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Jim is a seasoned professional with over 36 years of experience in learning and development. He holds an MBA in Digital Transformation and an MSc in Learning Technology.

How to Build Mindset and Courage Needed to Lead Decisively

september 16, 2024 7:06 pm

Let Bygones Be Bygones – The Courage to Lead Beyond Popularity.

In leadership, holding onto past mistakes or striving to please everyone can block progress and stunt growth. I learned this a long time ago when I was in the military. During my time in Lebanon in 1982, the year Israel invaded, I encountered one of the most tense leadership moments of my life. It was during a curfew, and while we were only a small team of ten, we faced a crowd of several hundred people outside, gathered in a rally. The situation was critical—they needed to go inside immediately to avoid escalating the already volatile environment. The pressure was immense, and there was a strong temptation to back down or compromise to avoid confrontation.

However, I knew that letting the situation get out of hand could have had serious consequences for both the civilians and my team. Instead of yielding to the pressure, I decided to stand firm. We communicated clearly and assertively, staying calm but unwavering in our stance. It was not easy, as emotions were running high on both sides. But through maintaining control, showing conviction, and focusing on the bigger picture—ensuring everyone’s safety—we managed to diffuse the tension.

In the end, the crowd dispersed, and no one was harmed. It was a reminder that leadership sometimes means making tough, unpopular decisions in the face of overwhelming odds for the greater good.

True Leadership

True leadership isn’t about being popular or avoiding tough decisions—it’s about courage, conviction, and focusing on the bigger picture. When leaders let bygones be bygones—whether they’re dealing with their past failures or navigating conflicts within the team—they create the space needed for innovation, decisive action, and long-term success. Let me give you two other examples. Take, for instance, a leader facing pushback on a major organizational change. Rather than dwelling on past attempts that failed or trying to appease those resistant to change, an effective leader stands firm in their vision. They communicate the long-term benefits, provide support for their teams, and make tough decisions to stay the course. It’s not about being liked in the moment—it’s about leading with integrity and moving the organization forward. A decision may not be popular now, but it could be exactly what’s needed to thrive in the future.

Another example comes from leaders who face difficult personnel decisions. A leader may have to move a well-liked employee out of a role where they are underperforming. Though this decision might cause discomfort in the short term and be unpopular with the team, it ultimately serves the best interests of both the individual and the organization. It takes courage to make such choices, but leadership isn’t about maintaining popularity—it’s about steering the ship in the right direction, even when the waves get rough.

For me, leadership development isn’t just about learning new skills. It’s about building the mindset and courage needed to lead decisively, especially when those decisions might not win immediate approval. Great leaders prioritize long-term success over short-term popularity, creating environments where authenticity and growth flourish.

Need for validation

Letting go of the past and the need for validation opens the door to a leadership style that inspires trust, empowers teams, and drives sustainable success. Lead with purpose, stand by your values, and let bygones be bygones. That’s how you unlock the true potential of your team, your organization, and yourself.

Jack of all Trades: Good or Bad?

augustus 19, 2024 9:06 am

Have you ever been called a “jack of all trades”? It’s usually followed by that other line—”master of none”—but I like to stop people before they get there. Why? Because being a jack of all trades is something I’m proud of. And if you’ve ever felt that insatiable curiosity to dive into new skills, industries, or projects, you should be proud of it too.

Curiosity: The Real Mastermind

Let’s get one thing straight: curiosity is my superpower. It pushed me from leading military units in the Middle East to managing digital transformation in big companies. Some might call that a career pivot; I call it following my nose—or perhaps my mind, which tends to wander into fascinating new territories. My journey started in the Royal Dutch Army, where I honed leadership skills that would later translate seamlessly into the corporate world. It was a long way from managing soldiers to managing learning and development programs for global corporations, but the constant? A thirst for learning and improvement. That’s why I completed my MBA at the age of 60.

A Rollercoaster of Learning (and Laughs)

For example, I was tasked with consolidating 12 different Learning Management Systems (LMS) into one for a large bank in The Netherlands. Picture a jigsaw puzzle with a few pieces missing, except those pieces are essential parts of your training infrastructure. We got it done, of course—saved the bank over €25 million—but not without a few chuckles along the way, like when I realized that half of the systems didn’t even talk to each other.

Consider my time at a large international consultancy company, where I was in charge of reducing ‘no-show’ training costs. The solution? Turn the training into a blend of online and in-person learning, making it harder to skip out. The result? We cut costs by 40% and boosted engagement by 23%. Not bad for someone who wasn’t even supposed to be in the learning technology field to begin with!

The Power of Adaptability

In my career, adaptability has been my best friend. Whether I was leading a team of 25 soldiers or implementing a new Talent Management strategy, the ability to pivot and learn on the go has been crucial. When faced with a challenge, my first instinct is to dive in, learn everything about it, and then find a way to make it work.

I ended up spearheading a Digital Industry 4.0 strategy for senior managers and directors at a multi-billion International manufacturing company raising digital awareness from 30% to 76%. The secret? A little bit of tech-savvy, a lot of curiosity, and a willingness to blend the old with the new.

Conclusion: Why Being a Jack of All Trades is a Good Thing

So, what’s wrong with being a jack of all trades? Nothing at all. It’s the reason I’ve been able to contribute to so many exciting projects and help organizations save money, enhance their people skills, and stay ahead of the curve.

The world doesn’t stand still, and neither do I. If there’s something new to learn, I’m all in—because that’s how you keep growing, both personally and professionally. This year I re-focus on Storyline AI and building eLearning’s. So, here’s to all the jacks (and jills) of all trades out there. Keep learning, keep exploring, and don’t let anyone tell you that mastering many skills isn’t something to be proud of. Keep in mind, that I never did it alone, I always had good mentors, managers, directors, peers and colleagues to support me. Without them, I would not be who I am today.

Growing in Your Profession: The Quality of Civil Service Craftsmanship!

juli 16, 2024 2:01 pm

Growing in Your Profession: The quality of Civil Service

Introduction

I currently work on a long-term assignment for a municipality in The Netherlands. In the hectic world of public administration, we face new challenges daily. Being a civil servant in the current era is demanding. The best support to have direction and stability is to ensure that you are and feel competent in your field. It’s about more than just knowledge of rules and procedures. In my view, it revolves around continuously developing skills, broadening perspectives, and the ability to effectively navigate an increasingly complex environment because residents, entrepreneurs, or organisations in Amsterdam expect a lot from us as civil servants.

Expectations of the Citizen

Citizens expect not only efficiency and reliability from civil servants, but also insight, empathy, and problem-solving skills. Your abilities translate for them into, among other things:

Your responsiveness: your ability to quickly and adequately respond to citizens’ questions and needs.
Your transparency: clearly explaining complex processes and decisions made.
Your integrity: consistently acting according to ethical principles, laws, and regulations.
Choices for customization: potentially delivering personalized service within legal frameworks. These are not easy tasks and thus require constant attention through self-reflection on your qualities.

Self-reflection: The Basis of Growth begins with awareness. It’s essential to critically examine your work, not to criticize yourself, but to identify growth opportunities. Ask yourself questions like:

When did I last feel truly proud of my work?
What problem would I like to solve, but don’t know how yet?
Who would I like to brainstorm with about a professional field? These questions are just a starting point. The real challenge lies in taking action based on your answers. Let’s elaborate on each point:

Proud of your work

When you last felt proud of your work, what made that situation special? Was it the skills you used, the impact you made, or the collaboration with others? Identify these elements and consciously seek opportunities to integrate them more often into your work. Perhaps you can initiate a project that combines these aspects, or share your expertise in a working group.

Unsolved problems

Every problem you can’t solve yet is an opportunity to grow. But how do you approach that? Start by mapping out the problem. What knowledge or skills are you missing to tackle it? Then search specifically for resources that can help you. Consider courses, relevant literature, or colleagues with complementary expertise.

Brainstorming with others Identifying people you want to brainstorm with is one thing, but how do you make it concrete? Start by setting up informal conversations. Invite a colleague for coffee and share your interest in their work. Ask questions, listen actively, and share your dilemmas and insights. These conversations can grow into regular exchanges or even formal mentorships.

Strengthening the Connection: The Key to Collective Growth.

Individual growth is important, but the real power lies in collective development. By making connections, you create a network of knowledge and experience that reaches far beyond your capabilities. Here are some ways to put this into practice:

Cross-departmental projects: Actively seek opportunities to collaborate with colleagues from other departments. This not only offers new perspectives but also helps break down silos.
Knowledge exchange sessions: Organize regular meetings where colleagues can share their expertise. These can be formal presentations, but also interactive workshops or brainstorming sessions.
Shadow days: Spend a day with a colleague from another department. This provides insight into other work processes and can lead to surprising innovations in your work.
External networks: Look beyond your organization. Participate in professional conferences, join professional networks, or collaborate with other government institutions or the private sector.

Concrete Steps Towards Growth.

Now that we’ve laid a foundation, it’s time for action. Here are some concrete steps you can take to strengthen your professional competence:

Start small and make a plan setting one goal for the next 3-6 months. Be specific about which skill you want to develop and how you’re going to approach it.
Actively seek a mentor within the organization, or make yourself available as a mentor for colleagues. This exchange of experiences and perspectives is invaluable for professional growth.
Reflection journal: Keep a weekly reflection journal where you note what you’ve learned or still want to learn, what challenges you’ve encountered, and how you’ve addressed them.

Concluding

Civil service craftsmanship is not a final destination, but an ongoing journey. It requires an open mindset, the willingness to learn from others, and the ability to adapt to changing circumstances. By consciously investing in your growth and that of your colleagues, you contribute to a culture of continuous improvement. Our team’s mission is to facilitate, inspire, and motivate colleagues to discover together how to apply craftsmanship in their work. We do this through conversations, training, and actively seeking connections.

Emotional Intelligence in the Classroom: Enhancing Student-Teacher Relationships

mei 20, 2024 8:26 am

Emotional Intelligence inthe Classroom: Enhancing Student-Teacher Relationships

Emotional intelligence (EQ) is increasingly recognized as a crucial skill in both education and business. EQ is crucial in both personal and professional contexts and is often considered as important, if not more so, than IQ (intelligence quotient) for success. As a teacher/facilitator, I have seen firsthand how developing EQ in both students and educators can significantly enhance interactions, creating a more positive and effective learning environment. This article explores how EQ can improve student-teacher relationships and offers practical insights from my own experiences. In the last paragraph, I have added more detail on the business context referring to leadership skills, communication, stress management and conflict resolution.

Understanding Emotional Intelligence

Emotional intelligence, as defined by psychologist Daniel Goleman, encompasses self-awareness, self-regulation, motivation, empathy, and social skills. These competencies enable individuals to understand and manage their own emotions, as well as recognise and influence the feelings of others. These skills can transform the dynamics between students and teachers in a classroom setting. Self-awareness and self-regulation are foundational aspects of emotional intelligence. By fostering these skills, teachers can create a classroom atmosphere that promotes mutual respect and understanding. For instance, I have implemented regular reflective exercises, encouraging students to find and articulate their emotions. This practice not only helps students understand their feelings but also teaches them to regulate their emotional responses effectively.

Empathy and Understanding in the Classroom

Empathy, the ability to understand and share the feelings of others, is vital for building strong student-teacher relationships. Demonstrating empathy involves active listening and showing genuine concern for students’ well-being. I recall a situation where a student was consistently disruptive. Instead of reprimanding him, I took the time to understand his behaviour. It turned out he was facing challenges at home. By empathizing and providing support, we were able to develop a more constructive relationship, and his behaviour improved significantly. Developing social skills is another critical part of emotional intelligence. Encouraging collaborative projects and group activities can enhance these skills among students. In my classrooms, I use group discussions and peer-review sessions to promote communication and teamwork. These activities not only help students develop social skills but also foster a sense of community and belonging.

Real-Life Experiences: The Impact of Emotional Intelligence

Incorporating EQ into teaching practices has yielded remarkable results. For example, one of my students struggled with anxiety, which affected her class participation. By applying empathy and creating a supportive environment, I helped her feel more comfortable and confident. Over time, her participation increased, and she became more engaged in her studies. Another instance involved a student who often felt excluded. By facilitating activities that needed teamwork and emphasizing the importance of inclusivity, I observed a positive shift in his behaviour. He began to form friendships and actively contribute to group projects.

Creating a Positive Learning Environment

Developing EQ in the classroom is essential for enhancing student-teacher relationships. By fostering self-awareness, empathy, and social skills, teachers can create a more positive and effective learning environment. My experiences have shown that when students feel understood and supported, they are more likely to engage and succeed academically.
By integrating EQ into your teaching practices, we can nurture not only knowledgeable but also emotionally intelligent and empathetic individuals, ready to thrive in all aspects of life.

Additional Business Context: Applying EQ in Management

EQ is not only transformative in educational settings but also crucial in business environments, especially for managers and team leaders. Here are listed the principles of EQ can enhance leadership and team dynamics:

Improved Leadership Skills: Managers with high EQ can lead more effectively by understanding their team members’ emotions and motivations. This understanding helps in making informed decisions that consider the well-being of the team, leading to higher morale and productivity.
Enhanced Communication: Just as in the classroom, empathy and active listening are vital in the workplace. Managers who practice these skills can better address employee concerns, foster open communication, and build stronger relationships, which are essential for a collaborative and innovative work environment.
Conflict Resolution: EQ equips managers with the skills to manage conflicts constructively. By recognizing and addressing the underlying emotional issues, managers can resolve disputes more effectively and keep a harmonious workplace.
Employee Development and Retention: Managers who understand and support their employees’ emotional needs can create a positive work environment that encourages growth and loyalty. This support can lead to higher job satisfaction and lower turnover rates.
Stress Management: Just as teachers use EQ to manage classroom stress, managers can use these skills to create a supportive environment that mitigates workplace stress. By promoting a healthy work-life balance and recognizing the signs of burnout, managers can keep a productive and healthy team.

By incorporating EQ into management practices, business leaders can enhance their effectiveness, foster a positive organizational culture, and drive success through empowered and engaged teams.

Resources:

Bradberry, T., & Greaves, J. (2009). Emotional Intelligence 2.0. TalentSmart.

Cornwall, M. (2012). Go Suck a Lemon: Strategies for Improving Your Emotional Intelligence. Large Print.

Goleman, D. (2007). Emotional Intelligence (10th ed.). Bantam Books.

Rumi’s Timeless Wisdom: Transforming Leadership in the Modern Era.

maart 18, 2024 8:14 pm

We can learn so much from the past.

Rumi, the 13th-century Persian poet, theologian, and Sufi mystic, has left an indelible mark on the world with his profound and captivating poetry. Born in 1207 in present-day Afghanistan, Jalal ad-Din Muhammad Rumi lived in a period of immense social and political turmoil but managed to transcend the confines of his era through the universal themes of love, unity, and spiritual quest in his works. His contribution to literature and spirituality is vast, with works like the “Masnavi,” “Diwan-e Shams-e Tabrizi,” and “Fihi Ma Fihi,” which continue to inspire and enchant readers and scholars across the globe.

The Relevance of Rumi’s Works to Leadership.

Rumi’s poetry and prose have been subjects of countless interpretations, finding relevance in fields as diverse as psychology, theology, and even leadership studies. His writings, though deeply rooted in the mystic Sufi tradition, offer timeless insights into human nature, ethics, and the quest for meaning, aspects that are crucial to effective leadership even today.

Leadership through Self-awareness and Emotional Intelligence.

One of the core themes in Rumi’s work is the importance of self-awareness and introspection. He believed in the idea that understanding oneself is the first step towards understanding the universe. This concept aligns with modern leadership theories that emphasize emotional intelligence. Emotional intelligence, the ability to be aware of, control, and express one’s emotions, and to handle interpersonal relationships judiciously and empathetically, is now considered a cornerstone of effective leadership. Rumi’s emphasis on knowing oneself mirrors the contemporary understanding that leaders must have a deep awareness of their emotions, strengths, weaknesses, and values to lead others effectively.

Ethical Leadership and Empathy.

Rumi’s poetry is replete with calls for love, kindness, and compassion towards all beings. His view that love is the most potent force in the universe speaks volumes about his approach to leadership—leading with empathy. In today’s context, ethical leadership, which encompasses fairness, empathy, and respect towards others, reflects Rumi’s teachings. His belief in seeing beyond the superficial differences that divide people and in the importance of empathy in leadership remains relevant, encouraging leaders to foster a culture of understanding and respect.

Transformational Leadership and Vision.

Rumi’s works often speak of the journey of the soul towards enlightenment, symbolizing the transformative journey that leaders and their followers can embark on. He believed in the power of personal transformation and growth, ideas that resonate with the modern concept of transformational leadership. This leadership style is characterized by the ability to inspire and motivate followers to achieve extraordinary outcomes and to foster an environment of trust, engagement, and innovation. Rumi’s emphasis on vision, inspiration, and the capacity to effect change aligns with the principles of transformational leadership.

The Power of Storytelling.

Rumi was a master storyteller, using stories and parables to convey complex spiritual and moral lessons. The use of storytelling as a tool for inspiration and instruction is highly relevant in modern leadership. Effective leaders today recognize the power of storytelling to connect with others, to share knowledge and values, and to inspire action. Rumi’s skillful use of narratives to impart wisdom underscores the timeless effectiveness of storytelling in leadership.

Conclusion

Though centuries have passed since Rumi penned his last verse, his teachings continue to offer valuable insights into the human condition and the essence of leadership. His works encourage a leadership style that is emotionally intelligent, ethical, transformational, and communicative through the art of storytelling. In a world that is increasingly complex and interconnected, Rumi’s poetry and prose serve as a beacon for leaders seeking to navigate the challenges of the modern era with wisdom, compassion, and integrity. The legacy of Rumi’s thought on leadership is a testament to the enduring relevance of his teachings, proving that wisdom is indeed timeless.

This year there is a Rumi exhibition in Nijmegen which can be visited during the periods:
• Friday March 29 to Tuesday May 21
• Saturday July 6 to Sunday September 15
• Saturday October 19 to Sunday November 3

See the website Rumi – the mystical poet – Museum Park Orientalis

Strategies for Measuring Return on Investment

maart 8, 2024 10:34 am

Integrating Classic & Cutting-Edge Strategies for Measuring Digital Learning ROI

In the digital age, the landscape of the workplace is constantly evolving, necessitating a shift in how organizations approach learning and development (L&D) to remain competitive. The introduction of new technologies and methodologies in L&D has underscored the importance of not only implementing effective programs but also measuring their impact accurately. This challenge brings into focus the necessity of calculating the return on investment (ROI) of L&D initiatives, integrating both traditional evaluation models like those of Kirkpatrick and Phillips, with modern digital analytics, to provide a comprehensive assessment of learning effectiveness and its impact on organizational performance.

The Challenge of Measuring ROI in L&D

Quantifying the ROI of L&D initiatives in the digital era presents multifaceted challenges. Digital transformation has enriched the L&D environment with innovative tools and methodologies, from online learning platforms to virtual reality training, significantly enhancing the learning experience. However, the digital age also demands a more nuanced approach to evaluating these initiatives, as traditional metrics may not fully capture the breadth of digital learning’s impact.

Traditional Evaluation Models: Kirkpatrick and Phillips

Before diving into the intricacies of measuring ROI in the digital context, it is crucial to understand the foundational frameworks that have historically guided the evaluation of L&D programs: the Kirkpatrick Model and the Phillips ROI Methodology.

The Kirkpatrick Model is a widely recognized framework for evaluating the effectiveness of training programs, comprising four levels:

Reaction: The initial response of participants to the training.
Learning: The extent to which participants have acquired the intended knowledge, skills, and attitudes.
Behaviour: The application of learning to the workplace, resulting in observable changes in behaviour.
Results: The ultimate impact of the training on organizational goals.

The Phillips ROI Methodology builds on the Kirkpatrick Model by adding a fifth level: ROI: Calculating the financial return on investment by comparing the monetary benefits of the training to its costs. The ROI formula is:

Both models have served as the cornerstone for evaluating L&D programs, providing a structured approach to assess training effectiveness from initial reactions to financial returns.

Integrating Traditional Models with Modern Analytics

In the digital age, the principles of these traditional models remain relevant, but their application requires adaptation to align with the capabilities and complexities of digital learning environments. Organizations are now tasked with merging these foundational evaluation strategies with advanced analytics and digital metrics to create a more holistic approach to measuring L&D ROI.

Enhancing Kirkpatrick’s Levels with Digital Insights: Digital platforms offer new ways to measure reaction and learning through real-time feedback mechanisms, engagement metrics, and digital assessments. Similarly, the behaviour change and results can now be tracked using performance data analytics, allowing organizations to draw more direct correlations between training programs and business outcomes.
Applying the Phillips ROI Methodology in a Digital Context: Calculating ROI in the digital era involves leveraging data analytics to quantify the financial benefits of digital L&D initiatives. This includes advanced metrics such as productivity gains, reduced time to competency, and the impact of learning on innovation and digital transformation efforts.
Combining Qualitative and Quantitative Data: Integrating traditional models with digital analytics involves balancing qualitative insights, such as learner feedback and behavioural observations, with quantitative data, including completion rates, assessment scores, and business performance indicators. This dual approach ensures a comprehensive understanding of L&D effectiveness.
Continuous Improvement through Data: The digital age enables an iterative approach to L&D, where data from both traditional and modern evaluation methods can inform continuous improvements to training programs. This dynamic feedback loop enhances the alignment of L&D initiatives with evolving business objectives and workforce needs.

Best Practices for Maximizing L&D ROI

To effectively measure and maximize the ROI of L&D initiatives in the digital age, organizations should consider the following best practices:

Align L&D Objectives with Business Goals: Ensure that learning initiatives are designed with clear business objectives in mind, facilitating easier measurement of their impact.
Leverage Technology for Data Collection and Analysis: Utilize digital tools and platforms to collect and analyse data across all levels of the Kirkpatrick Model and the Phillips ROI Methodology.
Foster a Culture of Continuous Learning: Encourage ongoing learning and adaptation, supported by data-driven insights, to cultivate an agile and skilled workforce.
Engage Stakeholders in the Evaluation Process: Collaborate with leaders, managers, and learners to gather a holistic view of L&D effectiveness and its contribution to organizational success.

In conclusion, measuring the ROI of L&D in the digital age requires a sophisticated blend of traditional evaluation models and modern analytics. By integrating the structured approaches of Kirkpatrick and Phillips with the capabilities of digital technologies, organizations can gain a deeper understanding of the effectiveness of their L&D initiatives. This comprehensive approach not only illuminates the impact of learning on organizational performance but also drives continuous improvement and adaptation in an ever-changing digital landscape.