Many internationals we spoke to this month are active. They apply, attend events, improve their CVs, and try to stay consistent. From the outside, it looks like progress. But underneath that activity, something often feels off: “I’m doing everything, but I don’t know if it’s leading anywhere.”

We heard this in different ways throughout the month. Not a lack of effort, but a lack of direction.

What we saw in March

In March, we spent more time working directly with people.

During a session at Codam College, Our cofounder, Ben Brink, worked with technically strong students on how they present their work. Many of them are capable, but struggle to explain what they’ve built and why it matters. The gap is not about talent. It’s about translation.

A similar pattern showed up in our in-person workshop in Groningen, together with JobOn at Forum Groningen. In this session, we worked directly on CVs and LinkedIn profiles. Not in a general way, but by looking at real examples and making small, practical changes.

Again, the same insight came back. Having skills is not the problem. Even having a strong CV is not the problem. The real challenge is how that experience is understood in a different context.

Applications don’t lead to interviews, not because people are not capable, but because their value is not clear enough. Visibility is not just about being seen. It’s about being understood.

Small spaces, different conversations

Alongside this, we hosted a series of small online conversations throughout March, facilitated by Charline Baker-Friesen. Not large events. Not webinars. Just small, structured group conversations where people could slow down and reflect.

We explored themes around work, identity, stability, mental load, and everyday life in the Netherlands.

Across these sessions, one thing stood out: People come from very different backgrounds, but often go through very similar experiences. Dealing with uncertainty, managing daily tasks, rebuilding identity, and trying to move forward at the same time.

In smaller spaces, something changes. People speak more openly. They think more clearly. And often, what helps most is not advice, but recognition. Realizing you are not the only one going through this changes how you carry it.

What we shared this month

In March, we also published a few reflections based on these conversations:

🔗 When busyness becomes a coping strategy: https://fluxforwardnl.substack.com/p/when-busyness-becomes-a-coping-strategy

🔗 The hidden rules of networking in the Dutch ecosystem: https://fluxforwardnl.substack.com/p/the-hidden-rules-of-networking-in

🔗 Why internationals feel behind (even when they’re not): https://fluxforwardnl.substack.com/p/why-internationals-feel-behind-in

Across all of them, one idea keeps coming back: The issue is not effort. The issue is direction and context.

A voice from the community

One sentence from this month stayed with us: “I’m not lacking effort. I’m lacking direction.”

It’s a small shift, but it changes how you see your situation.

What’s next

In April, we are continuing to create more structured spaces for direction.

On Monday, 6 April, we are hosting an online session with Ben Brink: Why many internationals feel stuck in the Netherlands (even when they’re doing everything right). A focused session to better understand what’s happening and what to do differently.

🔗 Link to register: https://luma.com/wvbcewdm

The week after, on Monday, 13 April: The Invisible To-Dos of Life in NL, with Charline Baker-Friesen. A small, open conversation about the mental load of building life in the Netherlands.

🔗 Link to register: https://luma.com/wzgsua5b

If this feels familiar, it might be worth not just thinking about it, but joining a session and seeing it from a different angle.

We are also preparing the next steps for our Activation Circles. Small group formats where people can move from confusion to clarity in a more focused way.

Stay connected

If you’d like to stay in touch or explore this further:

Flux Forward

🔗 Website: https://fluxforward.world

🔗 LinkedIn: https://www.linkedin.com/company/flux-forward-world

🔗 Instagram: https://www.instagram.com/fluxforward

🔗 Bennu Podcast: https://fluxforward.world/podcast

You can also book a free 1:1 session with Ben Brink here: https://adplist.org/mentors/ben-brink

Flux Forward - Netherlands

Helping internationals activate faster in the Netherlands with insights, tools, and practical advice.

If January was about arrival and February about stability, March made something clearer: Activity alone does not create movement. Direction does.

At Flux Forward, we continue working on creating that direction through conversations, small groups, and shared reflection.

Sometimes clarity is the first real step forward.

The Flux Forward Team

You move to the Netherlands, you start studying or working, and on paper everything looks right. You’re doing what you’re supposed to do. You apply for jobs, you try to network, you show up to events, you keep going.

But still, something feels off.

At some point, a quiet question shows up: Am I doing something wrong?

At Flux Forward, we’ve seen this pattern again and again. And in most cases, the issue is not a lack of effort or ability. It’s something deeper.

You’re not behind. You’re playing a different game.

The system is built for a linear path

The system here follows a fairly clear structure. You study, you get an internship, you move into a job, and then you grow from there.

For people who grew up in this environment, this path makes sense. They already understand how things work, how to communicate, how to position themselves, and where opportunities are. They are moving within a structure that is familiar to them.

But your path is not linear

For internationals, the situation is different.

What we consistently see is that people are not only trying to build a career, but also trying to rebuild their life at the same time. They are figuring out who they are in a new context, dealing with visa pressure, managing financial uncertainty, learning how the system works, rebuilding their network from zero, and adapting to a new language and culture.

This is not a small difference in experience. It’s a completely different starting point.

The comparison that quietly breaks confidence

And yet, the comparison still happens.

People look at Dutch peers, EU students, or anyone who speaks the language fluently, and they compare outcomes. They see someone getting interviews, landing roles, moving forward faster, and they assume the difference is performance.

But what’s missing in that comparison is context.

They are comparing results without accounting for starting position.

The pressure you don’t see from the outside

Over time, this creates a quiet pressure. It’s not always visible, but it builds. Questions like “Am I fast enough?” or “Am I good enough?” start to show up more often. And slowly, that turns into self-doubt.

From the outside, everything looks normal. But internally, it feels like you’re constantly catching up.

This is not a personal failure

At Flux Forward, we don’t see this as a personal failure. We see it as a structural mismatch.

The system assumes a linear path. Internationals are navigating a nonlinear one.

That difference changes everything.

A small shift that changes the frame

Instead of asking “Why am I behind?”, a more useful question is:

Compared to who, and from which starting point?

Because that changes how you see your situation. Bacause you’re not behind. Your starting point is different. And that difference matters more than most people realize.

It’s also about everything around it. The things you don’t see. The things that stay in your head: The forms. The decisions. The constant background checklist.

At Flux Forward, we’ve been paying attention to both sides of this:

– how you present your value
– and how you carry your life here

In the coming weeks, we’re hosting two sessions around this.

Beyond the CV

Closing the visibility gap for international professionals

Many internationals don’t lack skills. What’s often missing is clarity in how those skills are understood in a new context.

In this in-person workshop in Groningen, we’ll work on that directly:

• How to explain your experience.

• How to make your CV and LinkedIn clearer.

• How to communicate your impact in a way that makes sense here.

🗓 25 March 2026
🕕 16:00 – 17:30 CET
📍 Forum Groningen

You can register here: https://jobon.nl/events/beyond-the-cv-closing-the-visibility-gap-for-international-professionals/

The Invisible To-Dos of Life in NL

An open online conversation

Not everything is about careers. Sometimes it’s about everything else: The admin that never really ends. Appointments. Forms. Small decisions that keep running in the background.

Even when nothing is “wrong,” your mind stays partially occupied.

This session is a space to talk about that. It’s not therapy. It’s not coaching. Just a small group, a simple structure, and a chance to share or listen.

No pressure to fix anything.

🗓 30 March 2026
🕕 18:00 – 19:00 CET
💻 Online

Join here: https://luma.com/fdt9oiej

These two sessions are connected. One is about how you show up professionally.
The other is about what you carry day to day. Both matter.

If one of these feels relevant, you’re welcome to join.

Yet progress often feels slower than expected.

From many conversations with internationals, a common pattern appears. Many people are facing three kinds of uncertainty at the same time.

1. Where they should actually be

There are many events, communities, meetups, and gatherings in the Dutch ecosystem. From the outside they can all look equally important. In reality, they play very different roles.

Some events are mostly social. Some focus on learning and information. Some are the places where opportunities circulate. For someone new to the ecosystem, it can be difficult to see which spaces really matter.

One simple signal is to observe what happens after the event: Do people already know each other? Do conversations continue outside the room? Are people introducing others to each other?

Sometimes a small gathering of 20 people can be more valuable than a large event with hundreds of attendees.

2. Who they should talk to

Networking is often described as a numbers game: Talk to more people and grow your network.

But in practice, this is rarely how ecosystems work.

Most ecosystems have a small number of people who naturally connect others. They know many people and understand how things move within the community.

Meeting the right person once can sometimes open more doors than meeting many random people. At events, a helpful question can be: “Who seems to know many people here?”

Often these people are quietly connecting others in the background.

3. How trust actually forms

This is one of the parts many internationals misunderstand at first. Trust in the Dutch ecosystem usually does not come from fast self promotion.

More often it grows slowly through repeated presence, warm introductions, and reputation building over time. People see each other multiple times. Recognition grows. Conversations become easier.

Over time, introductions start to happen more naturally. Attending the same community events for several months can sometimes build more trust than meeting many new people only once.

The deeper issue

Because of this, the usual advice “network more” is often incomplete. The real challenge is learning how to navigate a social system.

This includes understanding the context, the norms, and the informal structures that shape how opportunities move.

For many internationals, this layer is not immediately visible. But once it becomes clearer, the ecosystem often starts to make much more sense.

These kinds of questions often appear in conversations with internationals building their professional path in the Netherlands.

At Flux Forward, much of the work focuses on helping internationals better understand these informal layers of the ecosystem and navigate them with more clarity and confidence.

Because in many cases, the challenge is not effort or talent. It is understanding how the system actually works.

People are constantly working.

They apply to roles every day, adjust their CVs, take additional courses, practice Dutch whenever possible, and try to improve something continuously. Even moments that could be rest often turn into preparation for the next opportunity.

From the outside, this looks like ambition and discipline. And in many cases, it is.

But there is often another layer underneath.

When your right to stay depends on progress, when savings are limited, when you feel that you have to prove yourself again in a new system, slowing down does not feel neutral. It feels risky. Pausing can feel irresponsible. Rest can feel like falling behind.

In that context, busyness becomes a way to manage uncertainty. Doing more creates a sense of movement, even when outcomes remain unpredictable.

This does not mean internationals lack resilience. If anything, the opposite is true. Many are carrying a high level of responsibility while navigating structural complexity that is largely invisible from the outside.

The issue is not effort. The issue is direction.

Constant motion can easily become reactive rather than strategic. Applications are sent, courses are taken, new skills are added, but without a clear sense of what actually moves the needle. Over time, this creates exhaustion without clarity.

Recognizing this dynamic matters because sustainable contribution requires more than continuous output. It requires stability, reflection, and aligned action.

At Flux Forward, we often encourage small structural shifts when things start to feel reactive instead of intentional.

One is to define what progress means for the next two weeks. Not everything at once. One clear objective that genuinely improves positioning or direction.

Another is to separate “application time” from “direction time.” Sending CVs is operational. Thinking about long-term positioning, narrative, and network strategy is strategic. Both matter, but they require different mental states and should not be blended into constant urgency.

A third is to treat recovery as a structural necessity rather than a reward after exhaustion. Clarity rarely emerges in a permanently activated state.

None of these suggestions remove systemic friction. Visa structures, labor market realities, and integration gaps are real. But without internal structure, external pressure quickly turns into overextension.

Activation is not about doing more. It is about directing effort in a way that builds stability over time.

And sometimes the most strategic move is not acceleration, but alignment.

Most internationals we speak to are capable. They are educated, experienced, and genuinely trying to move forward. But underneath that effort, there is often a quieter layer that does not get enough attention. Not a lack of competence, but a kind of ongoing structural pressure that slowly shapes how people show up.

During a small online gathering in mid-February, originally planned around identity and belonging, the conversation quickly moved beyond culture and language. People spoke about visa uncertainty, limited time to secure work, higher tuition fees for non-EU students, and the reality of competing in the same job market while carrying very different risks.

One participant described burnout not as overwork, but as living in constant uncertainty. That distinction stayed with us.

When your stability feels temporary, it affects more than your plans. It affects your energy, your confidence, and the way you enter rooms. It’s a sense of existential stability, the feeling that your ground is steady enough to build on. Without that, activation becomes harder.

Integration, in this sense, is not only about employment. It is also about whether someone feels stable enough to move.

This connects closely to the reflection we published in February; The Activation Gap Is Not About Skills, It’s About Permission. When structural uncertainty increases, permission often decreases. People hesitate to speak up, to reposition themselves, or to take space. Being qualified is not the same as feeling allowed. That gap is subtle, but it shapes outcomes.

On 16 February, we experimented with something simple. We hosted a small online circle facilitated by Charline Baker-Friesen. Five people joined. There were no slides and no formal agenda. Just a structured, guided conversation.

What stood out was not the format itself, but the difference in tone. In smaller spaces, there is less pressure to perform and more room to reflect. People speak differently when they are not trying to impress. That evening confirmed something we have been sensing for a while: activation does not always happen in large events. Sometimes it happens in smaller, psychologically safe spaces where clarity can emerge quietly.

On Monday, 2 March, we are hosting a second session titled Work, Identity & Stability. We do not see this as a one-off event, but as the beginning of a rhythm. Small, structured conversations where internationals can think more clearly about direction before rushing toward speed.

If this topic feels relevant, you’re welcome to join us. You can find the details and register here: https://luma.com/n6pot8rs

Activation also happens through stories. Over the past year, through Bennu Community Podcast, we published 40 conversations with people navigating nonlinear journeys. A recurring pattern became visible: identity shifts often come before career shifts. Season 2 will begin soon, continuing this exploration. Our upcoming conversation with Panos Sarlanis, co-founder of IamExpat Media, reflects on visibility, and what it means to build a voice as an international in the Dutch context.

If small circles create psychological safety, stories can create collective permission. Both forms of space matter.

One sentence we heard this month perhaps captures the essence of it all: “I don’t need another course. I need to feel stable enough to move.”

At Flux Forward, we continue exploring how to create those conditions. Not only pathways to employment, but spaces where people can reconnect with their direction and move from arrival to activation in a more grounded way.

If this resonates, you are welcome to stay connected, join a future circle, or simply start a conversation.

Sometimes activation begins quietly.

The Flux Forward Team

Over the past months, we’ve spoken with international students, engineers, founders, and professionals across the Netherlands. Different backgrounds, different ages, different sectors. But the same pattern keeps showing up.

The biggest barrier they face is not a lack of skills. It’s permission.

At Flux Forward, we use the term activation gap to describe the period between arriving in a new country and being able to participate in a meaningful way. Not just having a job, but actually contributing. For many internationals, this period lasts one to two years. And during that time, something subtle but powerful happens.

People who arrive with experience, education, languages, and professional history often feel like beginners again.

When Experience Becomes Invisible

We hear the same stories repeatedly. Three years of engineering experience treated as entry level. Multilingual professionals offered minimum wage. Highly capable people negotiating from a weak position because their visa depends on it.

This isn’t just a job market issue. It’s about recognition. When previous experience isn’t translated into local credibility, leverage disappears. And when leverage disappears, behavior changes.

Visa Anxiety Shrinks Agency

If your right to stay in the country depends on your employer, you think twice before taking risks. You hesitate to switch jobs. You delay starting something of your own. You accept conditions you would not accept elsewhere.

From the outside, this can look like caution. From the inside, it’s survival.

And survival mode is not activation mode.

Why This Matters for the Ecosystem

The Netherlands needs international talent to remain competitive. That part is clear. But attraction is not the real challenge. Retention and activation are.

If the first two years are dominated by uncertainty, underuse of skills, and limited mobility, then something in the system is slowing people down. Not intentionally. But structurally.

Integration is often framed as adaptation. Learn the language. Understand the culture. Fit in.

Activation is different. Activation is about being able to contribute early, to build meaningful networks, to use what you already carry with you instead of waiting years to be recognized.

From Skills to Permission

The activation gap is not a skills gap. The skills are already there.

It’s a permission gap.

And permission is shaped by how systems are designed.

At Flux Forward, we’re exploring how to shorten that gap in practical ways. How to help people translate previous experience into local credibility faster. How to create low-risk spaces for collaboration. How to support agency even before visa stability fully settles.

This work is still evolving. But one thing feels clear.

If we want international professionals to contribute at their full potential, we need to design environments that give them permission to do so earlier.

At Flux Forward, we often see people with strong LinkedIn profiles, clear experience, and relevant skills who still struggle to gain traction. Not because their profiles are weak, but because they are quiet.

A well-written profile without activity shows potential, not presence. Potential describes what someone could do. Presence shows that someone is active, engaged, and part of what is happening now.

In today’s job market, relevance is not assumed. It is inferred. Small signals of activity, interaction, and engagement shape how people are perceived. Visibility is often confused with self-promotion, but that misses the point. Visibility is simply a way of showing that you are participating in your field, not just documenting your past.

Silence is rarely neutral. More often, it is read as absence.

Recruiters Don’t Read. They Decide.

Recruitment is often described as a careful evaluation process. In practice, it works much more like filtering. CVs are rarely read in full. They are scanned, compared, and sorted.

The first decision happens quickly, sometimes within seconds. This is not because recruiters do not care, but because they operate under time pressure and high volume.

When many profiles look similar, the question is rarely whether someone is capable. The question is whether to continue or move on. That is why more detail does not always help. Additional bullet points and longer explanations often reduce clarity rather than improve it.

What makes the difference is direction. A CV or profile that clearly signals relevance makes decision-making easier. One that tries to show everything slows it down. A CV is not meant to tell a complete story. It exists to support fast, confident decisions.

Presence Turns Potential Into Momentum

Many people wait before becoming visible. They wait until their role changes, until their title feels right, or until they feel certain about where the market is going. But professional identity does not grow in isolation.

Relevance is built through interaction. A short reflection, a comment on someone else’s work, or sharing a thought after reading an article are not marketing tactics. They are signs of participation.

Presence does not mean being loud. It means being part of the conversation.

The System Is Fast, Not Unfair

Speed shapes outcomes. Fast systems reward clarity over completeness, signals over silence, and direction over perfection.

A quiet question to leave with:
What signals does your profile send today about where you are heading, not just where you have been?

You arrive in a new country. You register. You build a network. You apply for jobs or start something new. Step by step, things are supposed to fall into place.

If you are an international, you already know that this description rarely matches reality.

What usually happens is quieter and more confusing. You are active, you are trying, you are doing what is expected. And yet, very little seems to move. Over time, that gap between effort and outcome starts to weigh on you.

At some point, many people stop asking what is happening around them and start asking what is wrong with them.

Why time is the wrong way to think about integration

One of the most common questions we hear is how long integration takes.

Three months?
Six months?
A year?

In practice, time is a poor measure. People don’t struggle because something takes longer than expected. They struggle because of what happens internally while they are waiting.

Two people can arrive at the same moment and have very different experiences. One may feel grounded within weeks, another may still feel stuck after a year or more. This difference is rarely about talent or motivation. More often, it has to do with the psychological phase someone is moving through and whether they understand it.

A different way of looking at it

In Flux Forward, we map what we call The Activation Journey.

It is made up of invisible phases of integration that most systems don’t really acknowledge.

These phases are not linear and they don’t follow a fixed timeline. People can move forward, stall, or circle back without realizing what is happening. When things start to feel heavy, it is usually not because someone is failing. It is because they are in a phase they were never taught to recognize.

Friction shock

For many people, the first real difficulty shows up after the initial excitement fades.

You start reaching out. You apply. You go for coffees. You try to understand how things work. And then you encounter silence. Messages don’t get answered. Conversations stay polite but vague. Opportunities don’t materialize.

Without context, this feels personal. It feels like rejection.

In reality, this phase is often about learning how closed and trust-based systems work, even when they appear open from the outside. The problem is not a lack of effort, but a lack of feedback. When people don’t understand that, they turn system friction into self-doubt.

Identity drift

If that friction continues, something deeper can start to shift.

People who were confident and established in their previous context begin to feel unsure. Skills that once made sense suddenly seem invisible. You start adjusting how you present yourself, sometimes too much, sometimes not at all.

This phase is painful because it is not just about work. It touches identity. You lose familiar reference points, but you haven’t found new ones yet. Many people assume they are doing something wrong, when what is actually happening is a temporary loss of orientation.

Survival narrowing

At some point, pressure enters the picture.

Financial pressure.
Visa pressure.
Family pressure.
The quiet pressure of time passing.

Focus narrows. Big questions about direction or purpose are replaced by a more basic one: how do I stay afloat?

For many people, this phase comes with shame, especially for those who used to feel in control. But survival is not failure. It is a rational response to uncertainty. What makes this phase hard is the fear that it will last forever.

Why naming these phases matters

Most integration efforts focus on action. Better CVs. More networking. More resilience.

But action without interpretation can make things worse. When people don’t understand the phase they are in, they internalize systemic silence as personal failure. That is where confidence erodes and people quietly burn out or give up.

Naming the phase does not magically solve the situation. But it changes the story people tell themselves. And that story shapes how long they can keep going.

We see the same patterns repeat at very different moments for different people, often triggered by silence, comparison, or pressure rather than time itself.

A quieter truth

Integration is not only administrative or professional. It is psychological.

Much of the real struggle happens in the space between effort and outcome, where nothing seems to respond. That space is rarely talked about, but it carries a heavy cost.

If this resonates with you, there is nothing wrong with you.

You are not late, behind, or broken.

You are in a phase. And phases become more manageable once they are seen clearly.

This article is based on two recent conversations we had with internationals who have lived in the Netherlands for many years. Their paths were different, but they pointed to the same experience: what helped them settle was not feeling included everywhere, but finding a sense of community somewhere.

At work, things often look fine from the outside. Colleagues are friendly, meetings run smoothly, and invitations are there. Still, many newcomers notice they are careful. They explain their background more than they’d like. They think twice about how to phrase things. They stay a bit on guard. Nothing is openly wrong, but nothing feels effortless either.

The same thing happens in networking or social events. Conversations revolve around familiar references, shared histories, or local paths. You follow along, participate politely, and leave earlier than planned, feeling tired without being able to point to a clear reason. It’s not a lack of interest. It’s the constant adapting.

What made a difference for the people we spoke with came in much smaller moments. Sitting with a few others who had also moved countries. No long introductions. No need to explain why certain things feel heavy. Someone mentions starting over later in life. Someone else talks about losing confidence after relocating. No one is surprised. The conversation slows down, and for the first time that day, there is no need to perform or translate yourself.

That contrast mattered. Inclusion is about access. Community is about ease.

One interviewee described working with Dutch colleagues who were kind, open, and supportive, yet still keeping conversations on the surface. Not out of distance, but out of uncertainty. Later in the week, meeting a small group of internationals, the topics shifted naturally to visas, partners who couldn’t work, or careers that had paused. There was no need to justify these realities. Being understood didn’t require explanation.

Over time, both interviewees noticed the same pattern. Progress didn’t begin when they felt they belonged everywhere. It began when they stopped trying to fit into every space and allowed themselves to belong in one. Not a large network, not full integration, but a steady place where shared experience was normal.

Many newcomers put a lot of energy into trying to belong everywhere at once: at work, in social circles, in professional communities. That effort is understandable, but it comes at a cost. The people we spoke with only felt more grounded when they narrowed their focus and stopped measuring themselves against every environment.

Inclusion tells you that you are welcome. Community is where you can relax.

For newcomers

If you’ve just arrived, it’s normal that everything feels like work. Even small decisions take energy, and nothing quite runs on autopilot yet. You don’t need to solve your whole life now, and you don’t need to feel settled quickly.

One place where you feel at ease is enough. One conversation where you don’t have to explain everything. One group that understands what starting over feels like.

The rest can come later. For now, that really is enough.

Over time, something else appears. Students may pass courses, earn credits, and stay busy, yet still feel unsure about where they are heading. Questions about work, belonging, and what comes after studies remain open. This can be confusing, especially when academic performance is good.

This is not a lack of effort or ability. It is a gap in orientation. The university system is designed to support learning and performance. It is not designed to provide direction or integration by default. Many students expect clarity to come automatically as they progress. Often, it does not.

This article is not about studying harder or getting higher grades. It is about understanding what the system supports, what it does not, and how international Bachelor’s and Master’s students can make sense of their experience beyond the classroom.

This piece can be read in one go or in parts. Each section stands on its own.

The Dutch University System: What It Actually Rewards

The Dutch university system is often described as transparent and well-organized. Syllabi are clear. Deadlines are known in advance. Expectations are usually written down. For many international students, this feels fair and predictable.

In practice, consistency matters most. Courses rely on continuous assessment, group work, and regular submissions. Showing up, keeping pace, and delivering on time often matters more than peak performance at the end.

This system rewards execution more than reflection. Students who keep moving and adapt quickly tend to do well. There is little space for long pauses or stepping back to rethink direction during the academic year.

For students coming from systems that focus more on theory or final exams, this can be challenging. It can also create a quiet tension. Staying busy becomes the priority, while questions about meaning, fit, or future plans are delayed.

Doing well in this system leads to progress in the program. It does not automatically lead to clarity. Seeing this difference early helps avoid confusion later.

Survival Mode Is Not a Strategy

Many international Bachelor’s and Master’s students spend much of their studies in survival mode. There are deadlines, group projects, exams, and often part-time jobs. Staying busy becomes necessary.

Over time, this constant activity can feel like progress. Assignments are completed. Credits add up. Weeks pass quickly. But being busy is not the same as moving forward with intention.

Survival mode leaves little room for bigger questions. Why this field? Why this place? What kind of work or life might come next? These questions are often postponed because there is no space for them.

Productivity slowly replaces orientation. As long as things seem “fine,” uncertainty is pushed aside. It often returns later, close to graduation, when structure fades and expectations change.

Survival mode helps you get through the system. It does not help you understand how your studies connect to what comes after. Noticing this early creates space to pause and reconnect learning with direction.

Reflection Has to Be Designed, Not Assumed

Reflection is often described as important, but it is rarely built into the structure in a meaningful way. The academic calendar is full. Most attention goes to assignments, exams, and group work.

For many international students, reflection becomes something to do later. Later in the semester. Later after exams. Later after graduation. In reality, that moment rarely arrives on its own.

Without reflection, learning stays fragmented. Courses are completed, but connections between interests, strengths, and future directions remain unclear. Students may know what they are good at academically, but not how that translates outside the university.

Reflection does not need to be complex or time-consuming. Small moments of stepping back already help. Asking what felt meaningful, what drained energy, or what sparked interest can shift perspective.

Reflection does not happen automatically in this system. It has to be chosen and protected. Without it, studies move forward, but orientation stands still.

Age, Life Stage, and the Silent Mismatch

International Bachelor’s and Master’s classrooms include students at very different stages of life. Some are in their early twenties and still exploring. Others are older, with work experience, responsibilities, or time pressure related to careers or visas.

The system treats these students in the same way. Deadlines and expectations are shared. On the surface, this seems equal. In practice, it creates a quiet mismatch.

Younger students may see studies as a space to explore. Older students often feel a stronger need for direction and outcomes. This difference affects motivation, energy, and how students experience group work and social life.

Many students do not name this mismatch. Instead, they internalize it. They may feel impatient, disconnected, or out of place without knowing why. This can lead to unnecessary self-doubt.

Understanding that life stage shapes experience helps normalize these feelings. The challenge is not personal. It is structural.

Social Life, Community, and the Reality of Limited Energy

Dutch universities offer many social activities, student groups, and networking opportunities. From the outside, it can look like connection is always available.

For many international students, reality is different. Academic pressure, part-time work, and daily life already take most energy. After classes and assignments, there is often little left for social engagement.

Low participation is often seen as a lack of interest. In many cases, it is a sign of overload. When energy is limited, social choices become selective.

This can lead to loneliness, even when opportunities exist. Students may attend events but not feel connected, or avoid them because they feel demanding. Belonging does not come from attendance alone. It comes from alignment.

Struggling socially does not mean you are doing something wrong. It often means your energy is already fully used. Recognizing this helps students seek connection more intentionally.

The Most Confusing Moment: Nearing Graduation

As studies progress, structure slowly fades. Schedules become lighter. Assignments decrease. Expectations shift. For many international students, this period feels unexpectedly confusing.

Earlier in the program, direction is clear. There are deadlines, grades, and feedback. Near graduation, that guidance weakens. Students are expected to translate their studies into work or next steps, often without clear support.

This moment surprises many students. Academic success no longer answers the most important questions. What kind of role fits? Where do skills apply? How does the system outside the university work?

Because this confusion appears late, it often feels urgent. Time pressure increases. What once felt manageable becomes stressful.

This confusion is not personal. It is structural. That is why orientation and translation work better when they start earlier.

What International Students Often Miss Until Late

Many international students focus strongly on academic requirements. They learn how to pass courses and meet expectations inside the university. What is often unclear is how these experiences are understood outside it.

Skills, projects, and degrees do not automatically turn into opportunities. Employers and organizations often read backgrounds differently than students expect. This gap is rarely explained during studies.

Informal signals also matter more than many students realize. Conversations, recommendations, and weak ties often shape early opportunities. These do not replace qualifications, but they influence which doors open first.

Because this is not visible early, many students wait too long to ask questions. They assume good performance will be enough. When reality feels different, the gap becomes harder to bridge.

Noticing this earlier allows gradual adjustment. Small conversations and early exposure reduce last-minute pressure.

Studying Is One Layer of Activation, Not the Whole

Studying builds important foundations. Knowledge, skills, and degrees matter. For many international students, education is the main reason for coming to the Netherlands.

At the same time, studying alone does not guarantee integration or direction. The university supports learning within its own system. It does not fully support translation into work, networks, or a sense of place.

Activation happens across several layers. It includes understanding how skills are read locally, building relationships outside the classroom, and making choices about where to invest time and energy. These layers develop alongside studies, not after them.

When education is seen as the whole journey, disappointment often follows. When it is seen as one part of a broader process, expectations become more realistic.

Orientation Is an Ongoing Process

For many international students, uncertainty does not disappear when studies go well. It changes shape. Questions about direction, work, and belonging return at different moments.

This is normal. Orientation is not something that happens once and is finished. It develops over time, through experience and small choices. Clarity usually follows action, not the other way around.

Understanding how the system works, and where it does not help, reduces unnecessary pressure. It allows movement without waiting for perfect certainty.

Studying in the Netherlands can be a strong foundation. What matters is how you build on it. With reflection, connection, and intentional direction, the path ahead becomes easier to navigate, even when it is not fully clear yet.

Flux Forward explores how internationals navigate education, work, and identity while building direction in the Netherlands.

This is not a personal issue. It is a common experience. The first four months are not about making big moves or having everything figured out. They are about orientation. How you use this time often shapes what comes next. This piece is not a checklist. It is meant to help you understand what to focus on now, what can wait, and how to avoid feeling stuck in the early phase of settling in.

Before thinking about plans, goals, or next steps, the first task is simple: create enough stability to breathe and think clearly.

Month 1: Stabilize First, Optimize Later

The first month is about reducing pressure, not making progress. When everything is new, energy is limited. Trying to optimize too early often leads to stress and rushed decisions.

Focus on the basics that help you feel grounded. A temporary address is fine. A simple daily routine is enough. Starting essential admin matters more than finishing everything. The goal is not to do things perfectly, but to create a sense of safety and structure.

For example, having a basic place to stay and a rough rhythm for the day often matters more than comparing housing options or planning long-term moves. Small anchors make uncertainty easier to carry.

This is not the time to search for the perfect job, study program, or long-term plan. Those decisions need context, and context comes later. In the first month, stability creates space. Without it, every choice feels urgent.

It is normal to feel slower than expected. Comparing yourself to others or feeling pressure to “use time well” is common. Slowing down here helps you move forward later. If this month feels quiet or unfinished, that is a good sign. You are building a base instead of reacting to everything at once.

Month 2: Translate Yourself, Don’t Reinvent Yourself

The second month is often when expectations start to shift. The initial arrival phase is over, but clarity has not arrived yet. Many newcomers begin to feel pressure to “do something useful” or to prove that they belong here.

This is where a common mistake happens. People assume they need to start from zero. They begin looking for new certificates, new roles, or entirely new directions. In reality, most people already bring experience, skills, and knowledge with them. The challenge is not reinvention. It is translation.

What worked before may not be immediately understood in this context. Titles, responsibilities, and ways of working do not always carry the same meaning. This does not make previous experience irrelevant. It means it needs to be explained differently.

This month is a good time for simple conversations. Not interviews. Not pitches. Just moments where you explain what you have done before and listen to how others respond. These early reactions offer useful signals about what makes sense here and what needs adjustment.

Avoid rushing into courses or long-term commitments too quickly. Learning can be valuable, but only when it is connected to direction. In this phase, understanding how your background is read by others matters more than adding something new to it.

If things feel unclear during this month, that is normal. Translation takes time. The goal is not to redefine yourself yet, but to begin seeing how your experience fits into this new environment.

Month 3: Build Weak Ties, Not Perfect Plans

By the third month, many newcomers start looking for clarity. There is often a strong urge to make a clear plan or to decide what the “right next step” should be. At this stage, trying to finalize plans too early usually creates frustration.

This month is less about deciding and more about connecting. Weak ties matter here. Short conversations, casual meetings, and informal exchanges often provide more insight than hours of research. These interactions help you understand how things actually work, not just how they are described online.

Not every conversation needs a clear outcome. Some will lead nowhere. Others may raise new questions instead of answers. That is normal. The value of these early connections is not immediate results, but context. Each interaction adds a small piece to the bigger picture.

This is also a good moment to listen more than you speak. Pay attention to the language people use, the roles they mention, and the paths they describe. Over time, patterns start to appear. These patterns help shape direction later on.

If things still feel vague or unfinished during this month, that is expected. Clarity rarely arrives all at once. It often emerges slowly, through exposure rather than planning.

Month 4: Choose Direction Over Optionality

By the fourth month, many newcomers feel pulled in different directions. New ideas appear. Different options seem possible. It can be tempting to keep everything open and delay any real choice.

At this point, choosing a direction matters more than choosing the perfect one. Direction creates movement. Movement creates feedback. Without some form of direction, learning stays abstract and uncertainty continues.

This does not mean making a permanent decision. It means picking one area to explore more seriously for now. A role to look into. A field to focus on. A type of opportunity to follow up on. Temporary focus often leads to faster clarity than waiting for certainty.

Keeping all options open can feel safe, but it often leads to hesitation. A clear direction, even if provisional, makes conversations easier and next steps more concrete. It also helps others understand how to support or guide you.

If doubts remain, that is normal. Doubt does not disappear before a choice is made. It often fades after action begins. The goal of this month is not to close doors, but to open one and step through it with intention.

What Confusion Is Normal (And What Isn’t)

After four months, many newcomers look back and wonder if they are doing things “right.” Some feel calmer. Others still feel unsure. Both are normal.

It is normal to feel:

• Uncertain about direction

• Slower than expected

• Tired from small decisions

• Unsure how long things will take

These feelings often mean you are paying attention and adjusting to a new context.

What is less normal, and worth noticing:

• Feeling stuck without taking any steps

• Avoiding conversations because things feel unclear

• Constantly preparing but not acting

• Losing confidence entirely

These signals are not personal failures. They usually mean the early phase has stretched too long without enough structure or support.

The first four months are not meant to deliver answers. They are meant to help you move from reaction to orientation, from urgency to direction. If things still feel unfinished, that does not mean you are behind. It often means you are still in the process.

Settling into a new country takes time. What matters most is not speed, but how you move through uncertainty. With stability, translation, connection, and direction, clarity tends to follow.

Flux Forward explores how internationals navigate change, build direction, and activate their potential in the Netherlands.

And then nothing happens. Not much feedback. No clear mistake. Just a polite rejection, or silence.

This is confusing, and for many, deeply frustrating. What makes it harder is that most advice assumes the problem is personal: the CV, the motivation letter, the interview answers. In reality, many internationals are running into something else entirely.

The first thing to understand is that most internationals are under pressure in a way the system is not.

There are visas, savings, families, deadlines. Time matters.
Hiring processes often move slowly. Decisions get postponed. Holidays interrupt momentum. Nobody feels urgency.

This difference alone already shapes outcomes.

Another thing we see often is that late-stage rejections are not really about skill. At that point, companies are usually asking quieter questions:

• Will communication be easy when things get messy?

• Will this person need extra explanation?

• Will collaboration feel smooth?

When someone works in a second language, or explains things carefully, or appears tense, this can be read as future friction. Not consciously, and not maliciously. But it matters.

Interviews themselves are also a bigger hurdle than many expect. They reward clarity, structure, and calm. They punish over-explaining and visible urgency.

This is especially hard for people who know a lot, care deeply, and feel the weight of the situation they’re in. None of that means they are bad at the job. It just means interviews are their own skill.

We also notice that recruiters play a much larger role than people assume.

Direct applications often disappear into volume. Recruiters reduce uncertainty for companies. They help translate profiles and expectations. For internationals, they are often the real entry point, not a shortcut.

There is also a group that quietly gets stuck: experienced professionals. Too senior for mid-level roles. Not yet trusted for senior roles.

Without local references, strong language confidence, or cultural familiarity, experience alone does not always help. In some cases, it raises expectations that the system is not ready to meet.

Many people arrive with savings and believe this gives them time. In practice, savings run down quickly. Pressure builds. Decisions get harder. Stress shows up in interviews, even when people try to hide it.

Taking on freelance work, short projects, or temporary roles is not giving up. For many, it is what creates breathing room.

None of this means internationals are doing something wrong.

It means the system works best for people who are already inside it. Entering from the outside takes longer, costs more energy, and requires more translation than most expect.

This is not a failure of individuals. It is a gap between capability and access.

At Flux Forward, we focus on this gap. Not by promising shortcuts, but by helping people understand what they are actually dealing with, reduce unnecessary friction, and move forward without burning themselves out.

If this sounds familiar, you’re not alone.

The real issue: potential is present, but locked

Many internationals arrive with years of experience, strong education, and real motivation to contribute. Still, months or even years pass before they can truly operate at their level. Not because they are incapable. But because activation does not happen automatically. Activation is not one single step. It is a system.

The Activation Engine has three layers

1. Psychological activation

Identity. Confidence. Belonging.

Before anything else, people need to feel grounded. Many internationals experience:

• loss of professional identity

• self doubt

• fear of starting from zero

• feeling invisible or out of place

Without psychological activation, skills stay dormant. People hesitate. They hold back. They wait. Activation begins when someone feels: I belong here. I have value. I am allowed to take space.

2. Cultural activation

Dutch norms. Communication. Expectations.

Even highly skilled people struggle if they cannot read the context. This layer includes:

• how decisions are made

• how feedback is given

• what being direct actually means

• how hierarchy works, or does not

• what is expected but never explicitly said

Many internationals do not fail. They simply misinterpret the system. Cultural activation turns confusion into clarity.

3. Professional activation

Networking. Positioning. Practical steps.

Only when the first two layers are active does this one really work. This includes:

• building the right network

• positioning experience for the Dutch market

• knowing where to show up and how

• translating past value into local relevance

Without psychological and cultural activation, professional advice remains theoretical. With them, momentum starts to appear.

Why this matters

Most programs focus only on the third layer. CVs. Jobs. Skills. Interviews. But without the full Activation Engine, this approach stays incomplete. This is why so much international talent remains underutilized. Not because of a lack of ability, but because activation is partial.

Why Flux Forward is built around this

At Flux Forward, we work explicitly with these three layers. Not to fix internationals. But to unlock what is already there. Because talent is not missing. It is under-activated. And activation is not an individual failure. It is a systemic responsibility.

A question worth asking

If we truly care about the future of work, learning, and internationalization in the Netherlands, are we only attracting international talent, or are we actually activating it?

Most internationals entering the Dutch job market ask the same questions:

• Which visa should I apply for?

• How do I get a sponsored job?

• How do I increase my chances as a junior?

These are understandable questions, but they are not necessarily the right starting point.

After dozens of conversations with international students, knowledge workers, and early-career professionals, one pattern is clear: The problem is not a lack of skills. The problem is a lack of directionality.

The hidden challenge internationals face

When internationals arrive in the Netherlands, they often experience a silent gap. They have education, experience, and motivation, but none of it is activated in the Dutch context. They are qualified, but invisible. Capable, but not legible to the system.

This creates what we call the Activation Gap: the time it takes for someone to move from “arrived” to “contributing”. For many internationals, this takes at least a few months. Sometimes longer.

Why employability advice is not enough

Most career support focuses on employability:

• CV optimization

• interview preparation

• job applications

• LinkedIn profiles

These help, but only after something more fundamental is in place.

Employability assumes clarity, confidence, context, and stability. Most internationals do not have these yet. They are still figuring out:

• how the system works

• where they fit

• what leverage they actually have

• how visa pressure shapes decisions

• how identity shifts after migration

Without addressing this first, employability advice often increases stress rather than results.

Directionality changes everything

Directionality is different. It does not answer: “What job should I apply for?”, but answers: “How should I move in this system over time?”

Directionality gives people:

• a clear orientation

• a sense of timing

• an understanding of trade-offs

• a way to buy time instead of rushing

• the ability to navigate uncertainty

It turns chaos into trajectory. Instead of reacting to every rejection or rule change, people start making strategic moves.

What directionality looks like in practice

Directionality helps internationals:

• choose visa paths that buy time, not pressure

• avoid entering the market too early and invisible

• activate existing experience instead of starting from zero

• build identity capital before asking for sponsorship

• use partnerships, networks, and timing intelligently

• compress the activation gap from months to weeks

It shifts the question from: “How do I survive?” to “How do I position myself to grow?”

Why this matters now

The Dutch job market has changed.

• fewer international roles

• more competition

• higher compliance pressure

• less patience for uncertainty

In this context, direction matters more than speed. Rushing without direction leads to burnout, rejection, and loss of confidence. Moving with direction creates momentum, even in a tough market.

What Flux Forward focuses on

At Flux Forward, we do not start with jobs or CVs. We start with:

• orientation

• identity activation

• timing

• strategy

• context-aware decision-making

Because when direction is clear, employability follows.

Directionality is not about knowing the next step. It is about knowing where you are heading, and why.

At Flux Forward, we support internationals who want to reduce their activation gap and move with clarity instead of pressure.

If you are navigating work, identity, and timing in the Netherlands, two entry points may be helpful:

• Mentoring at Flux Forward: One-on-one and small-group mentoring focused on directionality, identity activation, and context-aware decision-making. 👉 https://fluxforward.world/mentoring

• The Mindridge Bootcamp: A structured activation program designed to help internationals activate existing experience, build identity capital, and shorten the path from arrival to contribution. 👉 https://fluxforward.world/mindridge-bootcamp

These are not job-placement programs. They are designed to help you move with direction.

What is the Activation Gap?

The Activation Gap is the time between arriving in a new country and becoming fully active again in life, work and community. It is the period when people feel lost, unsure, overwhelmed or disconnected. And it is much more emotional than practical.

Most internationals lose six to eighteen months in this gap. Companies lose talent. Universities lose engagement. People lose confidence, energy and momentum. The Activation Gap matters because it slows everything down. It delays contribution, belonging and growth. And yet, very few institutions address it. Flux Forward was created to change that.

Below are the insights that shaped our work and explain why early activation is essential.

The Activation Gap is emotional, not informational

People often mention language, transportation or university processes. But underneath these topics are emotional patterns like fear, identity loss and feeling unanchored. The Activation Gap is rarely about “not knowing things”. It is about not feeling grounded.

International transitions follow a predictable emotional curve

Across all our conversations, internationals described the same inner journey:

1. Hope --> excitement

2. Shock --> first confusion

3. Disorientation --> “I do not know where to start”

4. Self-doubt --> “Maybe something is wrong with me”

5. Isolation --> losing connection to identity

6. Survival mode --> doing only what is urgent

7. Adaptation --> slowly regaining confidence

8. Activation --> becoming effective again

Flux Forward works between Shock and Adaptation. This is where support changes everything.

Many internationals do not see their own strengths

People talked about living in multiple countries, speaking several languages, adapting in new cultures, navigating uncertainty, studying abroad and handling pressure alone. These are real strengths. Yet most people described them as burdens. This is a clear activation gap.

Identity matters more than skills

In every conversation, people spoke more about fear, confusion, isolation and belonging than about CVs, courses or job applications. Professional progress does not begin until identity stability returns.

That is why the first step is reflection, not more training. Many newcomers think the answer is another certificate. But activation begins when people see themselves clearly again. Reflection creates stability. Stability creates confidence. Confidence creates progress.

Identity, not language, is the biggest barrier

Language plays a role, but identity disruption plays an even bigger one. The hardest part is understanding who you are in the new context. This is where activation starts. Because you are enough. You already have a lot in your backpack. You just need to reactivate it and apply it in a new context.

What we practice at Flux Forward: identity hospitality

Dutch hospitality is warm but neutral. Expat spaces are social but surface-level. Corporate environments are helpful but transactional. Flux Forward practices something else: Identity hospitality. Listening to the story behind the move. Focusing on identity regeneration. Honoring the transition. Welcoming the becoming.

It is a kind of support that people rarely receive, yet deeply need.

Why Flux Forward exists

People lose months in the Netherlands because they arrive without the right kind of guidance to activate their potential in the new context. We help them regain clarity, confidence and community from day one. The biggest challenge is not the job market. It is finding your footing in a new environment. Most internationals lose six to eighteen months before they feel active again. Flux Forward shortens this time.

Moving to the Netherlands should not feel lonely. People deserve a place where they can ask questions without fear and rebuild confidence with others who understand their journey. We help internationals transfer their identity, strengths and experience into the Dutch context so they can contribute faster and feel grounded sooner.

Small circles. Real conversations. People who get it. Flux Forward is where internationals regain clarity and move forward together. If this resonates with your experience, connect with us. You do not need to navigate your transition alone.

With Ben, Futurist, Co-founder & Ecosystem Gardener at The Futures Hub

In the Season 1 finale of Bennu Podcast, the conversation becomes deeply personal.

For the first time, our initiator Ben, futurist and co-founder of The Futures Hub, takes the guest seat.

Guided by host Charline Baker-Friesen, Ben reflects on migration, identity, midlife crisis, and the unpredictable transitions that shaped his journey. From starting over in a new country at 40 to rebuilding identity through language and experience, this episode explores how chaos can become a catalyst for reinvention.

Together, they dive into:

• the emotional reality of beginning again

• how weak ties and serendipity changed everything

• the metaphors guiding their ecosystem (Octopus, Zebra, Starlings, Jazz)

• embracing uncertainty as a path to growth

• a vision for a future-ready European ecosystem

A raw and honest story of transformation, belonging, and becoming.

📌 Hosted by: Charline Baker-Friesen, Marketing & Communications Lead at Flux Forward

📍 Subscribe and listen on Spotify, Apple Podcasts, Castbox, and more.

🎧 Listen now: podcast.bennu.community

Don't forget to share your feedback and spread the word!

Hosted on Acast. See acast.com/privacy for more information.

With Stacya Giverts, Director of Customer Success at Warm Space

In this episode, we sit down with Stacya Giverts, Director of Customer Success at Warm Space — a platform built to help teams create real connection, trust, and psychological safety through simple, powerful daily practices.

Stacya shares her personal journey and the story behind Warm Space, exploring how breathing, listening, and presence can transform not only individuals but entire organizations.

📌 We discuss:

• Why presence and breath are powerful tools for connection and clarity

• How psychological safety can’t be designed — it must be practiced

• Creating spaces where people can show up with their whole selves

• How simple rituals can shift organizational culture from the inside out

🎙 Hosted by Alex — Founder of Ozyntel & Co-founder at Flux Forward

📍 Subscribe and listen on Spotify, Apple Podcasts, Castbox, and more.

🎧 Listen now: podcast.bennu.community

💡 Connect with Stacya Giverts on LinkedIn: https://www.linkedin.com/in/stacya-giverts-34247621b

Don't forget to share your feedback and spread the word!

Hosted on Acast. See acast.com/privacy for more information.

with Diana Enache — Mindset Coach for Career Growth & L&D Consultant

What happens when we stop chasing perfection and start celebrating progress?

In this episode of the Bennu Podcast, we explore the mindset shifts that help high achievers move forward in work and life. From reframing imposter syndrome to embracing mistakes as fuel for growth, we dive into the tools and practices that make learning, resilience, and career change possible.

We explore:

• Why perfectionism holds us back — and how to reframe it into progress.

• Practical ways to “learn how to learn” in a fast-changing world.

• The role of rest, curiosity, and self-talk in preventing burnout.

• How small steps and mindset shifts can transform careers and confidence.

✨ A powerful reminder runs through this conversation: growth doesn’t come from being perfect — it comes from moving step by step, learning along the way.

🎙 Hosted by Majid and Ben — Co-founder at The Futures Hub.

📍 Subscribe and listen on Spotify, Apple Podcasts, Castbox, and more.

🎧 Listen now: podcast.bennu.community

💡 Connect with Diana Enache on LinkedIn: linkedin.com/in/diana-enache-coach

Don't forget to share your feedback and spread the word!

Hosted on Acast. See acast.com/privacy for more information.

with Irene Taroni

Lecturer & Trainer in Intercultural Communication, Leadership, and Facilitation (Hanze University)

What does it mean to belong everywhere and nowhere at the same time?

In this episode of the Bennu Podcast, Irene Taroni shares her journey as a Third Culture Kid and how it shaped her passion for intercultural communication and leadership. She also reflects on the power of empathy, reflection, and stepping out of your comfort zone.

We explore:

• How identity and belonging influence the way we lead and connect.

• Simple practices like reflective journaling and “conversations that matter.”

• Why intercultural sensitivity is a vital skill for future leaders.

• What it takes to create safe spaces for growth across cultures.

✨ Irene leaves us with a powerful question to carry forward: Who am I, and where do I come from?

🎙 Hosted by Ben — Futurist & Ecosystem Gardener at The Futures Hub.

📍 Subscribe and listen on Spotify, Apple Podcasts, Castbox, and more.

🎧 Listen now: podcast.bennu.community

💡 Connect with Irene Taroni on LinkedIn: https://www.linkedin.com/in/irenetaroni

Don't forget to share your feedback and spread the word!

Hosted on Acast. See acast.com/privacy for more information.