Daniel Corsen

Reshapers

Specialist in Reshaping Businesses
Culture Change Advisor
Human Capital Develpment Consultant
Communication and Branding Expert

Chief Reshaper

Barrett Values Centre

As a CTT Certified Consultant, I use the tools and resources from Barrett Values Centre® to support my clients in their personal, leadership and cultural transformation. The tools define an actionable road map that becomes an integral part of a leader's personal development plan and business strategy.

The tools have been used to measure the values of over 6,000 organisations and 3,000 leaders in 90 countries. They help foster the transformation of corporations, NGOs, government and municipal agencies, communities, schools, and nations. The CTT values assessment instruments are available in over 50 languages.

I believe that organisations, teams, schools, nations, and communities function better when leaders are focused on building values-driven cultures that benefit people and society. I believe that when you measure your culture, you can manage it.

CTT Certified Consultant

University of Curaçao Dr. Moises da Costa Gomez (UoC)

Lecturer of Financial Management, Corporate Finance, Strategic Analysis and HR

Lecturer

KORPODEKO

Interim HR Manager

Aqualectra Utility - Curacao Water and Power

Interim Manager HR & General Affairs

Desaroyo di Hubentut

Chairman National Platform on Youth Development

The Galan Group

Consultant

Vereniging van waterbedriven in Nederland (Vewin)

European Affairs

Commissie Uitvoering Sportprojecten - Ministry of Educatiton, Sports and Culture N.A.

Project Manager

Chief Reshaper @ Reshapers | Facilitator | Culture Change Advisor | People Development

Empowering individuals, teams, and businesses to reach their full potential. 

As the Founder of Reshapers, I am a coach and facilitator dedicated to helping people unleash their skill sets, discover their life purpose, and take their businesses to the next level.

With over 12 years of experience in leadership, personal growth, and business development, I am passionate about empowering others to achieve their goals and reach their full potential.

Join me on my journey to becoming the best version of ourselves! Let's learn, grow, and succeed together 💬. Follow me for tips, insights, and strategies to become a better leader, live a more fulfilling life, and achieve greatness.

I moderated a tourism investment panel last week at the Curaçao International Investment Summit.

Five people. 

An investor who's been building here for 20 years. A CEO representing 250+ members of the tourism sector. A fintech running operations data across 30 Caribbean islands and countries. A business intelligence expert leading with insights at the Tourist Board. A government director coordinating major projects.

The initial plan was simple: pitch opportunities, showcase returns, get investors excited.

Something else happened.

Last year, government and private sector aligned on seven priorities for sustainable tourism. They passed them as resolutions at our National Tourism Conference.

That alignment changed the conversation.

One panelist said it clearly: "We have room to grow. The data proves it. But the question is how we grow, not just if we grow."

We started asking different questions.

What type of investor do we actually want? How do we measure carrying capacity? What does social impact look like? How do we develop our workforce while growing? What benefits the community?

This is what systems change looks like.

You're not stopping growth. You're not choosing between development and preservation. You're changing what counts as success.

Is it perfect? No. Are there tensions? Yes. Some still push volume over value. Some want quick returns over patient capital.

But the question changed.

And when the question changes, behavior follows.

I've watched plenty of strategic plans sound beautiful and change nothing.

What changes things is when practitioners, policymakers, and data experts start using the same frame. When five different people answer "what does success look like?" and their answers fit together.

We're not there yet. But we're asking better questions.

Better questions build better systems.

What questions is your team asking right now?

📸: Jay Hemrajani/ Aisvarya Productions
Sepp Koster Christine Campagnard Anuschka M. Cova

Chief Reshaper @ Reshapers | Facilitator | Culture Change Advisor | People Development | Chair at World Scouting

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And with that...Regional Scout Conference season comes to an end.

Four conferences in five months. Vienna. Kaohsiung. Willemstad. Abu Dhabi. I followed our Africa conference from afar and was moved by what colleagues achieved in Antananarivo.

Each gathering asked the same question in different ways. How do we bring Scouting to more young people everywhere? And how do we shape its future?

The answers are starting to change.

In Africa, NSOs elected their youngest-ever Regional Committee. Four members under 30. They passed a landmark resolution to recognise non-formal education through Scouting.

In Interamerica, a historic 60% female majority now leads the region. NSOs committed to measuring impact against the UN Sustainable Development Goals.

In Asia-Pacific, safeguarding moved from principle to prerequisite. The region set a target of 30% youth representation in decision-making bodies.

In Europe, NSOs embedded peace education into Youth Programmes and strengthened the partnership between Scouts and Guides.

In the Arab region, NSOs launched a comprehensive governance review and committed to flexible volunteering and humanitarian action.

These are not small shifts.

They tell us something about what kind of Movement we are becoming. One where young people do not wait for permission to lead. Where women take their rightful place in governance. Where protecting our members is non-negotiable.

But the moments that stayed with me were not the votes or the resolutions.

They were the hallway conversations. A volunteer from a small NSO asking how to keep going with almost no resources. A young leader challenging us to close the gap between what we say and what we do. Two delegations who had never met, exchanging ideas that could change how both of them work.

That is where strategy comes alive.

Our Strategy for Scouting is now fully aligned across all five regions. Each region has adopted triennial plans that connect to our shared direction. We are rowing in the same direction.

Sixty million Scouts. Five million volunteers. One strategy.

Thank you to my fellow World Scout Committee members, the World Scout Bureau team, and every host country that opened their doors.

We have a strategy and a plan. The question is no longer what we want.

It is whether we will seize this moment of unity. We have the strategy. We have the alignment. Now we need the discipline to follow through and the humility to learn as we go.

I left these conferences believing we can figure it out together.

Now we get to work.

Photo credits: © World Scout Bureau Inc. / Marius Igl/ Edwin Lam / Gianaro Jennie / Karim Tiestoo

The other day, I was working with new people managers at a financial institution.

One manager was practicing a coaching conversation. She jumped straight to the issue. What's not working. What needs to change.

I leaned in and nudged her. "Ask them how they're doing first."

She looked confused. "What do you mean?"

"Just ask. How are you doing? As a person. Not about the task. Then pause. Count to seven. Let them actually answer."

The room went quiet. You could see it clicking for everyone.

This is the part most new managers miss. They want to be professional. Get to the point. Show they're capable. So they go straight to business.

But you can't have open conversations about performance with someone you don't actually know.

Later in the training, we used the Emotional Card Deck. People chose cards for how they need to feel as leaders. Then, they chose cards for how their team members need to feel to do good work.

One manager realized her team needs to feel safe admitting mistakes. But she'd never created that space. She was always jumping to solutions.

You can't solve performance issues with a plan alone. You need trust first. Managers who build relationships before they try to fix performance get different results.

What would change in your team if you started every conversation with "How are you doing?" and waited seven seconds for the real answer?

A guy walked into the room, looked around at the flip charts and markers, and asked: "Why are we doing this when ChatGPT could do it for us?"

The room paused. Some nodded. Fair question. I grinned.

This newly formed federation had hired me to help them define their purpose, mission, vision, and values. And yes, ChatGPT could draft those in seconds.

But here's what we did instead.

I asked everyone to reflect on why they do this work. Why they chose this path. The room was silent. Not awkward silence. Sacred silence. People turned inward, then slowly began sharing.

One person spoke about personal loss that drove them here. Another about their own struggles. Someone else about witnessing their community's needs firsthand.

As each person shared, others leaned forward. Nodded. Made eye contact. Found pieces of themselves in each story.

The common thread emerged naturally: They all wanted to build something bigger than themselves. To develop human capability. To serve their communities.

Later, they created vision boards with magazines. Cutting, pasting, walking between groups to see what others were creating. Laughing when someone "stole" the perfect image. Building on each other's ideas with scissors and glue.

The energy shifted from skepticism to possibility.

ChatGPT could have given them perfectly crafted statements in minutes.

Instead, they spent hours finding their own words through tears, laughter, and debate. They left with more than a document. They left bonded, energized, ready to build together.

The right words matter less than the journey to find them.

That skeptical board member? He became one of the most engaged participants by the end.

True Potentials B.V.

I founded True Potentials B.V. to centralize my passion for helping people achieve their greatest aspirations. This is not a job, but a lifestyle and I am committed to making each and every client a success story. As a Leadership Coach, I work with you to internalize your own gifts and passions to craft a pathway forward that best leverages them for your personal and professional success. I have built a career on helping people actualize their potential through culture management and strategic development.  Ready to take it to the next level? Let’s get started today!

Leadership Coach | Executive Coach| Transition Coach | Founder and CEO 

Positive Intelligence Coach

Leadership Transformation Coach | CEO | Owner

Curacao Airport Partners (CAP)

As CAP’s Director of People and Communications, I assessed human capital priorities for our talent pool and advocated programs that would scale across the sector to meet future growth demand with a ready and diversified workforce. In 2019 I was honored with CAP’s Director of the Year Award in recognition of extraordinary contribution and performance.  Early into this role I established departmental measurements that support the accomplishment of CAP’s strategic business development goals. I routinely managed the implementation of performance improvement across our workforce and spearheaded the development of department goals, objectives, and management systems. With regard to managing the firm’s external communications, I was responsible for the brand, the communication strategy, PR and executing events. In this capacity, I managed one of the firm’s most significant events, launching a renewed airport building and terminal to the entire local community.

Director of People & Communications

As Director, I championed the interests of employees and our company in accordance with the vision and strategies of the company. In doing so, I managed the firm’s recruiting, assessment, and selection process to fill critical positions. To best serve CAP, I provided necessary training and materials to management and employees, which included manuals, and standardized, automated processes. Additionally I have facilitated the strategic plan for the senior management.

Director, Human Resources & Organizational Development

In my managerial capacity, I elected and coordinated the use of HR best practices, training specialists, payroll, employee benefits, collective labor agreements and other outside resources. This role provided me with 5-years of experience in the implementation and management of widely-used HR programs with minimal supervision.  I established a variety of standards and procedures to exceed the predetermined goals set for my tenure, which allowed me to identify opportunities for improvement and resolves obstacles and discrepancies.

Human Resource Manager

Refineria Isla (curacao) S.a.

As part of the HR team I was responsible for the well-being of the employees and was the point of contact for employee relations and employee safety.

Industrial Relations Analyst

Hilton Curaçao

As Hilton’s Human Resource Manager, I ensured that the international standards of Hilton are being applied. I supervised employee conditions, managed Human Resources Information Systems (“HRIS”), internal communications, employee and management surveys, and market information.  I promoted a healthy and proactive environment encouraging staff to take relevant training and skill development course to advance their careers.

HR Manager

As part of the centralized HR Services team  I supported with all the administrative tasks for the employees of the different organizations part of the ING Group in the Netherlands.

HR Services

Leadership Transformation Coach | Helping Managers & Directors Produce Happier High Performing Teams

Helping Leaders and organizations transform leadership, redefine culture, and evolve HR strategies for an AI-driven future with a balanced, human-centric approach.

What makes me unique is the combination of knowing how it feels to be a young leader, my Human Resource expertise and my HR/ leadership experience. I’m an island girl, born and raised on the beautiful island named Curaçao and have always worked for international companies.  

Managing the expectations from shareholders/board who have a different perception than the locals can be very challenging at times but I can say managing different cultures and mindsets have become part of my professional DNA.

I’m recognized for being a great listener who doesn’t judge anything people say or do for being right or wrong. I love to create positive experiences for others and my creativity can go all out on this. These are the foundations for helping to unite different perspectives.

I am a certified professional coach through IPEC, one of the world's best coaching training institutes. I am also a member of the  ICF which serves as an assurance of the quality you receive from my coaching. 

I’ve coached many leaders to thrive. From Managing Directors, Directors, Managers to Supervisors. All leadership levels in the corporate hierarchy, including potential leaders.

My style is: authentic, compassionate, strategic, humoristic, transformational, holistic, empowering and fun.

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Daniel Corsen

Narayana (Naya) Camelia CPC, ELI-MP

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The Battle

Daniel Corsen

Narayana (Naya) Camelia CPC, ELI-MP

Followers

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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);}Daniel Corsen's LinkedIn Performance

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