if coaching showed up weekly instead of quarterly?
 • How could small questions create big performance shifts on your team?
This article explores how coaching nudges work, why they’re so effective, and how leaders can start using them immediately to drive engagement, performance, and coachability—one moment at a time.

#Leadership
 #LeadershipDevelopment
 #Coaching
 #CoachingCulture
 #WorkplaceCoaching
 #EmployeeDevelopment
 #CoachingNudges
 #CadenceCoaching
 #ManagerEffectiveness
Association for Talent Development (ATD) Training Magazine Anne Richards Gustafson Annette Adams, MBA, CEBS Betty Harwood Betty Baker, PHR Nancy Wraight, SHRM-SCP

Coaching Nudges: The Small Leadership Moments That Create Big Change Most leaders don’t struggle with wanting to coach their people. They struggle wit

Open article: Want Motivated and Inspired Teams? by Tim Hagen DISC and EQ Certified • 3 min read

A Smarter Way to Coach—Without Adding More to a Leader’s Plate

👉 Organizations are increasingly recognizing a crucial truth: Leaders don’t struggle with the concept of coaching; they struggle because coaching often falls by the wayside amidst their busy schedules. Meetings pile up, urgent issues take precedence, and good intentions fade away.

👉 Cadence Coaching was created to address this challenge. It provides leaders with an assigned, certified coaching partner dedicated to helping them apply coaching consistently and practically within their real workweek. This approach emphasizes application, reinforcement, and meaningful conversations rather than more theory or additional training portals.

👉 Why Leaders Win (and Actually Enjoy It):
- Coaching support without adding more meetings
- Clear guidance on what to say and how to say it
- Strength-based coaching that inspires rather than exhausts
- Confidence in coaching effectively
- Consistency, even during busy seasons

👉 Cadence Coaching is structured enough to drive results, flexible enough to fit into real leadership life, and engaging enough for leaders to actively participate.

👉 The Strategic Advantage:
Cadence Coaching bridges the gap between training and execution, intent and consistency, and knowing how to coach versus actually doing it. Organizations leverage this approach to enhance engagement, retention, and leadership bench strength without overwhelming their managers.

Imagine the impact if your leaders had a coach supporting them every week. Coaching doesn’t fail because leaders lack interest; it fails due to a lack of support. Cadence Coaching changes that. Get Info Here: https://lnkd.in/gz3qz2U4 

SHRM Training Magazine Training Industry, Inc. Association for Talent Development (ATD) Annette Adams, MBA, CEBS Anne Reid Lisa Ely  MBA Lisa Ploszaj, SPHR, SHRM-SCP Lisa Eichten Betty Harwood Janice Krassowski-Quintana Janice Skipwith Jennifer Guilette Jennifer Cardona, MBA-HR, MSW

Join us with Training Magazine for How to Reinforce Training with AI & Coaching
When: Tue, Jan 20, 2026 at 9AM Pacific / 12PM Eastern
Why: 100 % Educational and FREE Cpourse for all live attndees on Coaching!
Register Here: https://lnkd.in/ggmmk2D2

Association for Talent Development (ATD) Amy Walby Amy Debroczy Lisa Eichten #coaching #leadership #leadershipcoaching #training #Learning #trainingreinforcement Bryan Obst Bogdan Apostol Britton Ertman Brittney Medina Milwaukee Brewers

Director, Human Resources

Commercial Leader Strategic planning and Execution

Global Learning and Development | Leadership Development | Digital Learning | Talent Development | Global Learning Program Management | Change Management

HR Manager Wacker Neuson America

Chief Operating Officer at Profi

VP of HR Operations at Marking Services, Inc.

Milwaukee Brewers

Tim DISC and EQ Certified

Executive Leadership Coach | Certified Progress Coach | Helping Leaders Coach, Grow People & Improve Performance | Coaching with HEART – Habits Empower Authentic Resilience & Trust

I am excited about the New Year, a fresh start, and new beginnings. In 2025, we learned many new things, including the new era of artificial intelligence. The more technology advances, the greater the need for human connection and leadership. 

We need to be aware of a couple of things in the job market:
First, AI. Research shows that the top skills people will need are AI.
Second, leadership skills. All eyes are on us; what we do and what we say matters.

This leads to the human connection - something AI will not replace: 
When leaders coach their teams, and I've always said this - questions are the answer. Asking the right questions helps build awareness, and for the coach, the person being coached can also help clarify. 

Next is action. Activities help facilitate action and skill development. Practice a conversation or technique. This is what stimulates positive change. 

Accountability can be challenging; however, it doesn't have to be. 
Learning projects foster accountability and ownership. Ask an employee to come in with an example of how they positively invested in a teammate
with a strong sense of energy and an outgoing, positive attitude. 

This is a mini snapshot of why human connection is essential in leadership and coaching. It's Getting To The HEART of Progress. Building your moral compass. Habits Empower Authentic Resilience and Trust.

#Leadership  #HumanConnection  #AwarenessActionAccountability  #GettingToTheHEARTOfProgress #CoachingWithHeart

What if you could coach without meeting? Huh? What if a new coaching approach crreated specific plans and timeframes thast saved leaders time to coach ... by as much as 40%! Welcome CADENCE Coaching ... checkout our latest podcast. If intrigued DM me! https://lnkd.in/g8rGkBum

Association for Talent Development (ATD) AJ Perkins Britton Ertman #coaching #leadership Angela Boesel Angela D. Boston Lenn Moorhead-Rosenberg

buzzsprout.com

NEW Coaching Method Saves Time: Welcome CADENCE Coaching - Coaching Conversations in 2025

Go-To Market Expert for Cleantech | Strategic Advisor | Ex-CEO | Built 3 Companies, Closed $15B+ in Contracts

Relationship Banker

Human Resources Director

Director, Organizational Development at St. Charles Healthcare

If you think you're coaching your team by giving advice, think again.

Here's the hard truth: Most managers believe they're coaching, but they're just telling people what to do. And it's costing organizations engagement, retention, and real results.

Real coaching isn't about having all the answers. It's about asking the right questions. It's listening, not lecturing. It's helping people discover their own solutions instead of handing out quick fixes.

I've seen it over and over. A manager has a weekly one-on-one, drops a few "helpful" tips, and checks the coaching box. But the employee leaves uninspired, unchallenged, and unchanged.

Advice can feel productive in the moment, but it doesn't drive growth. It creates dependency. People tune out. The best performers crave ownership, not step-by-step instructions.

So here's my challenge: Next time you're tempted to give advice, pause. Ask a question instead. "What options have you considered?" "What would you try if you weren't worried about making a mistake?" "How can I support you without stepping in?"

The shift is uncomfortable at first, but that's where real development happens. Coaching isn't about your expertise, it's about unlocking theirs.

Ready to break the advice cycle and actually coach? Your team is waiting.

To quote a client "CADENCE Coaching is really innovative. Its like having a workplace coaching expert right next to you assitring you every step of the way." 

👉 Cadence Coaching is a modern approach to leadership and development that moves coaching out of the calendar and into the flow of work. Instead of relying on infrequent, scheduled conversations, cadence coaching delivers short, focused coaching moments—paired with simple application challenges and reflection—on a consistent rhythm. This allows learning to be reinforced where it matters most: in real situations, real decisions, and real behaviors.

👉 For future-ready organizations, CADENCE coaching closes the gap between training and performance. It accelerates upskilling, builds accountability without burnout, and helps leaders develop people continuously rather than episodically. As roles evolve and skills change faster than job descriptions, organizations that embed coaching into daily cadence won’t just keep up—they’ll build adaptable, confident teams that grow with the work instead of chasing it.

#CadenceCoaching #LeadershipDevelopment #FutureOfWork #Upskilling #Reskilling #CoachingCulture #LearningAndDevelopment #TalentDevelopment #PeopleLeadership #ModernLeadership #ContinuousImprovement #WorkplaceCoachingi

Mike Carroll has a system for hiring sales people that is so unique! My own referrals to him rave about the approach! Need sales people reachout to Mike!

Founder, Intelligent Conversations | Author | B2B Sales Training Consultant | Converting Sales Teams into Revenue Generating Machines

How confident are you in your sales hiring right now?

I don't mean optimistic or hopeful. Actual confidence. 

I ask because this is the time of year when a lot of leaders feel pressure to “get ahead of it.”

Q1 plans are taking shape. Revenue targets are locked. Gaps from last year are suddenly very visible. And sales hiring starts to feel urgent.

What I see happen next is usually some version of this:
- A role gets posted quickly, using language that worked once before (are you using old job descriptions from previous years?) 
- Interviews move fast because “we don’t want to lose good candidates”
- Decisions get made on instinct, energy, and resume patterns

Don't worry, none of this is careless. It’s human.

But it’s also how hiring mistakes quietly get repeated.

The warning signs rarely show up immediately. 

They surface months later as slow ramp time. As deals that stall. As managers spending more time coaching basics than building momentum. As the realization that the role itself may never have been clearly defined.

At that point, the question becomes “Why isn’t this working?”

When the better question earlier would have been “What are we actually hiring for?”

Strong sales hiring starts with clarity. I'm sure you know this. 
- Clarity about the environment someone is walking into.
- Clarity about the skills this role actually demands.
- Clarity about what has made people succeed here and what has caused others to struggle.

The most effective leaders I work with do something that feels counterintuitive right now.

They pause before acting. They assess before posting. They get specific before interviewing. They slow the process down just enough to avoid speeding into the wrong decision.

I’m curious what you’re seeing.

Where does sales hiring feel hardest for you right now? 

Attracting the right candidates? Evaluating them well? Or being clear on what success in the role really looks like?

This is a conversation worth having early on.

How to Reinforce Training with AI & Coaching with Training Magazine

Most training doesn’t fail because the content is bad.
 It fails because reinforcement never shows up.
Leaders leave training inspired…
 Then Monday happens.
In this upcoming free webinar, I’ll break down:
 ✔ Why training alone rarely changes behavior
 ✔ How AI can reinforce learning in the flow of work (not in more meetings)
 ✔ Where coaching conversations create the human connection that AI can’t replace
 ✔ A simple reinforcement loop leaders can apply immediately
This session is designed for:
 • Leaders overwhelmed by “initiative overload”
 • HR & L&D teams tired of low training adoption
 • Organizations looking to scale coaching without adding calendar pressure

If you’re thinking about how AI fits into leadership development without losing the human side, this will be practical, grounded, and very real.

📅 Save your seat and bring a colleague who cares about performance, not just programs. Register Here: https://lnkd.in/ggmmk2D2

#LeadershipDevelopment #CoachingCulture #AIatWork #TrainingReinforcement #FutureOfWork #PeopleDevelopment #WorkplaceCoaching Association for Talent Development (ATD) Training Industry, Inc.

A quick reminder as you end this week: your only real competition is yourself.

Entrepreneurship is not a race, and it is not meant to be. It is shaped by your goals, your season, and the life you are building.

✨ Someone else’s progress does not take away from yours
✨ Someone else’s pace is not a standard you have to meet
✨ Someone else’s wins do not tell the full story

The only comparison that actually matters is who you are becoming compared to who you were yesterday.

Stay focused on your own growth. Build at a pace that is sustainable. Keep taking the next right step.

If this resonates, share it with someone who could use a little encouragement today.

#Entrepreneurship #Leadership #GrowthMindset #BusinessOwner #PersonalGrowth

What happens after training? What do leaders say to employees? What do they facilitate to reinforce training? Do they? The missing piece?  COACHING APPLICATION: Check out our latest podcast: https://lnkd.in/eUjXgST3

Association for Talent Development (ATD) Gary Broesch Gary Wendel, SPHR Gary Rosia Gary Deppe Harry Kohal Kelly Lake Training Magazine

Get referrals on autopilot: build an AI-powered referral system in 15 minutes a day

When I finished university, I discovered how difficult it could be to take the first step into the world of work. Interviews that went nowhere, CVs that generated no response, and the feeling that everything required previous experience.
That experience motivated me to dedicate my career to helping recent graduates and young professionals overcome that same challenge: launching their professional future with clarity, strategy and confidence.
🎯 How can I help you?

By designing effective employability strategies to help you land your first job.


By developing the key skills that companies value (communication, leadership, project management).


By creating a clear career plan to grow within your organisation or explore new opportunities.


By preparing you for interviews, networking, and international selection processes.


👥 I have accompanied young people from diverse backgrounds to enter sectors such as international relations, consulting, and business management, helping them transform initial frustration into concrete achievements.
🚀 My mission is to make your transition from the classroom to the working world a more agile, strategic, and motivating process.

📩 Ready to take the next step?
Let's discuss how I can help you boost your career →  Send me a direct message.

I am convinced that a person does not age when they decide to continue learning. This is the principle that guides my work and my life.


The Soft Skills That Will Drive Your Success:
🚀 Leadership: Inspire, motivate, and guide your teams toward achieving common goals.

📧 Effective Communication: Express ideas with clarity, conciseness, and actively listen.

💡 Problem-Solving: Analyze complex situations, identify creative solutions, and make informed decisions under pressure.

🧗 Decision-Making: Evaluate options, consider risks and benefits, and make timely, strategic choices.

⌛ Time Management: Organize tasks, set priorities, and meet deadlines efficiently.

🎯 Emotional Intelligence: Recognize and manage your own emotions and those of others to build strong relationships.

🕵️ Critical Thinking: Analyze information, evaluate arguments, and draw logical conclusions.

🪂 Adaptability: Embrace change and adapt to new situations, technologies, and challenges.

🚎 Teamwork: Collaborate effectively with others and build trusting relationships.

⚖️ Negotiation: Achieve mutually beneficial agreements through communication and persuasion.

🧑‍🎨 Creativity: Generate new ideas and innovative solutions.

☮️ Empathy: Understand and share the feelings of others.

Federico Valletta

🅹🅾́🆅🅴🅽🅴🆂 🅿🆁🅾🅵🅴🆂🅸🅾🅽🅰🅻🅴🆂: 🅴🆇🅸🅶🅴 🅲🅾🅰🅲🅷🅸🅽🅶, 🅽🅾 🆂🅾🅻🅾 🆂🅾🅻🆄🅲🅸🅾́🅽 🅳🅴 🅿🆁🅾🅱🅻🅴🅼🅰🆂.

🚀 𝐀𝐭𝐞𝐧𝐜𝐢𝐨́𝐧: 𝐑𝐞𝐜𝐢𝐞́𝐧 𝐆𝐫𝐚𝐝𝐮𝐚𝐝𝐨𝐬, ¿𝐄𝐬𝐭𝐚́𝐬 𝐑𝐞𝐜𝐢𝐛𝐢𝐞𝐧𝐝𝐨 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐨 𝐒𝐨𝐥𝐨 𝐂𝐨𝐫𝐫𝐞𝐜𝐜𝐢𝐨́𝐧? 🚀
Me encanta este artículo de Tim Hagen porque aborda una confusión que impacta directamente en tu desarrollo de carrera: No todo lo que llaman "coaching" en el trabajo lo es.
👉 Como coach de carrera, veo cómo los jóvenes profesionales a menudo asocian el "coaching" con el miedo o la tensión, porque solo aparece cuando algo sale mal. 🚨 🚨 ¡Error!
🎯 La distinción es estratégica:

𝐂𝐨𝐫𝐫𝐞𝐜𝐜𝐢𝐨́𝐧: es reactiva. Se enfoca en solucionar el problema de hoy. Es buena gestión.
𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐫𝐞𝐚𝐥: es proactivo e intencional. Se enfoca en tu capacidad de mañana (tus habilidades, tu mentalidad, tu liderazgo). Es desarrollo.
El verdadero coaching sobre tus soft skills o tu plan de carrera debe ser un sistema intencional, con ritmo y repetición, no una reacción accidental.
Si quieres construir una trayectoria profesional sólida, asegúrate de que tu líder te vea no solo como un recurso que necesita ser "arreglado", sino como un talento que debe ser "desarrollado" a largo plazo.
👉 DESLIZA para leer la distinción completa. Es hora de reclamar la definición de crecimiento.

#Liderazgo
#Coaching
#DesarrolloProfesional
#SoftSkills
#JovenesProfesionales

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Open article: Why Do We Call It Coaching When Its Not by Tim Hagen DISC and EQ Certified • 3 min read

🅻🅰 🆃🆁🅰🅼🅿🅰 🅳🅴🅻 "🅷🅰🅶🅾 🆃🅾🅳🅾 🅱🅸🅴🅽": 🅻🅾🆂 🅴🆁🆁🅾🆁🅴🆂 🅳🅴 🅲🅾🅼🆄🅽🅸🅲🅰🅲🅸🅾́🅽 🆀🆄🅴 🅼🅰🆃🅰🅽 🅻🅰 🅲🅰🆁🆁🅴🆁🅰 🅹🅾🆅🅴🅽.

🚀 ¿𝐄𝐫𝐞𝐬 𝐜𝐨𝐦𝐩𝐞𝐭𝐞𝐧𝐭𝐞, 𝐡𝐚𝐜𝐞𝐬 𝐛𝐢𝐞𝐧 𝐭𝐮 𝐭𝐫𝐚𝐛𝐚𝐣𝐨, 𝐲 𝐚𝐮𝐧 𝐚𝐬𝐢́ 𝐧𝐨 𝐚𝐯𝐚𝐧𝐳𝐚𝐬? 𝐓𝐢𝐞𝐧𝐞𝐬 𝐪𝐮𝐞 𝐥𝐞𝐞𝐫 𝐞𝐬𝐭𝐨. 👇

Como coach de carrera, he visto el dolor de jóvenes profesionales y recién graduados que se sienten estancados a pesar de su talento y esfuerzo. Es la trampa del profesional invisible.

Cristian lo sintetiza perfectamente en este artículo sobre los errores silenciosos que no aparecen en el CV ni se enseñan en la universidad, pero que frenan carreras sólidas.

𝑳𝒐𝒔 3 𝑬𝒓𝒓𝒐𝒓𝒆𝒔 𝑺𝒊𝒍𝒆𝒏𝒄𝒊𝒐𝒔𝒐𝒔 𝒎𝒂́𝒔 𝒄𝒓𝒊́𝒕𝒊𝒄𝒐𝒔 𝒑𝒂𝒓𝒂 𝒖𝒏 𝒋𝒐𝒗𝒆𝒏 𝒑𝒓𝒐𝒇𝒆𝒔𝒊𝒐𝒏𝒂l:

𝐂𝐨𝐧𝐟𝐮𝐧𝐝𝐢𝐫 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐢𝐚 𝐜𝐨𝐧 𝐩𝐫𝐨𝐩𝐮𝐞𝐬𝐭𝐚 𝐝𝐞 𝐯𝐚𝐥𝐨𝐫: tu primer trabajo, prácticas o proyecto no es una lista de tareas. Es una prueba de qué problema resuelves y qué impacto generas hoy. ¡Aprende a traducirlo!

𝐄𝐣𝐞𝐜𝐮𝐭𝐚𝐫 𝐛𝐢𝐞𝐧, 𝐜𝐨𝐦𝐮𝐧𝐢𝐜𝐚𝐫 𝐦𝐚𝐥: tu entorno no ve lo que haces internamente. Si tu comunicación sobre tus logros es débil, tu valor se diluye. El silencio no es humildad, es ausencia estratégica.

𝐓𝐞𝐧𝐞𝐫 𝐩𝐞𝐫𝐟𝐢𝐥, 𝐩𝐞𝐫𝐨 𝐧𝐨 𝐮𝐧𝐚 𝐧𝐚𝐫𝐫𝐚𝐭𝐢𝐯𝐚: un perfil "correcto" en LinkedIn no basta. Necesitas una historia, una percepción que deje una idea clara y memorable en la mente del reclutador o líder.


𝐌𝐢 𝐞𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐚: la solución no está en acumular más títulos, sino en alinear lo que sabes, con cómo lo comunicas, y lo que el mercado realmente valora. No se trata de correr más rápido, sino de pensar mejor tu estrategia.

Si sientes que estás en este punto, desliza para leer el artículo completo. Ahí empieza el verdadero trabajo. 👇
#DesarrolloProfesional
#ErroresDeCarrera
#RecienGraduados
#SoftSkills
#EmpleabilidadEstrategica

View newsletter: De la Busqueda al Proposito.

Open article: 🔍 El profesional competente que no avanza: los errores silenciosos que frenan carreras sólidas. by Cristian Venegas • 3 min read

🔍 El profesional competente que no avanza: los errores silenciosos que frenan carreras sólidas.

🅹🅾́🆅🅴🅽🅴🆂 🅿🆁🅾🅵🅴🆂🅸🅾🅽🅰🅻🅴🆂: 🅳🅴🅹🅴🅽 🅳🅴 🅲🆄🅻🅿🅰🆁 🅰 🅻🅰 🅴🆇🅿🅴🆁🅸🅴🅽🅲🅸🅰 🆈 🅰🅿🆁🅴🅽🅳🅰🅽 🅰 🅰🅹🆄🆂🆃🅰🆁 🅴🅻 🅿🆁🅾🅿🅸🅾 🅿🅴🅽🆂🅰🅼🅸🅴🅽🆃🅾.

¡Atención, recién graduados y jóvenes profesionales! Si tu objetivo es un crecimiento profesional constante y estratégico, este artículo de Liz Keable es una lectura obligada.
Solemos centrarnos en las habilidades técnicas, pero el verdadero motor del avance de carrera es la Ⓜⓔⓣⓐⓒⓞⓖⓝⓘⓒⓘⓞ́ⓝ : la habilidad de pensar sobre cómo pensamos.

¿Por qué es esto vital para ti?

𝐀𝐝𝐚𝐩𝐭𝐚𝐛𝐢𝐥𝐢𝐝𝐚𝐝 𝐞𝐧 𝐥𝐚 𝐞𝐫𝐚 𝐝𝐞 𝐥𝐚 𝐈𝐀: en un mercado laboral que cambia a diario por la tecnología, tu capacidad para "cambiar de mentalidad" y ajustar tu estrategia es tu mayor activo.

𝐀𝐝𝐮𝐞𝐧𝐚𝐭𝐞 𝐝𝐞 𝐭𝐮 𝐜𝐚𝐫𝐫𝐞𝐫𝐚: la metacognición te obliga a tomar responsabilidad por tus decisiones y procesos de pensamiento. No puedes culpar a la falta de experiencia si no has reflexionado estratégicamente sobre cómo estás buscando empleo o cómo estás aprendiendo en tu primer rol.

𝐄𝐥 𝐟𝐢𝐧 𝐝𝐞𝐥 "𝐄𝐄𝐒𝐓𝐔𝐃𝐈𝐀𝐍𝐓𝐄 𝐏𝐄𝐑𝐅𝐄𝐂𝐓𝐎": el artículo critica la mentalidad de la escuela tradicional (quietud, memorización) que limita el pensamiento crítico. ¡El "trabajo desordenado" que muestra un proceso de dominio es elogiable en la vida real! 

Deja de medir tu crecimiento solo por el puesto o el salario, y empieza a medirlo por tu flexibilidad mental. Esta es la soft skill que te permitirá pasar de la frustración inicial a los logros concretos.
🔥 Desliza para leer el artículo completo y cuestionar si el sistema educativo te enseñó realmente a crecer y conversa conmigo sobre lo que descubriste.

#Metacognición
#CrecimientoProfesional
#SoftSkills
#EmpleabilidadEstrategica
#JovenesProfesionales

View newsletter: Metacognition in Practice 

Open article: #174 Metacognition's Role in Academic Progress by Liz Keable • 4 min read

#174 Metacognition's Role in Academic Progress

🚨 🚨 🚨 𝐎𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐝𝐚𝐝 𝐆𝐞𝐨𝐩𝐨𝐥𝐢́𝐭𝐢𝐜𝐚: 𝐂𝐢𝐧𝐜𝐨 𝐓𝐢́𝐭𝐮𝐥𝐨𝐬 𝐩𝐚𝐫𝐚 𝐄𝐧𝐭𝐞𝐧𝐝𝐞𝐫 𝐲 𝐀𝐜𝐭𝐮𝐚𝐫 𝐀𝐧𝐭𝐞𝐬 𝐝𝐞𝐥 𝐋𝐮𝐧𝐞𝐬. 𝐏𝐨𝐫 𝐪𝐮𝐞́ 𝐕𝐚𝐥𝐞𝐫𝐨 𝐲 𝐖𝐞𝐚𝐭𝐡𝐞𝐫𝐟𝐨𝐫𝐝 𝐒𝐨𝐧 𝐞𝐥 𝐍𝐮𝐞𝐯𝐨 𝐅𝐨𝐜𝐨, 𝐍𝐨 𝐒𝐨𝐥𝐨 𝐗𝐎𝐌.

🎯 3 𝑨𝒓𝒆𝒂𝒔 𝑪𝒍𝒂𝒗𝒆 𝒑𝒂𝒓𝒂 𝑰𝒏𝒗𝒆𝒓𝒔𝒐𝒓𝒆𝒔 𝑰𝒏𝒕𝒆𝒍𝒊𝒈𝒆𝒏𝒕𝒆𝒔:
1. 𝐒𝐞𝐫𝐯𝐢𝐜𝐢𝐨𝐬 𝐏𝐞𝐭𝐫𝐨𝐥𝐞𝐫𝐨𝐬: ¿𝐄𝐮𝐟𝐨𝐫𝐢𝐚 𝐨 𝐅𝐮𝐧𝐝𝐚𝐦𝐞𝐧𝐭𝐨𝐬 𝐒𝐨́𝐥𝐢𝐝𝐨𝐬?
Las acciones de compañías de servicios como SLB, Halliburton (HAL) y Weatherford (WFRD) se dispararon ante la expectativa de una reactivación de los yacimientos venezolanos.
𝑬𝒍 𝒑𝒐𝒕𝒆𝒏𝒄𝒊𝒂𝒍: Citi estima una oportunidad de ingresos incremental de más de US$6.000 millones para este sector.
A considerar: Aunque la euforia es alta, el análisis de fundamentos sugiere que la oportunidad inmediata podría ser de unos US$3.000 a US$3.500 millones.
𝑬𝒍 𝑶𝒖𝒕𝒑𝒆𝒓𝒇𝒐𝒓𝒎𝒆𝒓: Weatherford se destaca, ya que sus productos (sistemas de levantamiento artificial y reacondicionamiento) están perfectamente alineados con la necesidad de aumentar la producción en campos existentes.
2. 𝐑𝐞𝐜𝐮𝐩𝐞𝐫𝐚𝐜𝐢𝐨́𝐧 𝐝𝐞 𝐀𝐜𝐭𝐢𝐯𝐨𝐬 𝐲 𝐀𝐜𝐫𝐞𝐞𝐝𝐨𝐫𝐞𝐬 𝐇𝐢𝐬𝐭𝐨́𝐫𝐢𝐜𝐨𝐬
Las compañías con laudos arbitrales pendientes ven una luz al final del túnel.
𝑪𝒐𝒏𝒐𝒄𝒐𝑷𝒉𝒊𝒍𝒍𝒊𝒑𝒔 (𝑪𝑶𝑷): Principal acreedora con un laudo del CIADI por US$8.500 millones. Su posición se fortalece, esperando pagos significativos tras la venta de Citgo (posiblemente entre 2027 y 2028).
𝑬𝒙𝒙𝒐𝒏𝑴𝒐𝒃𝒊𝒍 (𝑿𝑶𝑴): Sus reclamos ascienden a unos US$2.900 millones (incluyendo intereses compuestos).
3. 𝐋𝐚 𝐑𝐮𝐭𝐚 𝐄𝐮𝐫𝐨𝐩𝐞𝐚 𝐲 𝐞𝐥 𝐑𝐞𝐟𝐢𝐧𝐢𝐧𝐠 𝐀𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞
No olvidemos a los operadores europeos y a las refinerías especializadas:
𝑺𝒐𝒄𝒊𝒐𝒔 𝑬𝒖𝒓𝒐𝒑𝒆𝒐𝒔: Eni y Repsol mantienen intereses activos (especialmente en gas natural) y créditos pendientes con PDVSA. Repsol tiene potencial para aumentar su margen de captura si puede procesar crudo venezolano.
𝑹𝒆𝒇𝒊𝒏𝒂𝒄𝒊𝒐́𝒏 𝒅𝒆 𝑪𝒓𝒖𝒅𝒐 𝑷𝒆𝒔𝒂𝒅𝒐: Las refinerías complejas de la costa del Golfo de EE. UU., como 𝓥𝓪𝓵𝓮𝓻𝓸 (𝓥𝓛𝓞), están excepcionalmente bien posicionadas. Su experiencia con crudos pesados les permitiría aumentar la proporción de crudo venezolano, mejorando significativamente la utilización de sus unidades secundarias.
𝐂𝐨𝐧𝐜𝐥𝐮𝐬𝐢𝐨́𝐧: La reconfiguración geopolítica en Venezuela es mucho más que un evento para las grandes Majors. Para el inversor, la clave está en identificar a los ganadores indirectos: desde los proveedores de servicios mejor alineados (como Weatherford) hasta los players con capacidad de arbitraje y refinación especializada (Valero).
¿Qué piensan? ¿Creen que la reactivación será rápida o la cautela por los fundamentos frenará la inversión a corto plazo en servicios petroleros?
#Finanzas #Petróleo #Venezuela #Inversión #MercadoEnergético #Geopolítica #SLB #CVX #COP #XOM #HAL

🅳🅴 🅷🅰́🅱🅸🆃🅾 🅰 🆂🅸🆂🆃🅴🅼🅰: 🅲🅾́🅼🅾 🅶🆁🅰🅱🅰🆁 🅲🅾🅽🆃🅴🅽🅸🅳🅾 🆈 🅳🅾🅼🅸🅽🅰🆁 🅻🅰 🅶🅴🆂🆃🅸🅾́🅽 🅳🅴🅻 🆃🅸🅴🅼🅿🅾.

📢 ¡𝐉𝐨́𝐯𝐞𝐧𝐞𝐬 𝐏𝐫𝐨𝐟𝐞𝐬𝐢𝐨𝐧𝐚𝐥𝐞𝐬 𝐲 𝐑𝐞𝐜𝐢𝐞́𝐧 𝐆𝐫𝐚𝐝𝐮𝐚𝐝𝐨𝐬: 𝐃𝐞𝐣𝐞𝐧 𝐝𝐞 𝐥𝐚𝐝𝐨 𝐞𝐥 𝐚𝐠𝐨𝐭𝐚𝐦𝐢𝐞𝐧𝐭𝐨 𝐩𝐨𝐫 𝐞𝐥 𝐜𝐨𝐧𝐭𝐞𝐧𝐢𝐝𝐨! 📢
Si estás construyendo tu marca personal en LinkedIn (y deberías estarlo para acelerar tu carrera ), sabes que el video es una herramienta poderosa. Pero, ¿cómo ser constante sin que se sienta como una segunda jornada laboral?

Este artículo de LinkedIn "Guide to Creating" ofrece la estrategia clave: convierte la consistencia en un sistema, no en un hábito forzado.

Los 5 tips que resumen la mentalidad estratégica de un Coach de Carrera son:

👉 𝐄𝐥 𝐩𝐨𝐝𝐞𝐫 𝐝𝐞𝐥 𝐛𝐚𝐭𝐜𝐡𝐢𝐧𝐠: dedica un solo bloque de tiempo para filmar múltiples videos. Es la definición de eficiencia y la base de una buena gestión del tiempo.

👉 𝐅𝐨𝐫𝐦𝐚𝐭𝐨𝐬 𝐫𝐞𝐩𝐞𝐭𝐢𝐛𝐥𝐞𝐬: elimina la fatiga de la decisión. Crea videos de "Consejos Rápidos" o "Respuestas Comunes" para ir a lo seguro.

👉 𝐇𝐨𝐫𝐚𝐫𝐢𝐨 𝐫𝐞𝐚𝐥𝐢𝐬𝐭𝐚: La consistencia supera a la intensidad. Elige un ritmo que se ajuste a tu vida.

🚨 𝐑𝐞𝐜𝐮𝐞𝐫𝐝𝐚: 𝐝𝐞𝐬𝐚𝐫𝐫𝐨𝐥𝐥𝐚𝐫 𝐞𝐬𝐭𝐚𝐬 𝐞𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐚𝐬 𝐝𝐞 𝐜𝐨𝐧𝐭𝐞𝐧𝐢𝐝𝐨 𝐞𝐬 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐚𝐫 𝐥𝐚𝐬 𝐬𝐨𝐟𝐭 𝐬𝐤𝐢𝐥𝐥𝐬 𝐪𝐮𝐞 𝐥𝐚𝐬 𝐞𝐦𝐩𝐫𝐞𝐬𝐚𝐬 𝐦𝐚́𝐬 𝐯𝐚𝐥𝐨𝐫𝐚𝐧: 𝐏𝐥𝐚𝐧𝐢𝐟𝐢𝐜𝐚𝐜𝐢𝐨́𝐧, 𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐝𝐚𝐝 𝐲 𝐏𝐞𝐧𝐬𝐚𝐦𝐢𝐞𝐧𝐭𝐨 𝐂𝐫𝐢́𝐭𝐢𝐜𝐨. 
Esto aplica a la creación de contenido y a la gestión de proyectos en tu primer trabajo.


🎯 TOCA para leer el artículo completo y ver ejemplos concretos de creadores que lo están logrando. ¡Tu futuro profesional despega con claridad y estrategia! 
 Y si se complica el aplicarlo , puedes consultarme

#Empleabilidad
#SoftSkills
#RecienGraduados
#EstrategiaDeContenido
#GestionDelTiempo

Open article: How to Stay Consistent with Video Without Burning Out by LinkedIn Guide to Creating • 3 min read

How to Stay Consistent with Video Without Burning Out

Dejar de "buscar" para empezar a "encontrar": La guía estratégica de carrera

En mi opinión, los principales acciones que debes hacer cuando buscas trabajo son:

👉🏻 Pausa y diagnóstico: antes de postular, analiza tus habilidades y logros actuales.

👉🏻 Investigación de mercado: observa qué valoran las empresas hoy y hacia dónde va tu nicho (especialmente con el impacto de la IA).

👉🏻 Movimiento inteligente: Usa el networking y la formación continua como tus mejores aliados.

No se trata de trabajar más duro en la búsqueda, sino de trabajar de forma más inteligente. Si no tienes un plan claro, terminarás en un lugar que no te motiva.
👇 Desliza para leer el artículo original y cuéntame: ¿Ya tienes definido tu próximo objetivo profesional o sientes que estás enviando CVs a ciegas?

#LinkedInNoticiasEspaña
#Empleabilidad
#PrimerEmpleo
#EstrategiaDeCarrera
#RecienGraduados
#DesarrolloProfesional

🎄 Año nuevo, ¿trabajo nuevo? Uno de los errores más comunes al querer cambiar de #empleo es enviar un único CV a diestro y siniestro, sin tener en cuenta los matices de cada oferta de empleo. Así lo advierte la orientadora laboral Esther Martínez (https://lnkd.in/eDR4nkAS).

🤝 Limitarse a aplicar a nuevos puestos mientras ignoras el #networking con los jefes de contratación es otra torpeza, como recuerda el consultor de carrera Jony Kierszenowicz (https://lnkd.in/eGRiZGtf). ¿Eres de los que disparan a todo lo que brilla? Eso no es estrategia, es ansiedad, o así lo ve el experto en estrategia Braulio Campos (https://lnkd.in/esgm9MF9).

⁉️ El error no es irte de tu empresa actual, es no preguntar a dónde vas, sostiene el experto en bienestar laboral Fran Arjonilla (https://lnkd.in/ekK8V62G). A veces solo damos importancia al prestigio del nuevo puesto o al sueldo y se nos olvida cómo vamos a vivir el día a día, coincide la orientadora laboral Rosa Dichas (https://lnkd.in/eXRDGwxA).

🪂 Ojo, puede ser un salto al vacío si estamos huyendo del sitio anterior y no leemos la letra pequeña, advierte el 'headhunter' Héctor Labarta (https://lnkd.in/eey5hCqi). Todos deberíamos plantearnos si ese cambio nos acerca o nos aleja del profesional que queremos ser, añade el director de recursos humanos Jonathan Nouel (https://lnkd.in/e8_uh8CE)

🚌 "No todo movimiento es avance. Identifica qué situaciones, liderazgos o dinámicas no estás dispuesto a volver a vivir", recomienda la mentora de empleabilidad Yuliana Velasco (https://lnkd.in/eT97Hsg2). La distancia del centro de trabajo es otro factor clave: más horas de tráfico equivalen a menos vida, menos energía y menos tiempo en familia, indica el consultor de liderazgo Ricardo Gaibor (https://lnkd.in/e9zhhpYh).

🗣️ Cuando ya te has incorporado, es importante ordenar tus prioridades, entender el entorno, conocer a las personas y preguntarlo todo, aconseja la psicóloga Marlene Mendez (https://lnkd.in/ez7cSMiG). ¿Y tú, qué errores cometiste la última vez que cambiaste de trabajo? Cuenta tu experiencia en los comentarios en un post con el hashtag #LiEmpleo. 

✍ Marina Valero y Karla Isabel Calderón

Los errores más comunes al cambiar de trabajo

🅿🅾🆁 🆀🆄🅴́ 🅽🅴🅶🅾🅲🅸🅰🆁 🆃🆄 🅲🅾🅽🆃🆁🅰🆃🅾 🅴🆂 🅻🅰 🅼🅴🅹🅾🆁 🆂🅴🅽🅰🅻 🅳🅴 🅼🅰🅳🆄🆁🅴🆉 🅿🆁🅾🅵🅴🆂🅸🅾🅽🅰🅻

¡𝐍𝐨 𝐟𝐢𝐫𝐦𝐞𝐬 𝐩𝐨𝐫 𝐦𝐢𝐞𝐝𝐨! 𝐄𝐥 𝐯𝐞𝐫𝐝𝐚𝐝𝐞𝐫𝐨 𝐫𝐢𝐞𝐬𝐠𝐨 𝐞𝐬 𝐞𝐥 𝐬𝐢𝐥𝐞𝐧𝐜𝐢𝐨. 🚫
Muchos recién graduados y jóvenes profesionales creen que negociar su primer contrato es "arriesgar" la oferta. La realidad, según los expertos de LinkedIn Noticias, es que la negociación es tu primera gran prueba de madurez profesional.

¿𝑷𝒐𝒓 𝒒𝒖𝒆́ 𝒆𝒔 𝒖𝒏𝒂 𝒍𝒆𝒄𝒕𝒖𝒓𝒂 𝒐𝒃𝒍𝒊𝒈𝒂𝒕𝒐𝒓𝒊𝒂 𝒔𝒊 𝒆𝒔𝒕𝒂́𝒔 𝒃𝒖𝒔𝒄𝒂𝒏𝒅𝒐 𝒅𝒆𝒔𝒑𝒆𝒈𝒂𝒓 𝒕𝒖 𝒄𝒂𝒓𝒓𝒆𝒓𝒂? 
Aquí los puntos clave:

𝐀𝐥𝐢𝐧𝐞𝐚𝐜𝐢𝐨́𝐧, 𝐧𝐨 𝐞𝐱𝐢𝐠𝐞𝐧𝐜𝐢𝐚: negociar es asegurar que ambas partes estén de acuerdo para que la relación sea duradera.

𝐓𝐮 𝐯𝐚𝐥𝐨𝐫 𝐯𝐚 𝐦𝐚́𝐬 𝐚𝐥𝐥𝐚́ 𝐝𝐞𝐥 𝐬𝐮𝐞𝐥𝐝𝐨: flexibilidad, formación y autonomía son fundamentales para tu bienestar y crecimiento.


𝐋𝐚 𝐧𝐞𝐠𝐨𝐜𝐢𝐚𝐜𝐢𝐨́𝐧 𝐞𝐦𝐩𝐢𝐞𝐳𝐚 𝐚𝐧𝐭𝐞𝐬: no esperes a la oferta; tu estrategia de empleabilidad debe dejar claro qué problema resuelves desde el minuto uno.


Como coach, veo a diario cómo el "miedo a negociar" lleva a jóvenes talentos a aceptar roles mal encuadrados. Recuerda: tú también eliges a la empresa.


👇 Desliza para leer las perspectivas de estos referentes y prepárate para tu próxima entrevista.
#Empleabilidad #PrimerEmpleo #DesarrolloProfesional #SoftSkills #NegociacionSalarial

View company: LinkedIn Noticias América Latina

🤝 ¿Cómo negociar las condiciones de trabajo en un proceso de selección?
Durante años nos enseñaron que negociar condiciones laborales era 'arriesgar' una oferta y que había que callar para no parecer un candidato difícil, explica la mentora de empleabilidad Yuliana Velasco (https://lnkd.in/eheH9QUC) 

💬 Sin embargo, negociar las condiciones de trabajo no es pedir más, sino alinear expectativas con claridad y respeto, menciona el director en RR.HH. Jonathan Nouel (https://lnkd.in/ePPYT96g) Esther Martínez, orientadora laboral, comparte que aceptar la oferta sin más no siempre es lo mejor, y que esta es una buena oportunidad para mostrar tu valor (https://lnkd.in/eTcCdugM)

🗣️ “Negociar no suele hacer que retiren una oferta. Lo que sí la rompe es el silencio y la frustración posterior”, advierte la orientadora laboral Rosa Dichas (https://lnkd.in/e3iNeKD4) 

🧠 El primer paso es tener claro qué quieres tú y preguntarte si buscas estabilidad laboral, un sueldo fijo o ganar más dinero con mayor libertad. Eso define el tipo de contrato que te conviene, comparte el consultor de liderazgo Ricardo Gaibor (https://lnkd.in/eV738wpZ) 

📈 Para lograr una negociación exitosa, es necesario que dejes claro en qué eres realmente sobresaliente en comparación con otros profesionales, de acuerdo con el ‘headhunter’ Héctor Labarta Brustenga (https://lnkd.in/eZi3hktg) Pero también es necesario elegir el momento oportuno para hacerlo, indica el consultor de carrera Jony Kierszenowicz (https://lnkd.in/eS_dbW7s) Negocia cuando ya hay un match y les interesa avanzar contigo.

💵 Si la negociación se centra en el sueldo, la clave está en dejar de pensar que estás pidiendo más, y en cambio ponerle precio a tu impacto, explica el experto en estrategia Braulio Campos (https://lnkd.in/eRm7ZWSN) 

🧑‍💻 También es importante conocer el paquete de beneficios que la empresa ofrece, como seguro médico o capacitación, considera la psicóloga Marlene Méndez Leiva (https://lnkd.in/e_ajufZD) 

💫 “Negociar bien en un proceso de selección es un acto de autocuidado. Y también una señal de madurez profesional”, menciona el experto en bienestar Fran Arjonilla Palma (https://lnkd.in/eEQQ_siK)
 ¿Qué resultados te ha traído el negociar una oferta laboral? Cuenta tu experiencia en los comentarios o en un post con el hashtag
#LiEmpleo

✍ Marina Valero y Karla Isabel Calderón Martínez

Negocia así en un proceso de selección

🅿🅾🆁 🆀🆄🅴́ 🅴🅻 🅿🅴🅽🆂🅰🅼🅸🅴🅽🆃🅾 🅲🆁🅸́🆃🅸🅲🅾 🅴🆂 🅻🅰 🅷🅰🅱🅸🅻🅸🅳🅰🅳 🅼🅰́🆂 🆄🆁🅶🅴🅽🆃🅴 🅰🅽🆃🅴 🅻🅰 🅲🆁🅸🆂🅸🆂 🅶🅻🅾🅱🅰🅻.
🅾🅲🅲🅸🅳🅴🅽🆃🅴 🅵🆁🅴🅽🆃🅴 🅰🅻 🅴🆂🅿🅴🅹🅾: ¿🅴🆂🆃🅰🅼🅾🆂 🅿🆁🅴🆂🅴🅽🅲🅸🅰🅽🅳🅾 🅴🅻 🅵🅸🅽 🅳🅴🅻 🅳🅴🆁🅴🅲🅷🅾 🅸🅽🆃🅴🆁🅽🅰🅲🅸🅾🅽🅰🅻?

¿𝐐𝐮𝐞́ 𝐬𝐢𝐠𝐧𝐢𝐟𝐢𝐜𝐚 "𝐚𝐜𝐭𝐮𝐚𝐫 𝐜𝐨𝐧 𝐢𝐧𝐭𝐞𝐠𝐫𝐢𝐝𝐚𝐝" 𝐞𝐧 𝐮𝐧 𝐦𝐮𝐧𝐝𝐨 𝐪𝐮𝐞 𝐢𝐠𝐧𝐨𝐫𝐚 𝐬𝐮𝐬 𝐩𝐫𝐨𝐩𝐢𝐚𝐬 𝐫𝐞𝐠𝐥𝐚𝐬? 🌍⚖️
A veces la geopolítica parece algo lejano a nuestra búsqueda de empleo o nuestro crecimiento profesional, pero el artículo de Filippo Sardella sobre la crisis en la Corte de La Haya nos toca muy de cerca. ¿Por qué? Porque habla de la base de cualquier sociedad y organización: la justicia y la coherencia.
Sardella analiza cómo el enfrentamiento entre Washington y la Corte Penal Internacional pone en duda el orden que ha regido al mundo por 80 años. Para ti, como joven profesional, esto es clave por tres razones:
𝐋𝐢𝐝𝐞𝐫𝐚𝐳𝐠𝐨 𝐞́𝐭𝐢𝐜𝐨: observar cómo las potencias manejan la "ley selectiva" nos enseña el tipo de líderes que NO queremos ser en nuestras empresas.
𝐏𝐞𝐧𝐬𝐚𝐦𝐢𝐞𝐧𝐭𝐨 𝐜𝐫𝐢́𝐭𝐢𝐜𝐨: en tu carrera, te pedirán resultados, pero también te enfrentarás a dilemas morales. Este artículo es un entrenamiento mental para analizar realidades complejas.
𝐕𝐢𝐬𝐢𝐨́𝐧 𝐠𝐥𝐨𝐛𝐚𝐥: si el derecho internacional se fragmenta, el entorno para trabajar en sectores como tecnología, relaciones internacionales o consultoría también cambiará.
𝑵𝒐 𝒑𝒐𝒅𝒆𝒎𝒐𝒔 𝒄𝒐𝒏𝒔𝒕𝒓𝒖𝒊𝒓 𝒖𝒏𝒂 𝒄𝒂𝒓𝒓𝒆𝒓𝒂 𝒔𝒐́𝒍𝒊𝒅𝒂 𝒔𝒐𝒃𝒓𝒆 𝒄𝒊𝒎𝒊𝒆𝒏𝒕𝒐𝒔 𝒉𝒊𝒑𝒐́𝒄𝒓𝒊𝒕𝒂𝒔. 𝑬𝒍 "𝑺𝒐𝒇𝒕 𝑷𝒐𝒘𝒆𝒓" 𝒅𝒆𝒍 𝒇𝒖𝒕𝒖𝒓𝒐 𝒆𝒔𝒕𝒂𝒓𝒂́ 𝒆𝒏 𝒎𝒂𝒏𝒐𝒔 𝒅𝒆 𝒒𝒖𝒊𝒆𝒏𝒆𝒔 𝒅𝒆𝒇𝒊𝒆𝒏𝒅𝒂𝒏 𝒍𝒂 𝒄𝒐𝒉𝒆𝒓𝒆𝒏𝒄𝒊𝒂.
Te invito a leer esta pieza profunda para entender el tablero donde jugaremos los próximos años.

#Geopolitica
#DirittoInternazionale
#LeadershipEtica
#PensieroCritico
#CarrieraInternazionale

Open article: L'Occidente allo specchio: La guerra di Washington contro la Corte dell'Aja e la fine del Diritto Internazionale by Filippo Sardella • 9 min read

L'Occidente allo specchio: La guerra di Washington contro la Corte dell'Aja e la fine del Diritto Internazionale

¡Gané mi "Desarrollo de estrategias de búsqueda con Asistente educativo de búsqueda y Progreso de búsqueda" badge! Me llena de orgullo celebrar este logro y espero que esto te inspire para comenzar tu propio recorrido en @MicrosoftLearn.

Open article: Desarrollo de estrategias de búsqueda con Asistente educativo de búsqueda y Progreso de búsqueda by learn.microsoft.com

Desarrollo de estrategias de búsqueda con Asistente educativo de búsqueda y Progreso de búsqueda

🆁🅴🅲🅸🅴́🅽 🅶🆁🅰🅳🆄🅰🅳🅾🆂: 🅳🅴🅹🅰🆁 🅳🅴 "🅷🅰🅲🅴🆁 🆃🅾🅳🅾" 🅿🅰🆁🅰 🅴🅼🅿🅴🆉🅰🆁 🅰 "🅷🅰🅲🅴🆁 🅻🅾 🆂🅸🅼🅿🅻🅴" (🅴🆂🆃🆁🅰🆃🅴🅶🅸🅰 🅲🅻🅰🆅🅴).

📈 ¿🄴🅂🅃🄰́🅂 🄴🅂🅃🄰🄽🄲🄰🄳🄾 🄴🄽 🄻🄸🄽🄺🄴🄳🄸🄽? 🄽🄾 🄴🅂 🄿🄾🅁 🄵🄰🄻🅃🄰 🄳🄴 🄸🄳🄴🄰🅂, 🄴🅂 🄿🄾🅁 🄵🄰🄻🅃🄰 🄳🄴 🄼🄾🄼🄴🄽🅃🅄🄼

El inicio de año trae una mezcla de presión y motivación. Pero, para los recién graduados y jóvenes profesionales que buscan construir su marca personal, la consistencia es a menudo el mayor obstáculo.

Este newsletter de LinkedIn lo explica perfectamente: la clave no es hacer todo a la vez, sino crear sistemas y hábitos simples que duren más allá de enero.

𝐌𝐢𝐬 𝐜𝐨𝐧𝐬𝐞𝐣𝐨𝐬 𝐜𝐨𝐦𝐨 𝐜𝐨𝐚𝐜𝐡 𝐩𝐚𝐫𝐚 𝐜𝐨𝐧𝐬𝐭𝐫𝐮𝐢𝐫 𝐌𝐨𝐦𝐞𝐧𝐭𝐮𝐦:

𝐃𝐞 𝐥𝐚 𝐢𝐝𝐞𝐚 𝐚𝐥 𝐩𝐨𝐬𝐭 𝐞𝐧 𝟓 𝐦𝐢𝐧𝐮𝐭𝐨𝐬: no esperes el momento perfecto. Cuando te llegue una idea sobre una soft skill que aprendiste, un reto superado o un insight de la IA, anótalo directamente en formato de borrador.

𝐔𝐬𝐚 𝐟𝐨𝐫𝐦𝐚𝐭𝐨𝐬 𝐫𝐞𝐩𝐞𝐭𝐢𝐛𝐥𝐞𝐬: simplifica la decisión con series como: "Lección de Liderazgo de la Semana" o "Tips de Empleabilidad". Esto reduce la fatiga y mantiene tu energía.

𝐑𝐨𝐦𝐩𝐞 𝐥𝐚 "𝐠𝐫𝐚𝐧 𝐢𝐝𝐞𝐚": un proyecto o curso complejo puede ser la base de 3-4 posts. No lo publiques todo de golpe. La clave es la claridad y la entrega constante.

Cuando te centras en sistemas en lugar de la presión, la consistencia se vuelve natural. Esto es vital para pasar de ser un "profesional invisible" a un "profesional con narrativa".

Si quieres claridad estratégica para el 2026, desliza para leer el artículo completo.


#CreateMomentum
#MarcaPersonal
#Consistencia
#EstrategiaDeContenido
#JovenesProfesionales

Open article: Create Momentum That Lasts by LinkedIn Guide to Creating • 4 min read

🅳🅴 🅰🅲🆄🅼🆄🅻🅰🆁 🅰 🅾🆁🆀🆄🅴🆂🆃🅰🆁: 🅲🅾́🅼🅾 🅲🅾🅽🅴🅲🆃🅰🆁 🅸🅰 🆈 🅻🅸🅳🅴🆁🅰🆉🅶🅾 🅿🅰🆁🅰 🆂🅴🆁 🅸🆁🆁🅴🆂🅸🆂🆃🅸🅱🅻🅴 🅴🅽 2026.

¡🅂🅃🄾🄿! 🄰🄽🅃🄴🅂 🄳🄴 🄸🄽🅂🄲🅁🄸🄱🄸🅁🅃🄴 🄴🄽 🄾🅃🅁🄾 🄲🅄🅁🅂🄾 🄳🄴 🄸🄰 🄾 🄳🄴 🅂🄾🄵🅃 🅂🄺🄸🄻🄻🅂 🄿🄾🅁 🅂🄴🄿🄰🅁🄰🄳🄾, 🅃🄸🄴🄽🄴🅂 🅀🅄🄴 🄻🄴🄴🅁 🄴🄻 🄰🄽🄰́🄻🄸🅂🄸🅂 🄳🄴 🄸🅂🄼🄰🄴🄻 🄱🅁🄸🄰🅂🄲🄾.

Este artículo destapa la verdad incómoda de 2026: tus habilidades no sirven si no se hablan entre sí. El error silencioso en el desarrollo de carrera no es la falta de skills, sino la incapacidad de orquestarlas.

¿Por qué es una lectura OBLIGADA para recién graduados y jóvenes profesionales?
La metacognición es la soft skill principal: no se trata de "saber usar ChatGPT," sino de saber cuándo confiar, cuándo frenar y cuándo auditar la IA. El valor está en tu criterio.

𝐏𝐞𝐫𝐟𝐢𝐥𝐞𝐬 𝐡𝐢́𝐛𝐫𝐢𝐝𝐨𝐬 (𝐞𝐥 𝐟𝐢𝐧 𝐝𝐞𝐥 𝐞𝐬𝐩𝐞𝐜𝐢𝐚𝐥𝐢𝐬𝐭𝐚 𝐚𝐢𝐬𝐥𝐚𝐝𝐨): el mercado busca personas capaces de conectar tecnología, negocio y comunicación (los full-stack de la carrera).

𝐋𝐚 𝐜𝐥𝐚𝐫𝐢𝐝𝐚𝐝 𝐠𝐚𝐧𝐚: la escritura como infraestructura (pensar antes de escribir y construir claridad para otros) es ahora una ventaja operativa y una señal de liderazgo, especialmente en trabajo remoto.

Tu estrategia de desarrollo de carrera debe pasar de la acumulación a la integración. El liderazgo en 2026 es orquestación: 🆄🅽🅸🆁 🅿🅾🅳🅴🆁 (🅸🅰), 🅲🆁🅸🆃🅴🆁🅸🅾 (🅹🆄🅸🅲🅸🅾) 🆈 🅴🅽🅴🆁🅶🅸́🅰 (🅵🅾🅲🅾).

¡Desliza para leer el artículo completo y rediseñar tu enfoque estratégico!

#Empleabilidad2026
#LiderazgoEstrategico
#SoftSkills
#CriterioHumano
#RecienGraduados

View newsletter: Somos Humanos y Digitales

Open article: 2026: tus skills no sirven si no se hablan entre sí by Ismael Briasco • 5 min read

2026: tus skills no sirven si no se hablan entre sí

🚨 𝐀𝐋𝐄𝐑𝐓𝐀: 𝐭𝐮 𝐜𝐨𝐧𝐬𝐭𝐚𝐧𝐜𝐢𝐚 𝐍𝐎 𝐟𝐮𝐧𝐜𝐢𝐨𝐧𝐚 (𝐬𝐢 𝐥𝐚 𝐜𝐨𝐧𝐟𝐮𝐧𝐝𝐞𝐬 𝐜𝐨𝐧 "𝐢𝐧𝐭𝐞𝐧𝐬𝐢𝐝𝐚𝐝")

𝑺𝒊 𝒆𝒓𝒆𝒔 𝒓𝒆𝒄𝒊𝒆́𝒏 𝒈𝒓𝒂𝒅𝒖𝒂𝒅𝒐 𝒐 𝒋𝒐𝒗𝒆𝒏 𝒑𝒓𝒐𝒇𝒆𝒔𝒊𝒐𝒏𝒂𝒍 𝒚 𝒔𝒊𝒆𝒏𝒕𝒆𝒔 𝒒𝒖𝒆 𝒕𝒖 𝒄𝒂𝒓𝒓𝒆𝒓𝒂 𝒆𝒔 𝒖𝒏 "𝒔𝒑𝒓𝒊𝒏𝒕" 𝒂𝒈𝒐𝒕𝒂𝒅𝒐𝒓, 𝒕𝒊𝒆𝒏𝒆𝒔 𝒒𝒖𝒆 𝒍𝒆𝒆𝒓 𝒆𝒔𝒕𝒐.
Diego desmonta la idea de que la visibilidad y el éxito se logran con intensidad. ¿Te suena familiar empezar enero con mucha energía, solo para sentirte quemado a las pocas semanas?
El problema es confundir fuerza con constancia.
La clave está en aplicar la regla del mínimo sostenible. 
En lugar de intentar dominar 5 habilidades a la vez o enviar 50 currículums sin estrategia:
👉 Define una única acción que puedas mantener sin quemarte (ej. 1 mensaje de networking bien pensado a la semana, 1 hora de estudio de IA cada 3 días).
Recuerda: Gana quien sigue apareciendo cuando ya nadie aplaude. Ahí es donde se construye la confianza profesional.
Dejemos de buscar el "arranque bonito" y enfoquémonos en el ritmo sostenible que te llevará al éxito.
👉 ¡Desliza para leer el artículo completo! Nos leemos en los comentarios para saber cuál es tu "mínimo sostenible".



#ConstanciaSostenible
#DesarrolloProfesional
#RecienGraduados
#SoftSkills
#EstrategiaDeCarrera

View newsletter: InVisible_ Cómo dejar de serlo

Open article: La constancia que sí funciona by Diego Rodríguez Pozo • 2 min read

𝐋𝐚 𝐈𝐀 𝐍𝐨 𝐭𝐞 𝐇𝐚𝐫𝐚́ 𝐂𝐫𝐞𝐚𝐭𝐢𝐯𝐨: 𝐄𝐥 𝐔𝐧𝐢𝐜𝐨 𝐅𝐚𝐜𝐭𝐨𝐫 𝐪𝐮𝐞 𝐃𝐞𝐜𝐢𝐝𝐞 𝐭𝐮 𝐈𝐦𝐩𝐚𝐜𝐭𝐨 𝐏𝐫𝐨𝐟𝐞𝐬𝐢𝐨𝐧𝐚𝐥

 🅻🅰 🅼🅴🆃🅰🅲🅾🅶🅽🅸🅲🅸🅾́🅽 🅴🆂 🅻🅰 🅷🅰🅱🅸🅻🅸🅳🅰🅳 🆀🆄🅴 🆃🅴 🅷🅰🆁🅰́ 🅳🅴🆂🅿🅴🅶🅰🆁. (🅽🅾, 🅽🅾 🅴🆂 🅴🅻 🅿🆁🅾🅼🅿🆃🅸🅽🅶).

Este artículo, basado en una investigación de HBR, confirma algo que veo constantemente en el desarrollo de una carrera en RRII: la IA solo potencia a quienes ya tienen el hábito mental de pensar bien.
El dato es frío: solo el 26% de los usuarios de IA reportan mejora en la creatividad. ¿La diferencia? La Metacognición.
Si usas la IA como "máquina expendedora de respuestas", estás consumiendo texto, no creando. Te estás anestesiando.
Si usas la IA como partner, obligándote a iterar y refinar, te conviertes en un profesional de alto impacto.
Para mis recién graduados, esta es la soft skill fundamental. El valor de tu trabajo ya no está en la ejecución, sino en tu criterio intelectual.
𝑴𝒊 𝒓𝒆𝒄𝒐𝒎𝒆𝒏𝒅𝒂𝒄𝒊𝒐́𝒏: 𝑫𝒆𝒋𝒂 𝒅𝒆 𝒃𝒖𝒔𝒄𝒂𝒓 𝒆𝒍 𝒑𝒓𝒐𝒎𝒑𝒕 𝒎𝒂́𝒈𝒊𝒄𝒐 𝒚 𝒆𝒎𝒑𝒊𝒆𝒛𝒂 𝒂 𝒆𝒏𝒕𝒓𝒆𝒏𝒂𝒓 𝒕𝒖 𝒅𝒊𝒔𝒄𝒊𝒑𝒍𝒊𝒏𝒂 𝒎𝒊́𝒏𝒊𝒎𝒂 𝒅𝒆 𝒑𝒆𝒏𝒔𝒂𝒎𝒊𝒆𝒏𝒕𝒐.
👉 ¡Desliza para leer el post completo! El futuro del trabajo es más difícil, no más fácil, y requiere un esfuerzo mental constante.

View newsletter: Tecnología & Mentes Inquietas

Open article: Metacognición y creatividad: por qué la IA solo potencia a quienes saben pensar by David Hurtado Torán • 6 min read

Metacognición y creatividad: por qué la IA solo potencia a quienes saben pensar

View newsletter: Opportunities for Youths

Open article: 🌍 Free UN Online Course | Indigenous Peoples’ Rights & UNDRIP 📚 by Opportunities for Youth • 1 min read

🌍 Free UN Online Course | Indigenous Peoples’ Rights & UNDRIP 📚

𝐌𝐚𝐩𝐚 𝐝𝐞 𝐑𝐮𝐭𝐚 𝟐𝟎𝟑𝟎: 𝟓 𝐑𝐨𝐥𝐞𝐬 𝐅𝐢𝐧𝐚𝐧𝐜𝐢𝐞𝐫𝐨𝐬 𝐞𝐧 𝐎𝐢𝐥 & 𝐆𝐚𝐬 𝐪𝐮𝐞 𝐄𝐱𝐢𝐠𝐞𝐧 𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 (𝐲 𝐧𝐨 𝐬𝐞 𝐧𝐞𝐠𝐨𝐜𝐢𝐚𝐧)

Este artículo de Eduardo nos da un blueprint de la demanda de talento financiero y administrativo en la reactivación petrolera (2026-2030).
El sector no busca perfiles de mantenimiento, sino 🄶🄴🅂🅃🄾🅁🄴🅂 🄳🄴 🅁🄴🄲🅄🄿🄴🅁🄰🄲🄸🄾́🄽 🅈 🅁🄸🄴🅂🄶🄾🅂.
Los 3 insights que todo joven profesional debe internalizar:
𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐞𝐬 𝐥𝐚 𝐡𝐚𝐛𝐢𝐥𝐢𝐝𝐚𝐝 𝐝𝐞 𝐨𝐫𝐨: dominar el Compliance y las normativas internacionales (como OFAC) ya no es un plus, es una competencia obligatoria para atraer inversión extranjera y socios no tradicionales.
𝐄𝐧𝐟𝐨𝐪𝐮𝐞 𝐝𝐞 𝐑𝐎𝐈 𝐞𝐱𝐭𝐫𝐞𝐦𝐨: dada la escasez de recursos, se requiere demostrar "máxima eficiencia" en la priorización de gastos que generen flujo de caja inmediato. Esto es pensamiento estratégico puro.

𝐃𝐨𝐛𝐥𝐞 𝐝𝐨𝐦𝐢𝐧𝐢𝐨: hay que dominar la contabilidad multidivisa (NIIF) y el Marco Legal Tributario local.

Si quieres ingresar a un sector de alta especialización, tu plan de carrera debe enfocarse en estas 5 áreas. Esto no es solo Petróleo y Energía; es la maestría en gestión de crisis y alto riesgo, habilidades transferibles a cualquier gran corporación.
 (Está de más decir que dominar el inglés es impoterativo)

#Empleabilidad
#OilAndGas
#Finanzas
#Compliance
#RecienGraduados

Open article: Roles y Competencias (skills) Financieras en 
Energía, Oil & Gas (2026-2030) by Eduardo Emilio Ebrat Estrada • 1 min read

Roles y Competencias (skills) Financieras en 
Energía, Oil & Gas (2026-2030)

𝐀𝐧𝐚𝐥𝐢𝐬𝐢 𝐄𝐩𝐢𝐬𝐭𝐞𝐦𝐨𝐥𝐨𝐠𝐢𝐜𝐚 𝐞 𝐌𝐞𝐭𝐨𝐝𝐨𝐥𝐨𝐠𝐢𝐜𝐚 𝐝𝐞𝐥𝐥𝐚 '𝐃𝐨𝐭𝐭𝐫𝐢𝐧𝐚 𝐓𝐑𝐔𝐌𝐏'
la mia riflessione sul quanto pubblicato da ISPI
La politica estera statunitense rappresenta un'accelerazione verso la coercizione e il controllo unilaterale delle sfere d'influenza, portando a un'erosione diretta dell'ordine internazionale basato su regole e generando frizioni tra le grandi potenze. 

Il testo assume un'ontologia statocentrica e materialista. L'analisi si concentra sulle azioni degli Stati unitari (in quest'articolo:gli Stati Uniti, la Russia, l'Italia, la Spagna), sui blocchi di Stati (UE, Mercosur) e su soggetti con potere  (Trump, Sánchez). Anche i fenomeni di protesta interna (Iran e Stati Uniti) sono filtrati attraverso la lente della reazione e della politica statale. 
La struttura è percepita come anarchica, sebbene temperata da istituzioni la cui fragilità è fondamentale per studiare la realtà (come la "frattura profonda" dell'UE). Così il potere materiale (blocco navale, petrolio, azione militare) definisce i rapporti e la cui stabilità dipende dal rispetto di regole "condivise". L'approccio metodologico è implicitamente Ipotetico-Deduttivo poiché l'analisi collega una singola variabile indipendente (la politica coercitiva di Trump) a una serie di risultati osservabili (attriti diretti, crollo degli ingressi illegali, opposizione europea), cercando di stabilire relazioni causali chiare.
Dal testo risulta che la realtà è  il risultato di una razionalità strumentale (un richiamo a Machiavelli). L'analisi è focalizzata sulla descrizione dell'efficacia delle azioni intraprese (e.g., il sequestro delle petroliere per rafforzare la posizione di Washington) e sulla misurazione delle conseguenze (e.g., "gli arresti dell’ICE sono triplicati"). Non vi è alcun interrogativo esplicito sui valori o sulla legittimità etica dei fini della politica di coercizione.  
L'autore non mette in discussione l'esistenza o la distribuzione fondamentale del potere nel sistema internazionale, ma si allarma per l'"erosione dell’ordine internazionale basato su regole condivise". Il problema da risolvere, o da spiegare, è la deviazione dalla norma istituzionalizzata, non la norma stessa. 
La principale coerenza risiede nell'adesione alla tradizione positivista nel trattare gli eventi come fatti oggettivi e misurabili (cattura, sequestro, accordo commerciale). La sua principale limitazione è non analizzare come la definizione di "terrorismo interno" data dalla Casa Bianca (sezione "USA: violenza di Stato?") sia un atto performativo che ridefinisce la realtà politica interna ed erode la fiducia nel concetto di cittadinanza, un aspetto chiave per un'ontologia intersoggettiva. 
Domanda: bisogna cercare la genesi e la diffusione del significato intersoggettivo di "minaccia ibrida" che diventa giustificazione per la violazione della sovranità, o accettare la minaccia come un dato di fatto oggettivo?

View newsletter: La settimana in 5 grafici 

Open article: Blitz di Trump in Venezuela, proteste in Iran, accordo UE-Mercosur: la settimana in 5 grafici by ISPI - Istituto per gli Studi di Politica Internazionale • 4 min read

ISPI - Istituto per gli Studi di Politica Internazionale

Blitz di Trump in Venezuela, proteste in Iran, accordo UE-Mercosur: la settimana in 5 grafici

¡Gané mi "Uso de la inteligencia artificial para tareas diarias" badge! Me llena de orgullo celebrar este logro y espero que esto te inspire para comenzar tu propio recorrido en @MicrosoftLearn.

𝐇𝐚𝐛𝐢𝐥𝐢𝐝𝐚𝐝𝐞𝐬 𝐋𝐀𝐓𝐀𝐌: 𝐄𝐥 𝐒𝐞𝐜𝐫𝐞𝐭𝐨 𝐩𝐚𝐫𝐚 𝐃𝐞𝐣𝐚𝐫 𝐝𝐞 𝐒𝐞𝐫 𝐈𝐠𝐧𝐨𝐫𝐚𝐝𝐨 𝐩𝐨𝐫 𝐄𝐦𝐩𝐫𝐞𝐬𝐚𝐬 𝐝𝐞 𝐄𝐄. 𝐔𝐔. (𝐍𝐨 𝐞𝐬 𝐭𝐮 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐢𝐚).

🚀 ¿𝑬𝒓𝒆𝒔 𝒕𝒂𝒍𝒆𝒏𝒕𝒐 𝑳𝑨𝑻𝑨𝑴 𝒚 𝒍𝒂𝒔 𝒆𝒎𝒑𝒓𝒆𝒔𝒂𝒔 𝒅𝒆 𝑬𝑬. 𝑼𝑼. 𝒕𝒆 𝒆𝒔𝒕𝒂́𝒏 𝒊𝒈𝒏𝒐𝒓𝒂𝒏𝒅𝒐? 𝑬𝒍 𝒑𝒓𝒐𝒃𝒍𝒆𝒎𝒂 𝑵𝑶 𝒆𝒔 𝒕𝒖 𝒕𝒊́𝒕𝒖𝒍𝒐.
He estado siguiendo de cerca la frustración de muchos recién graduados y jóvenes profesionales que aplican a roles remotos con grandes habilidades técnicas, pero no consiguen avanzar. Este artículo de Hired Remoteli revela exactamente por qué está sucediendo.
La verdad es incómoda: las habilidades técnicas ya no te destacan, solo te permiten competir.  El mercado ha cambiado. Hoy, las empresas buscan el factor confianza y autonomía, y este reside en tus habilidades blandas.

𝐀𝐪𝐮𝐢́ 𝐞𝐬𝐭𝐚́ 𝐥𝐚 𝐟𝐨́𝐫𝐦𝐮𝐥𝐚 𝐝𝐞𝐥 𝐞́𝐱𝐢𝐭𝐨 𝐫𝐞𝐦𝐨𝐭𝐨, 𝐞𝐱𝐩𝐥𝐢𝐜𝐚𝐝𝐚 𝐞𝐧 𝐞𝐥 𝐚𝐫𝐭𝐢́𝐜𝐮𝐥𝐨:

👉 𝑯𝒂𝒃𝒊𝒍𝒊𝒅𝒂𝒅𝒆𝒔 𝒕𝒆́𝒄𝒏𝒊𝒄𝒂𝒔: 𝒕𝒖 𝒑𝒖𝒏𝒕𝒐 𝒅𝒆 𝒑𝒂𝒓𝒕𝒊𝒅𝒂. (𝑺𝒖𝒇𝒊𝒄𝒊𝒆𝒏𝒕𝒆 𝒑𝒂𝒓𝒂 𝒄𝒐𝒎𝒑𝒆𝒕𝒊𝒓). 
👉 𝑯𝒂𝒃𝒊𝒍𝒊𝒅𝒂𝒅𝒆𝒔 𝒃𝒍𝒂𝒏𝒅𝒂𝒔: 𝒆𝒍 𝒇𝒂𝒄𝒕𝒐𝒓 𝒅𝒆 𝒅𝒆𝒄𝒊𝒔𝒊𝒐́𝒏 (𝒄𝒐𝒎𝒖𝒏𝒊𝒄𝒂𝒄𝒊𝒐́𝒏 𝒆𝒔𝒄𝒓𝒊𝒕𝒂, 𝒂𝒅𝒂𝒑𝒕𝒂𝒃𝒊𝒍𝒊𝒅𝒂𝒅, 𝒐𝒘𝒏𝒆𝒓𝒔𝒉𝒊𝒑). 
👉 𝑪𝒐𝒎𝒑𝒆𝒕𝒆𝒏𝒄𝒊𝒂𝒔 𝒑𝒓𝒐𝒇𝒆𝒔𝒊𝒐𝒏𝒂𝒍𝒆𝒔: 𝒍𝒐 𝒒𝒖𝒆 𝒕𝒆 𝒉𝒂𝒄𝒆 𝒄𝒐𝒏𝒇𝒊𝒂𝒃𝒍𝒆 (𝒑𝒆𝒏𝒔𝒂𝒎𝒊𝒆𝒏𝒕𝒐 𝒄𝒓𝒊́𝒕𝒊𝒄𝒐, 𝒂𝒖𝒕𝒐𝒏𝒐𝒎𝒊́𝒂 𝒐𝒑𝒆𝒓𝒂𝒕𝒊𝒗𝒂). 

Si estás en tus primeros años de carrera, tu enfoque debe ser dejar de hablar de funciones y empezar a comunicar resultados.  Prepara tu mentalidad para ser un profesional global. El talento contratado sabe traducir su valor al lenguaje de las empresas internacionales. 



#Empleabilidad
#SoftSkills
#RecienGraduados
#DesarrolloProfesional
#TrabajoRemoto

View newsletter: The Virtual Career Guide

Open article: Las habilidades profesionales que hoy separan al talento LATAM que es contratado del que es ignorado  by Hired Remoteli • 5 min read

Las habilidades profesionales que hoy separan al talento LATAM que es contratado del que es ignorado

📝 𝐀𝐧𝐚𝐥𝐢𝐬𝐢 𝐄𝐩𝐢𝐬𝐭𝐞𝐦𝐨𝐥𝐨𝐠𝐢𝐜𝐚 𝐝𝐞𝐥 𝐃𝐨𝐜𝐮𝐦𝐞𝐧𝐭𝐨: "𝐋𝐚 𝐟𝐢𝐧𝐞 𝐝𝐞𝐥𝐥'𝐢𝐩𝐨𝐜𝐫𝐢𝐬𝐢𝐚: 𝐝𝐚𝐥𝐥’𝐢𝐦𝐩𝐞𝐫𝐢𝐚𝐥𝐢𝐬𝐦𝐨 𝐞𝐭𝐢𝐜𝐨 𝐚𝐥𝐥𝐚 𝐧𝐮𝐝𝐚 𝐑𝐞𝐚𝐥𝐩𝐨𝐥𝐢𝐭𝐢𝐤"

L'attuale politica estera statunitense è guidata da una spietata coerenza fondata sulla Realpolitik e sull'interesse materiale, con l'obiettivo strategico fondamentale di negare risorse e contenere l'unica vera sfida egemonica: la Cina.
La conclusione dell'autore, sebbene sia puramente Realista Classica (per l'enfasi sul potere), sembra mascherare una necessità ideologica che rende la sua analisi metodologicamente criticabile.
Il testo assume un'ontologia materialista concentrando la sua analisi esclusivamente sulle "operazioni di polizia imperiale" e sulle azioni degli Stati Uniti come unità monolitica che persegue la "sopravvivenza dell'impero americano". Non viene dato spazio agli attori non statali se non come pedine.
La struttura è vista come gerarchica (dominio imperiale) e materiale, determinata dai "rapporti di forza, tonnellate di minerali, barili di petrolio e geografia". L'autore cerca di spiegare il comportamento degli attori in funzione di questa struttura di competizione per risorse.
L'approccio metodologico è un'analisi critica/qualitativa (vicino al Verstehen post-positivista) ma con un velo di denuncia. Si basa sull'interpretazione di eventi storici (bombardamento di Belgrado, Ucraina) per rivelare un'unica logica sottostante (la competizione USA-Cina) e privilegia lo smascheramento dei significati retorici per raggiungere i fatti nudi e crudi.
Il suo obiettivo è esporre l'efficacia (o l'inefficacia e l'ipocrisia) delle strategie degli Stati Uniti per il mantenimento del loro fine implicito: la difesa del primato. L'analisi si concentra sulla logica mezzo-fine ("Rovesciare Maduro... non serve a 'portare la democrazia', ma a chiudere il rubinetto che alimenta l'espansione industriale cinese").
Sostenere che concetti come "valori", "diritti umani" e "moralità" siano solo "strumenti retorici, armi da usare quando conviene" nega il valore ontologico di tali concetti, anche se questi possono essere strumentalizzati. Il suo obiettivo non è risolvere un problema (come gestire l'Ucraina), ma denunciare la "logica sottostante" che governa il sistema, rivelandone l'ipocrisia e la radice materiale. L'autore mostra che l'ordine internazionale è un prodotto contingente e brutale della volontà di potenza, non un sistema necessario.
Sostenendo che i valori sono solo retorica, l'autore declassa le norme e i discorsi negando che possano in realtà costruire, limitare o ampliare materialmente le opzioni di azione degli Stati, cadendo così in un determinismo ontologico: "Siatene consapevoli, e smettete di cercare i buoni e i cattivi in un gioco dove esistono solo interessi".
In questa visione non c'è futuro.
Non nego il valore delle osservazioni dell'autore, ma mi preoccupa la visione pessimistica sul futuro.
I valori sono solo strumenti?

Open article: La fine dell'ipocrisia: dall’imperialismo etico alla nuda Realpolitik. Cosa sta succedendo davvero (e perché la Cina è l'unico vero obiettivo) by Filippo Sardella • 6 min read

La fine dell'ipocrisia: dall’imperialismo etico alla nuda Realpolitik. Cosa sta succedendo davvero (e perché la Cina è l'unico vero obiettivo)

¿🅼🅴🅽🆂🅰🅹🅴🆂 🅳🅴 🅻🅸🅽🅺🅴🅳🅸🅽 🆂🅸🅽 🆁🅴🆂🅿🆄🅴🆂🆃🅰🆂? 3 🅴🆂🆃🆁🅰🆃🅴🅶🅸🅰🆂 🅷🆄🅼🅰🅽🅰🆂 🅿🅰🆁🅰 🅻🅾🅶🆁🅰🆁 🅻🅰 🅲🅾🅽🆅🅴🆁🆂🅰🅲🅸🅾́🅽.

🚀 𝐃𝐞 𝐃𝐞𝐬𝐜𝐨𝐧𝐨𝐜𝐢𝐝𝐨 𝐚 𝐂𝐨𝐧𝐞𝐱𝐢𝐨́𝐧 𝐆𝐞𝐧𝐮𝐢𝐧𝐚: 𝐋𝐚 𝐂𝐥𝐚𝐯𝐞 𝐩𝐚𝐫𝐚 𝐞𝐥 𝐍𝐞𝐭𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐄𝐟𝐞𝐜𝐭𝐢𝐯𝐨

Jóvenes profesionales y recién graduados, si sienten que sus mensajes de LinkedIn se pierden o son ignorados, este artículo es una lectura obligada. Scott Jones expone una verdad crucial que aplica directamente a su estrategia de empleabilidad: LinkedIn es una plataforma de CONVERSACIÓN, no de publicidad.
Hemos hablado de la importancia de las soft skills, y aquí está la más relevante: 🅻🅰 🅲🅾🅼🆄🅽🅸🅲🅰🅲🅸🅾́🅽 🅷🆄🅼🅰🅽🅰 🆈 🅴🆂🆃🆁🅰🆃🅴́🅶🅸🅲🅰.
Puntos clave que deben aplicar hoy mismo:
𝐒𝐭𝐨𝐩 𝐚𝐥 𝐏𝐢𝐭𝐜𝐡 𝐢𝐧𝐦𝐞𝐝𝐢𝐚𝐭𝐨: su primer mensaje NUNCA debe ser una solicitud de trabajo. Debe ser un reconocimiento genuino del trabajo de la otra persona o un insight que aporten a su contenido.
𝐀𝐩𝐨𝐫𝐭𝐞 𝐯𝐚𝐥𝐨𝐫 𝐩𝐫𝐢𝐦𝐞𝐫𝐨: el "valor" no es un PDF; es una perspectiva o un interés sincero que demuestra que han investigado y les importa el trabajo del otro.
𝐂𝐚𝐥𝐢𝐞𝐧𝐭𝐞𝐧 𝐞𝐥 𝐭𝐞𝐫𝐫𝐞𝐧𝐨: Interactúen primero con sus publicaciones. Dejen de ser desconocidos para convertirse en una presencia positiva y familiar.
El objetivo no es "cerrar" una entrevista, sino mantener la conversación. Al eliminar la presión de la agenda, abren la puerta a la relación.
Deslicen para leer el artículo completo. Les cambiará la forma en que abordan el networking profesional.

#EmpleabilidadEstrategica
#SoftSkills
#NetworkingEfectivo
#DesarrolloProfesional
#RecienGraduados

Open article: How to Write LinkedIn Messages That Get Replies (Without Sounding Salesy) by Scott Jones • 7 min read

How to Write LinkedIn Messages That Get Replies (Without Sounding Salesy)

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Tim Hagen

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Tim Hagen's LinkedIn Performance

Performance ScoreFederico Valletta's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreTim Hagen's LinkedIn Performance