How to develop and excite generation Y and Z
At NextGen, recruitment and talent development go hand in hand. For us, it really starts after the match.
What is the added value of a Talent Manager?
"I often see our NextGen'ers facing the same challenges: how do I keep control of my own function, how am I in communication with my colleagues, how do I ensure that changes are properly secured, how do I deal with resistances? As Talent Manager, I can help translate the theory from the Next Level program into practice.
What's happening at work right now is exactly what you learned there. How are we going to apply that to deal with that resistance? I find that I can really contribute something substantial that way." An example: you encounter resistance from colleagues in your work and you find it difficult to deal with it. As a coach I then say: remember, during the training you talked about change management.
Amanda -
"An Operations or Supply Chain environment is of course one and all change, what happens can never be predicted exactly. And change is difficult, so you have to get it right. NextGen's strength is that we not only train on knowledge and skills, but also provide guidance on soft skills. I think that makes all the difference."
Machiel Hogeterp (Co-founder NextGen) -
"With change, the bottleneck is often changing human behavior. By coaching our NextGen people intensively in this during their Green Belt project, they can really make change processes succeed. This is how we make a difference for our clients."
Even greater returns from the Next Level program
Machiel Hogeterp - "Due to technological developments and digitalization, clients have a great need for talent from Generation Y, the millenials. We notice that this target group needs personal contact and a coach, who helps them bridge the gap between generations in an organization."
Amanda - "It's very complicated to learn new behaviors. It is a matter of long breath to keep it up. After a course or training you are often very enthusiastic, you start doing things differently, but the danger is that it does not stick and you fall back into your old behavior. I think that by using the Talent Manager we get much more return from our training. That everything that is learned is actually applied in practice. I really believe that we are making even more of a difference with this and further increasing the quality of the Next Level program."
How to develop and excite generation Y and Z
At NextGen, recruitment and talent development go hand in hand. For us, it really starts after the match.
What is the added value of a Talent Manager?
"I often see our NextGen'ers facing the same challenges: how do I keep control of my own function, how am I in communication with my colleagues, how do I ensure that changes are properly secured, how do I deal with resistances? As Talent Manager, I can help translate the theory from the Next Level program into practice.
What's happening at work right now is exactly what you learned there. How are we going to apply that to deal with that resistance? I find that I can really contribute something substantial that way." An example: you encounter resistance from colleagues in your work and you find it difficult to deal with it. As a coach I then say: remember, during the training you talked about change management.
Amanda -
"An Operations or Supply Chain environment is of course one and all change, what happens can never be predicted exactly. And change is difficult, so you have to get it right. NextGen's strength is that we not only train on knowledge and skills, but also provide guidance on soft skills. I think that makes all the difference."
Machiel Hogeterp (Co-founder NextGen) -
"With change, the bottleneck is often changing human behavior. By coaching our NextGen people intensively in this during their Green Belt project, they can really make change processes succeed. This is how we make a difference for our clients."
Even greater returns from the Next Level program
Machiel Hogeterp - "Due to technological developments and digitalization, clients have a great need for talent from Generation Y, the millenials. We notice that this target group needs personal contact and a coach, who helps them bridge the gap between generations in an organization."
Amanda - "It's very complicated to learn new behaviors. It is a matter of long breath to keep it up. After a course or training you are often very enthusiastic, you start doing things differently, but the danger is that it does not stick and you fall back into your old behavior. I think that by using the Talent Manager we get much more return from our training. That everything that is learned is actually applied in practice. I really believe that we are making even more of a difference with this and further increasing the quality of the Next Level program."
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