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Matrix-Q Circular Solutions


A new recruiting program for 9+ generations to boost human circularity [ Matrix-Q Akademia ]

Luis Daniel Maldonado Fonken, CEO, R&D Lead, Social Impact Lead

Human circularity starts by perceiving and acknowledging value and reducing waste.

For example: waste of resources, value, skills, knowledge, experience, creativity, wisdom.

Waste of what we can name as: “human potential”, in individuals, collective (cultures, communities and nations) and the use of this value by new and also older generations.

I believe that social impact for entrepreneurs, innovators and leaders is a lifestyle. I do not see that because of aging social impact leaders would stop acting, if they have the space and possibility to engage.

In other words, the pioneers of social impact, the elders of sustainable development, innovation and entrepreneurship, will keep acting as mentors or advisors, investors or leaders.

But probably not all of them will have the possibility to contribute. It is a question or resources and opportunities, business culture and HHRR policy.

At the Matrix-Q Ecosystem we would like to change that mindset and include 9+ generations to boost collaboration, create legacy knowledge and up-level our organization.

The Matrix-Q Akademia welcomes to candidates to circular economy leaders, specialists and associated consultants, innovators and entrepreneurs, to join an in-house work-study program which will give to the attendees the possibility to take over CxO leadership and management positions in the company, as well as to become holders of Matrix-Q Licenses and Certificates. The training program is part of the employment contract and is free of charge. It starts with an internship and trial programs. Also offers after training level completion a variety of compensation modalities, from training units, to wages, convertible bonds, shares (equity), royalties, tokens, and success commissions, and the possibility to earn over 2.600,00 EUR with just 10 hours weekly engagement.

The 9+Generation Program means in this context that there is no age limit to join the Matrix-Q Akademia or our company and ecosystem.

There is also no restriction regarding discipline or professional experience or academic degrees,cultural origin, gender or age. Our vision is that every one needs to learn to think circular and act circular and that for this change to take place globally, for us to achieve 100% circularity for 2050, we need every one involved, learning and sharing what circularity is, and applying circular economy principles in their own industries, professional fields and roles in society.


Why we complicate our lives ? we think we do not. On the contrary, we believe we are saving time. As learned lessons from the past can solve future problems we can not predict today. And new vision from the present can focus on a target, full of energy and creativity, that may solve a problem not perceived or understood correctly in the past but that is already impacting our present.

We believe we are bing consequent to the principles applied by The Matrix-Q Method, as it has been developed thanks to several years of research and study on nature inspired technology and knowledge of ancient cultures and civilizations.

Consider that one of the human-circularity practices ancient civilizations had, was the ability to learn from the past, listen to the wisdom and years of experience of elders and experts. ( Don’t waste knowledge, do not waste experience, don’t waste wisdom, don’t waste time: Listen!!! )

In the council of elders, and leaders, of a tribe or clan, the was the reference for youth and children as role models. When did that attitude of appreciation changed and why ?

Intergenerational relationships are by definition not easy, as individuals learn and change and evolve to appreciate today the words and actions of previous generations that probably 10 years ago we did negatively judge without broad vision, knowledge or experience.

Would we be able to learn how to ? we hope with the 9+ generations program to make it happen.

[ REF: Your older colleagues are an untapped resources for insight and career advice ]


Our 9+ Generation program offers to our recruits the opportunity to join our ecosystem without discrimination based on their age or experience.

The 9+ Generations (age related) : 10+, 20+, 30+, 40+, 50+, 60+, 70+, 80+, 90+

The idea behind is that each “generation-group” will receive space, resources, and responsibilities, that match their experience as well as their need of experience, learning stage and re-learning needs, engagement and endurance capacity, professional development priorities and life (family) priorities.

For example: an 80+ team member may have only 2 hours per day tasks. While a 20+ team member will commit to a 5-9 hours per day tasks. The main idea behind is that every one can contribute if we provide an supportive and safe environment and process for the contribution in which the parties are respected, acknowledge and supported.


In practical terms, each new recruit will be assigned to a track of challenges and tasks that fits their generation-group, but also challenges them with the Matrix-Q Method and innovations, to bridge gaps in their own learning process and life experiences, and that idea apply for the 9+ generations.

Obviously we are generalizing, as we can not tell that a team member in the 40’s will fit a template of values, interests or priorities for their professionals or personal life. So in reality, we do match after assessment the individual with what we call generational traits. Which are meant to change in time along their life journey and learning curve.

Our newly children program makes it for us possible to add one more generation 10+ that will inspire our team members with the vision of the world we would like to create together.


We have implemented a 9+ generations approach for the following reasons:

§. Support the 9+ generations to listen to each other, by providing a story-telling environment in which stories represent knowledge and experience

  • For example, for the 10+ generation, to write their stories knowing “adults” will listen to them.
  • For example, enable legacy workshops for which inter-generational perception, vision and solutions will be shared and encouraged.

§. Provide to each generation challenges and space, conditions that fit their stage of development, values, priorities and professional aims.

  • For example, for the 70+ generation, by setting flexible schedules and work-commitments that fit their ability and capacity to endure the respective work load.
  • For example assign travel tasks also for younger professionals that will profit from world experience beside internet

§. Enable leadership roles and opportunities for the 9+ generations


For every idea, rule or custom, a pattern of thinking or social agreement, there are extremes that need to be avoided.

There is a statement used by scientific research academics on the relevance of learning from the past. “We stand on the shoulders of our elders”.

If we would apply that idea to lineal thinking, the outcome is visible. By standing on the perceptions and knowledge from generations of scientists, engineers, leaders and entrepreneurs that have been misguided by lineal thinking, the outcome is creation of waste, climate change, extinction of millions species, inequalities and a planet out of balance.

In some cases, we have learned that “old’ approaches are not only still valid but a lot more effective. As well that what we today consider important may not be in the future.

There is still a long learning curve for humanity, regarding its ability to perceive value, fail-and-learn and evolve; for which the intergenerational inclusion may be a key. A key that may return to humanity its humanity.



I believe the relation with our elders does not need to be judgmental.

We must also remember that thanks to pioneers of previous generations, structural, social, economic and scientific changes took place. The foundation created for us to arrive to new ideas was created by the efforts and sacrifices, creativity, learning process of our elders.

It is not a wonder that previous generations also needed to endure a learning curve and face rejection or discrimination towards ideas, behavior, preferences or values that in their time were not accepted, were not main stream or were not acknowledge as valid.

These pioneers in some cases had to travel far away from their homes in order to live their vision and values; others invested their life and knowledge into research or entrepreneurial or social work, to demonstrate the validity of their vision, by achievements and success.


For those that endured the barriers of their own time, and managed to find a path among conflict, frustration, scarcity of resources or support networks, and managed to achieve an outcome with an impact, the 10 or 40 years work became their legacy.

Bot those are the few. In my travels, (1996-2016) i have directly exchanged with 9 generations of people, and explored on their vision and journey, and learned many of those that were before me, had made a choice to cherish their own ideas but avoid to engage, as a public figure or represent change through their actions and decisions. But act within the limits of their daily life and produce an outcome for which they can themselves control the conditions necessary to make it happen.


The wish to up-level a quality of living and have access to opportunities for every generation to thrive, despite their age, should be a right. As it does not matter how young or old you are, you should be able to be happy and do what makes you feel happy.

Younger generations in particular, within the context of climate change and circularity, SDG2020, Technology 4.0, social impact, innovation and leadership challenges; are facing an uncertain future.

It is their clarity on the priorities and wishes they have for the world they will need to solve in the future that need to be listened and acknowledged.

Also to realize their perception has not been filled yet with the frustrations and limitations experienced by facing barriers that are tricky to overcome, for which a learning curve, knowledge, experience, wisdom and mindset changes are needed.

But complexity in this case is a “friend”. By understanding the challenges youngest generation experience and how simple is their approach for solving them, we can also accelerate our transition to the future we want.


Little changes are meant for great collective achievements.


The statement above make probably more sense today when we think about a social networks online supporting the 10.000 individuals world wide that share a similar opinions, interests, values or ideas.

Today with internet collective agreement and identity means an “I-like” that endorses it. In the past, without internet, collective achievements were equal to active engagement into social change and many times in human history social change was lead by cultural and government structures change: through revolution, indoctrination, education, cultural movements or war. Peaceful or not, took years and generations to a change to be experience and for the pioneers to create a collective that includes them, appreciates them and supports them.

The richness of the knowledge, ideas, competences, skills, solutions developed by our elders, will never be given to younger generations if there is no one listening and no one telling the stories.



Today we perceive change in a different way(s). There is not only one generation deciding what and how the change is going to be. There are at least 9+ categories of opinions colored by age and stage of life people is in.

We all are witnesses of our world changing and therefor we all can engage into action

Younger generations are more critical and communicative ( they can share their ideas freely, a right that 100 years ago was not to be taken for granted )

I think the challenges younger generations will need to face in the following 100 years makes them be more careful regarding following the approach of their elders or investing the time to listen to them; which may seem not to be aligned with the urgent need to change of thinking and behavior, for the human species as a collective. For many, to start from scratch makes more sense.


As a result, also younger generations today may (as naturally used to be) not listening more to the elders, nor receiving, appreciating or acquiring the knowledge, experience, skills and stories of previous generations. Intergenerational collaboration is very seldom to find, in a natural form.

  • Corporate realizes the value professional experience has, but struggles with disconnected generations.
  • Social impact leaders and entrepreneurs need of the experience of previous generations, but also the freedom and support to execute innovative approaches and solutions.
  • Communities need to listen to elders or their own culture to learn quick from the complexities in the field of execution and achievement, and acquire the wisdom necessary to up-level their action.

We believe that to invest into multigenerational teams make sense, and we hope we have found a way how. With the help of our new team members, we are certain we will achieve a wonderful outcome.


At the Matrix-Q Ecosystem we would like to try a new approach and bring the community together through inter-generational collaboration.

Are you 10+ are you 90+, do you have spare time to engage with us accelerating the transition to circular economy, bridging SDGs gap, engaging into social impact ?