Open the future

The future is characterized by a new landscape in which organizations need new strategic maps in order to be competitive. Therefore, we need to renew our beliefs, mental models, and skills to create future alternatives amid the current instability. Training for instability involves developing personal skills and designing corporate resources that will allow the organization to address unpredictable dynamics. The exploration of opportunities and the design of alternatives in an unknown world are essential for competitive development. Being efficient in a known world does not guarantee permanence or future competitiveness. So the challenge is how to manage uncertainty about the future in order to be effective in the instability of the present?

Development areas


Our framework integrates concepts of complexity science applied to human process management and cognitive neuroscience models for the management of emotions. Our objective is to develop a methodology for change management and project development in unstable systems.


Our technical development over ten years of work has resulted in more than 16 tools. We have designed methods for the analysis of unstable contexts and the evaluation of competitive processes, as well as applications to management projects in contexts under transformation.


We have designed an innovative pedagogy to train people in our methodology and application of tools. In the program, the tools are applied to specific cases in order to develop personal skills in management systems that are in a process of change.

Why deal with emotions?

Emotions define the conditions of adaptation to the context. Emotional adaptation affects the decisions of people in their environment. Our work is focused on helping individuals to address changing contexts. Transform context instability within a framework of possibilities. Generate innovative human development responses to new competitive conditions.

How to apply emotional competitiveness?

We develop the EC in two dimensions. The OPENING DIMENSION that allows managing the internal transformation of organizations. The GROWTH DIMENSION which allows developing a sustainable participation in the context. These dimensions are materialized in five formulas which are a framework for designing and implementing different processes in organizations.