Change management

Results
Together with a number of our clients, we work on broad development programs for the managers and executives within their organizations or respective departments. Before this type of program commences, we hold a series of candid discussions. From the outcome of these discussions, we specify the general learning objectives, formulate the real reason for the desire to change, and set the result criteria. We also determine the assessment criteria for ourselves as a partner in the program: When have we worked well? What would be the determining criteria to consider this program a success? By doing this, we stay focused on results.

Partnership
We immerse ourselves in the organization’s models because these models give an organization direction. We also focus on what would inspire and develop the intrinsic motivation of the individual. This comprehensive and tailored approach leads to excellent results. In our role as trainer, coach and consultant, we stimulate, challenge, support, strengthen, and connect people. We create a platform where people can experience how much they can learn from each other. If you walk alone, you go fast, if you walk together, you go far.

Working and learning
We use the 70-20-10 principle which is the concept that learning while doing is more effective than learning in classroom type settings. We may also use the cascade model with some organizations but let it go when it is no longer needed. We work together to give meaning and value to the implemented change and arrange interventions in small and large groups in varying combinations. Additionally, we draw the link with the direct work environment and connect to existing measures such as Lean, Sustainability, Procedures and Regulations, etc.

A good foundation
In order to reinforce the progress made and support the establishment of a good foundation, we use a virtual learning environment. Individuals can find and exchange their schedules, plan of action, content, goals, and background information. The results of the learning interventions are also placed here. By examining the reports, we can monitor the progress. It also serves the purpose of allowing people to learn from, and with, each other at their convenience.

Young professionals

Working with young talents on their personal development keeps us fit and current. It is a pleasure to support these management trainees in their development goals. We are proud of the results achieved in organizations like ProRail, where we worked closely with the managers and stakeholders to ensure that these young professionals would be ready to sink their teeth into a challenging job at ProRail once the traineeship has finished.

We have also been working on an annual basis with the management trainees at Van Oord. Before the trainees embark on their first international assignment, we work with them on their attitude and behavior. How will they fit in with the old-timers? How will they find their way in the hard-working world of dredging? And how will they succeed in their interactions with the captain and the crew.

Since 2014, we have been working with the trainees at Nedtrain as well. We have designed modules aimed at improving communication, personal effectiveness, presentations and management. We work with Insights and we are determined to help the trainees develop their potential so that they flourish and add value to Nedtrain directly and in the future.

KPMG also requested our participation in an MD program for its managers. These young high potentials are of great importance to the future of KPMG. We are working together with trainers from other agencies on a program that consists of three modules: Leading Self, Leading Others, and Leading Business.

Individual development

For individual development, we offer three options: personal coaching, an intensive 5-day training program, and in-company training.

Personal coaching
Personal coaching is recommended when the issues are specific for the individual. This method works faster and more effectively than group training. Our approach to personal coaching includes:

• An in-depth intake with the coachee ( + Manager) focused on clarifying the goals and making a realistic feasibility assessment.
• A coaching relationship that is finite. Effects will be noticeable within 3-5 meetings.
• The content is determined by the coachee who is, in that respect, responsible for the agenda.
• Reports written by the coachee keeping track of the development.

If the individual’s learning objectives strongly relate to his or her attitude or behavior in a group, then we usually recommend a process-oriented training in which the group dynamics is the central theme. Please see further information about this Dutch program, Ontwikkeling Interpersoonlijke Competenties (Developing Interpersonal Competencies). Click here for the brochure (pdf, in Dutch).

In-company training
In-company training is a training program that the HR department offers to the employees. The employees may register for the program if it coincides with their development goals. Our differentiating approach is that we tailor the materials and exercises to the client and ask participants to bring in their own specific cases. The trainees learn from real situations which makes the training practical and immediately applicable to their daily work activities.

We have been providing in-company training for several years to Cargill, the Amsterdam Municipality, RoyalHaskoningDHV, SNS Bank, and Van Oord.

Examples of training programs include:

• Masterclass Advising
• Getting things done when you’re not in charge
• Impact as Advisor
• Negotiations
• Facilitation
• Value-based selling
• Fundamentals of Management
• Best Practises of Leadership
• Presentation Skills
• Commercial Awareness

Team building

To help build team unity and collaboration, we offer several options: a fully organized and facilitated team outing designed to inspire and connect the team; long-term MT or DT training or advice; and guidance of committees or other temporary teams.

Just the idea that you have to work as a team can sometimes be a hindrance in itself. This is especially true if people don’t feel like they are a team. A lengthy analysis of where this feeling stems from is often unproductive. We consider what the situation is and use that as the starting point to choose a direction. If people need to express something in order to move forward, we ensure there is an opportunity to do so. We concentrate on eight performance indicators for exceptional groups:

• Inspiring goals
• Shared leadership
• Just enough structure
• Full engagement
• Embracing diversity
• Stimulating learning environment
• Meaningful relationships
• Exceptional results