More
CALL to Discovery
To Know
-
Strategy in Motion
The Human Skills Backbone
CALL to Discovery
—
Sep 2025
.jpg)
The new Human Skills Backbone, developed under 2024's SAR Bet “People and Leadership Development”, has been designed to support the act of leading at Celfocus. It will be a beacon that guides individuals in continuous learning and development, enabling them to act as supportive team players and conscious leaders.
Traditionally known as “soft”, these skills are anything but soft. They are, in fact, the foundations on which we build effective collaboration, innovation, and growth. The space where conscious leadership thrives by being more self-aware of biases, behaviours and impacts. Skills that foster deliberate and intentional choices that are aligned with Celfocus’ business strategy and people’s growth.
This new framework is truly ours. It is the result of the valuable input each Celfie has provided over the last 2 years through more formal or informal feedback moments, such as surveys, assessments, interviews or focus groups.
The designing of new practices and routines that sustain the continuous application and development of these skills into our projects and teams (our dojo) was a must, since projects and teams remain the most powerful arenas for growth – both individual and collective.
There were some interesting insights into deeper analysis and sense-making related to a perception that people in general do not seek managerial responsibilities, something that has been addressed in articles and publications as conscious unbossing and anti-hustle ethos. This is true especially in contexts that may compromise personal values, where the option lies instead in specialist roles. And so, the motto for the 2025/26 bet (Proximity Leadership) is to uncover the true reasons why a Delivery Management career at Celfocus may feel less appealing and transform it into a journey people are eager to embrace, as it is a vital core role for the organisation.
We are integrating the Human Skills Backbone into our development routines by preparing and engaging our people, teams and leaders for a new 360º assessment, to better give and receive candid, constructive, and actionable feedback.
The groundwork has been laid, and we now have a real opportunity ahead of us:
Let’s build it together!
This article is brought to you by Sónia Vasconcelos, Head of People.
Do you want to know more and participate? Reach out to strategicagileroutines@celfocus.com.
The new Human Skills Backbone, developed under 2024's SAR Bet “People and Leadership Development”, has been designed to support the act of leading at Celfocus. It will be a beacon that guides individuals in continuous learning and development, enabling them to act as supportive team players and conscious leaders.
Traditionally known as “soft”, these skills are anything but soft. They are, in fact, the foundations on which we build effective collaboration, innovation, and growth. The space where conscious leadership thrives by being more self-aware of biases, behaviours and impacts. Skills that foster deliberate and intentional choices that are aligned with Celfocus’ business strategy and people’s growth.
This new framework is truly ours. It is the result of the valuable input each Celfie has provided over the last 2 years through more formal or informal feedback moments, such as surveys, assessments, interviews or focus groups.
The designing of new practices and routines that sustain the continuous application and development of these skills into our projects and teams (our dojo) was a must, since projects and teams remain the most powerful arenas for growth – both individual and collective.
There were some interesting insights into deeper analysis and sense-making related to a perception that people in general do not seek managerial responsibilities, something that has been addressed in articles and publications as conscious unbossing and anti-hustle ethos. This is true especially in contexts that may compromise personal values, where the option lies instead in specialist roles. And so, the motto for the 2025/26 bet (Proximity Leadership) is to uncover the true reasons why a Delivery Management career at Celfocus may feel less appealing and transform it into a journey people are eager to embrace, as it is a vital core role for the organisation.
We are integrating the Human Skills Backbone into our development routines by preparing and engaging our people, teams and leaders for a new 360º assessment, to better give and receive candid, constructive, and actionable feedback.
The groundwork has been laid, and we now have a real opportunity ahead of us:
Let’s build it together!
This article is brought to you by Sónia Vasconcelos, Head of People.
Do you want to know more and participate? Reach out to strategicagileroutines@celfocus.com.
The new Human Skills Backbone, developed under 2024's SAR Bet “People and Leadership Development”, has been designed to support the act of leading at Celfocus. It will be a beacon that guides individuals in continuous learning and development, enabling them to act as supportive team players and conscious leaders.
Traditionally known as “soft”, these skills are anything but soft. They are, in fact, the foundations on which we build effective collaboration, innovation, and growth. The space where conscious leadership thrives by being more self-aware of biases, behaviours and impacts. Skills that foster deliberate and intentional choices that are aligned with Celfocus’ business strategy and people’s growth.
This new framework is truly ours. It is the result of the valuable input each Celfie has provided over the last 2 years through more formal or informal feedback moments, such as surveys, assessments, interviews or focus groups.
The designing of new practices and routines that sustain the continuous application and development of these skills into our projects and teams (our dojo) was a must, since projects and teams remain the most powerful arenas for growth – both individual and collective.
There were some interesting insights into deeper analysis and sense-making related to a perception that people in general do not seek managerial responsibilities, something that has been addressed in articles and publications as conscious unbossing and anti-hustle ethos. This is true especially in contexts that may compromise personal values, where the option lies instead in specialist roles. And so, the motto for the 2025/26 bet (Proximity Leadership) is to uncover the true reasons why a Delivery Management career at Celfocus may feel less appealing and transform it into a journey people are eager to embrace, as it is a vital core role for the organisation.
We are integrating the Human Skills Backbone into our development routines by preparing and engaging our people, teams and leaders for a new 360º assessment, to better give and receive candid, constructive, and actionable feedback.
The groundwork has been laid, and we now have a real opportunity ahead of us:
Let’s build it together!
This article is brought to you by Sónia Vasconcelos, Head of People.
Do you want to know more and participate? Reach out to strategicagileroutines@celfocus.com.
.png)
