The HRD function should be able to surf the organisation. No wave is the same, anticipation on (un)expected change is key, but the direction is clear as is the flow. My vision is to develop an agile organisation, which starts with the people that shape it. My passion is to inspire people and organisations to improve and explore new learning territories. Facilitate and guide people development, provide guidance to create business excellence through HRD, aiming to create the best development programmes for improving your customer's experience every time again. Based on more than 25 years experience in global organisations with the mission to think global and act local.
HRD strategy
Finding the best possible fit between people development and your business strategy. Many factors determine success, but at all times customer requirements need to be translated into people development requirements that fit the organisation's culture. A strategic fit ensures successful onboarding and continuous people development, recruiting and retaining the right talent, managers and leaders, resulting in authentic and successful leadership at all levels of the organisation.
Finding the best possible fit between people development and your business strategy. Many factors determine success, but at all times customer requirements need to be translated into people development requirements that fit the organisation's culture. A strategic fit ensures successful onboarding and continuous people development, recruiting and retaining the right talent, managers and leaders, resulting in authentic and successful leadership at all levels of the organisation.
Organisational Development & Change
Understanding why things happen the way they do in an organisation often needs a fresh outside-in vision. Helping identify why undesired situations occur, analysing the various social, formal and informal mechanisms in organisations can help address and eventually solve various types of problems. New insights create new doors you can open to the change capabilities of your organisation. Often started with analysing one specific problem, resulted in new fundamental insights how organisations work and can be changed. Its about understanding culture, change impact, personal, stakeholder and departmental/organisational interests, urgency to change, etc. The end result is always a comprehensive change programme, with a clear planning, budget, communication plan, HRD events/programmes, thorough risk analysis and mitigations, and a change organisation to guide the implementation of change and anchor it.
Understanding why things happen the way they do in an organisation often needs a fresh outside-in vision. Helping identify why undesired situations occur, analysing the various social, formal and informal mechanisms in organisations can help address and eventually solve various types of problems. New insights create new doors you can open to the change capabilities of your organisation. Often started with analysing one specific problem, resulted in new fundamental insights how organisations work and can be changed. Its about understanding culture, change impact, personal, stakeholder and departmental/organisational interests, urgency to change, etc. The end result is always a comprehensive change programme, with a clear planning, budget, communication plan, HRD events/programmes, thorough risk analysis and mitigations, and a change organisation to guide the implementation of change and anchor it.
Talent Management (based on Bersin)
Talent management needs an integrated approach in each organisation. Organizational processes designed to attract, manage, develop, motivate and retain key people. These processes include activities such as performance management, career management, succession management, leadership development, learning and capability development, total rewards and talent acquisition. These processes are integrated through a common interface, data platform, workflow, and cross-process reporting and analytics. |
HRD business case and elevator pitch
Building the convincing presentation, selling your ideas, and being prepared to spend the 5 minutes only to sell the project to management and get full attention for your proposal. We are not all killer presenters, but with the right tools and preparation, you can achieve surprisingly more. From boardroom presentations to creative formats on specific subjects. PowerPoints, videos, storyboards, Prezi, but also presentation techniques, speaking with confidence, etc.
Building your business case and develop your elevator pitch that makes the difference.
Building the convincing presentation, selling your ideas, and being prepared to spend the 5 minutes only to sell the project to management and get full attention for your proposal. We are not all killer presenters, but with the right tools and preparation, you can achieve surprisingly more. From boardroom presentations to creative formats on specific subjects. PowerPoints, videos, storyboards, Prezi, but also presentation techniques, speaking with confidence, etc.
Building your business case and develop your elevator pitch that makes the difference.
Learning & Development
Accelerate learning through focus on aims and means. Learning interventions need careful alignment with business strategy and timing is key. Balancing push and pull learning and ensure learning activities and results are tracked and evaluated. Curricula for job functions are only a fundament. Continuous development will retain people, keep them aligned with the organisation. The use of (new) technology provides new opportunities in offering content, in a flexible, cost effective and user controlled way, as well as allowing learning through social media.
Even developing sometimes traditional learning programs, but often blended with e-learning,
m-learning, MOOC's, social learning, augmented reality, gaming, energizers, etc.
Accelerate learning through focus on aims and means. Learning interventions need careful alignment with business strategy and timing is key. Balancing push and pull learning and ensure learning activities and results are tracked and evaluated. Curricula for job functions are only a fundament. Continuous development will retain people, keep them aligned with the organisation. The use of (new) technology provides new opportunities in offering content, in a flexible, cost effective and user controlled way, as well as allowing learning through social media.
Even developing sometimes traditional learning programs, but often blended with e-learning,
m-learning, MOOC's, social learning, augmented reality, gaming, energizers, etc.
Supervisor/Team leader training & Work Instructions
Experience with developing various formats of (visual) work instructions in various functions in organisations. And with the implementation in over 60 countries, including a cascading method involving training local trainers, who train supervisors and team leaders for using work instructions effectively with staff.
Training for first line management in often operational areas includes learning to manage people, daily process and productivity management, basics of lean/6sigma, and always involving a workplace centred approach to ensure a direct fit to the work areas of the trainees. Often combined with (re-)implementing standard procedures, creating process discipline and facilitating proper and effective communication with first line management.
Experience with developing various formats of (visual) work instructions in various functions in organisations. And with the implementation in over 60 countries, including a cascading method involving training local trainers, who train supervisors and team leaders for using work instructions effectively with staff.
Training for first line management in often operational areas includes learning to manage people, daily process and productivity management, basics of lean/6sigma, and always involving a workplace centred approach to ensure a direct fit to the work areas of the trainees. Often combined with (re-)implementing standard procedures, creating process discipline and facilitating proper and effective communication with first line management.
Knowledge Management
Need to capture the tacit knowledge in your organisation? Or need a structural approach to identify, share and ensure best practice is re-used in the best way possible? Tried knowledge management system solutions but not happy with the results?
Through many projects in this area, a number of fundamental insights are developed about why, and why not, people are willing to share their insights, how they prefer to do it and how this can become the driving factor to become more and more a learning organisation. Once you have tapped into the knowledge sharing capabilities of people and the organisation, a positive flow and organisational culture emerges which accelerates people development, makes it available to a wider audience and will result in a significant better customer experiences.
Need to capture the tacit knowledge in your organisation? Or need a structural approach to identify, share and ensure best practice is re-used in the best way possible? Tried knowledge management system solutions but not happy with the results?
Through many projects in this area, a number of fundamental insights are developed about why, and why not, people are willing to share their insights, how they prefer to do it and how this can become the driving factor to become more and more a learning organisation. Once you have tapped into the knowledge sharing capabilities of people and the organisation, a positive flow and organisational culture emerges which accelerates people development, makes it available to a wider audience and will result in a significant better customer experiences.
Personal coaching
Need some personal counselling, revival of tapping into your passion or develop one or more specific competencies in a short time frame? Based on the wide area of personal experience, coaching/mentoring can be provided.
Often the role of sounding board is requested, in combination with one of the expertise areas mentioned on this page, to guide the development and implementation of change in the area of HR, HRD or other business areas.
Need some personal counselling, revival of tapping into your passion or develop one or more specific competencies in a short time frame? Based on the wide area of personal experience, coaching/mentoring can be provided.
Often the role of sounding board is requested, in combination with one of the expertise areas mentioned on this page, to guide the development and implementation of change in the area of HR, HRD or other business areas.