NextGen's two-year Next Level program
To get the most out of the trainings, the assignments are linked to the NextGen'er's daily practice.
How do you train?
Our Next Level program has two parts: with Green Belt training we develop the hard skills, and through a training program on personal professional development we provide the soft skills.
In the first year of our program you will explore who you are and what you stand for: what values do you have, what are your drives, do you know your resistances and do you know how you come across to others? To get the most out of the trainings, the assignments are linked to the daily practice of the NextGen'er. Together we record learning goals and points of attention in a portfolio, and with that we draw up an action plan.
Our Talent Manager coaches and mentors the NextGen'er in achieving his or her goals. In addition, we evaluate the development of the secondee at least three times a year. We do this together with the client. With feedback from both parties, we then fine-tune the development focus.
What does it benefit the client?
We see that the impact of our trainees within the organization increases a lot. This can be in their current position, but this second year also prepares them for the next step in their career within the company. We pull together with our clients and thus unburden them in the guidance and coaching in the field of talent management. In addition, this extended participation in the Next Level program is also a great way to bind them even better to the organization.
Who do you train and second?
We second higher educated people up to about 35 years old in Supply Chain & Operations environments. And we only engage with people who we are sure are ambitious and driven enough to take on this journey!
Why is the second year important?
We see that after just one year, many NextGen graduates have been able to make great strides, both within the company and in their personal development. Some have developed as supervisors, project leaders or in another position that requires leadership skills. With that comes new challenges, and during the second year of our Next Level program we highlight just that side of personal leadership.
- You have several people to manage
- Your workload becomes larger and more complex
- You want to make more impact
- You have to think more strategically
- You have to deal with different interests
Because issues like these deal with total human potential, we focus on them in the second year. In doing so, we look at the three pillars Top Sport - Science - Business. We look at human potential in all areas. Because precisely when more is asked of you, it is even more important to be aware of your physical fitness, to know what your talents are, to feel what excites you, to realize where your energy leaks are... and how to eliminate them. So in the second year we train how to communicate more effectively and tactically, to think strategically and how to better understand what (political) interests may be at play in the organization.
NextGen's two-year Next Level program
To get the most out of the trainings, the assignments are linked to the NextGen'er's daily practice.
How do you train?
Our Next Level program has two parts: with Green Belt training we develop the hard skills, and through a training program on personal professional development we provide the soft skills.
In the first year of our program you will explore who you are and what you stand for: what values do you have, what are your drives, do you know your resistances and do you know how you come across to others? To get the most out of the trainings, the assignments are linked to the daily practice of the NextGen'er. Together we record learning goals and points of attention in a portfolio, and with that we draw up an action plan.
Our Talent Manager coaches and mentors the NextGen'er in achieving his or her goals. In addition, we evaluate the development of the secondee at least three times a year. We do this together with the client. With feedback from both parties, we then fine-tune the development focus.
What does it benefit the client?
We see that the impact of our trainees within the organization increases a lot. This can be in their current position, but this second year also prepares them for the next step in their career within the company. We pull together with our clients and thus unburden them in the guidance and coaching in the field of talent management. In addition, this extended participation in the Next Level program is also a great way to bind them even better to the organization.
Who do you train and second?
We second higher educated people up to about 35 years old in Supply Chain & Operations environments. And we only engage with people who we are sure are ambitious and driven enough to take on this journey!
Why is the second year important?
We see that after just one year, many NextGen graduates have been able to make great strides, both within the company and in their personal development. Some have developed as supervisors, project leaders or in another position that requires leadership skills. With that comes new challenges, and during the second year of our Next Level program we highlight just that side of personal leadership.
- You have several people to manage
- Your workload becomes larger and more complex
- You want to make more impact
- You have to think more strategically
- You have to deal with different interests
Because issues like these deal with total human potential, we focus on them in the second year. In doing so, we look at the three pillars Top Sport - Science - Business. We look at human potential in all areas. Because precisely when more is asked of you, it is even more important to be aware of your physical fitness, to know what your talents are, to feel what excites you, to realize where your energy leaks are... and how to eliminate them. So in the second year we train how to communicate more effectively and tactically, to think strategically and how to better understand what (political) interests may be at play in the organization.
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