“Scenes from the past overlapping the present …”

We need to know our past to understand our attitudes and feelings. Behavior does not arise from nowhere; it is built up over time. You are the same, regardless of the functions of your position. This is a trap that must be avoided, whereby the present is dealt with, be it in one’s personal or professional life, without taking into account one’s story, one’s roots.

Freud bequeathed a very important quote: “the healthy man is the one who is able to love and to work”.

During the individual coaching process, work is treated as something other than just a job where the objective is to satisfy the demands of your boss or the company. Instead, work is seen as a way of finding your place in the world, your purpose in life on this planet, the possibility of exercising your talent. After all, everyone has one. In this context, jobs and competencies are in the employ of a greater goal. We have to conciliate practical issues with those related to a purpose in life.

Optimizing productive energy at the workplace
The constant movement of looking at oneself and others allows a more precise identification of one’s strengths and weaknesses, qualities and difficulties, expanding self-knowledge

Making contact with the diversity of the group and understanding certain behavioral mechanisms leads to a more discerning, comprehensive perception.

This thought process enables the things that cause us discomfort and inhibit us in our relationships with others, to – once identified – be given different significance. These new meanings have a healthier root and are, therefore, more productive. As a result, one’s interpersonal communication and relationships are notably more effective, as is the channeling of this energy such that it generates the potential for change and personal and professional achievement.



“Our coaching journey was not a process, it was a connection… It connected me back to myself, to my true intentions and infinite possibilities…

[…] From the journey as a whole, I want to emphasize the inestimable importance of the group work. Beforehand, I wasn’t as sensitive to others, their reactions, their different personalities. In addition, openly understanding that we all have something to offer makes us more human and incredibly more empathetic to ourselves. I got to know some amazing people and could see how we’re responsible for the limitations we perceive.

The thing I learned best over this journey was to understand myself, my patterns of thought and behavior. To value who I am and where I have come from. To learn from my mistakes and keep moving forward with confidence and enthusiasm.


“Over the years I spent doing group coaching, I gained some important insights about how I communicate with and relate to others. It was surprising to realize how what I say can be understood in completely different ways from what I intended. Until then, I hadn’t even considered that eventuality. One can imagine how many crazy conversations took place.

[...] What is said is interpreted according to listeners’ backgrounds and their respective blind spots. Another important thing I learned was to pay attention whenever a comment would affect me. When that would happen and before reacting by answering or giving an opinion, I would stop and ask myself if the understanding and emotions belonged to me or the speaker and, if I wasn’t sure, I would make sure.

[...] I loved finding out about the power of just asking. The saying “it doesn’t hurt to ask” made all the sense in the world. The next step was to learn to ask and, even more importantly, to accept when a reply wasn’t forthcoming. That is their right.”

Optimizing productive energy at work

When I meet teams, the characteristics that most call my attention are distant, individualistic and competitive relationships. The only time they come together is when criticizing their company and/or boss, or to share their demotivation and mental exhaustion.


Within this context, the process I believe to be most effective is group coaching as it intersperses group meetings with individual sessions allowing for a focus on the relationship between the pairs in a work team as well as on the relationship between the team and their manager.


This is a process of reflection and practical action using an analysis of everyday living and of relationships at work. Everyone interprets the world from their unique viewpoint and, in this sense, aspects such as interpersonal relationships and communication often become troubled. When an individual comes into contact with the diversity of a group, understanding certain behavioral mechanisms leads to a different way of seeing others; one that is more careful and comprehensive. Self-perception becomes more critical and refined, noticeably expanding self-knowledge, leading to an interest in and sense of responsibility for one’s self-development.

Individuals undergoing this process are encouraged to understand the company’s dynamics and mechanisms, as well as think about their relationship with others (bosses, colleagues, subordinates and the company as an entity). This allows for more effective communication, healthier interactions and increased productivity.

In addition, interpersonal bonds and the ability to manage others are strengthened, as is the ability to improve decision making, change adaptation and teamwork. Thus, in the case of managers, it can help in the reassessment of their relationship with their teams. Expanding their comprehension of corporate dynamics and professional roles benefits the performance of individuals, especially in situations of change or conflicts in the organization.

Faced with this context, rather than spending energy on indecision or conflict, it becomes available for the construction of more productive behavior and actions. This gained awareness results in the option to choose the direction taken and, thus, the opportunity to be more fulfilled, self-motivated, productive and competent.