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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.

Empowering Future Innovators: The Value of Practice in Learning

January 15, 2025 11:59

Introduction

Sometimes, you come across experiences that remind you why investing in education and development is so impactful.

Recently, I had the opportunity to engage with students at a university in the Arnhem-Nijmegen region, brainstorming ideas for AI training programs tailored to employees of a major municipality. The session was designed as a half-day “pressure cooker,” challenging the students to come up with innovative solutions under tight constraints. And what a burst of energy and creativity they brought to the table! Their ideas were not only inventive but also practical, showcasing a deep understanding of how to apply AI to real-world scenarios.

This experience reinforced a critical lesson: creating opportunities for students to practice and apply their knowledge in realistic settings is essential. Why is this important?

Bridging Theory and Practice.

Academic knowledge forms the foundation, but it’s through hands-on exercises that students truly learn to navigate complexities. In our session, the students tackled real-life challenges, learning to balance innovation with feasibility.

Boosting Confidence.

Giving students the platform to share their ideas and receive constructive feedback helps build their confidence. It’s not just about getting the “right” answers; it’s about learning to articulate, adapt, and refine their thought processes.

Encouraging Collaboration.

Brainstorming in groups cultivates essential teamwork skills. Students learn to listen, contribute, and co-create—skills they’ll carry into their future careers.

Cultivating a Growth Mindset.

The high-energy environment of a pressure cooker session pushes participants to think on their feet and embrace challenges. It’s not about being perfect; it’s about showing progress and resilience. These sessions are not just about the content but also about shaping a mindset—one that’s curious, collaborative, and capable of solving complex problems.

For anyone working with students, creating spaces where they can practice, experiment, and learn in real-time is invaluable. The future depends on how well we prepare these bright minds for the challenges ahead. And based on what I saw, the future looks promising! Let’s continue to foster innovation and creativity, one session at a time. What will you do?

Please read my article, including pictures on my LinkedIn profile using this link.

Why I Joined a Dynamic Network for L&D Professionals

December 9, 2024 07:29

From Orange to Purple: Why I Joined the Learning Alliance

Today, I leave behind my company’s familiar orange colours and step into the vibrant purple of the Learning Alliance. This shift isn’t just about a new look—it’s about embracing a dynamic network that values creativity, collaboration, and meaningful impact over bureaucracy.

As an independent professional, I’ve found the perfect balance here: the freedom to innovate paired with the strength of working alongside top L&D experts. Together, we merge our skills and ideas, co-create pioneering solutions, and focus on delivering results that truly matter to our clients. Teamwork makes the dream work!

For me, this isn’t just a network—it’s a community of peers who inspire and challenge each other to grow. What sets the Learning Alliance apart is its no-nonsense approach: no unnecessary overhead, just craftsmanship and shared purpose.

If you’re an L&D professional looking to connect, collaborate, and innovate, explore what the Learning Alliance has to offer. It might just be the game-changer you’ve been seeking.

Visit our website (only in Dutch) and see how we can make an impact for you together!

How to Keep Less Digitally Skilled People on Board.

December 1, 2024 12:44

Successful Change Management Strategies in a Digital World.

How to Keep Less Digitally Skilled People on Board

All abord. Digital transformation brings opportunities for more efficient work processes, but not everyone feels equally confident about embracing new technologies. Some colleagues may feel hesitant or overwhelmed, especially if they are less digitally skilled. It’s your role as project manager or educator to ensure no one gets left behind. By using practical tools, personalised support, and floor coaches, you can make the transition to digital processes accessible for everyone.

Start with Understanding.

The first step in any change is listening. Ask your colleagues what challenges they face and what they need to feel more confident. Some might need extra time to learn new systems, while others may fear making mistakes. Showing understanding and working together to find solutions builds trust and reduces resistance.

Practical Tools to Ease the Transition.

Support your team with tools that make digital transformation more manageable. Consider introducing:

Step-by-step guides: Clear, easy-to-follow instructions with simple language and visual examples.
Instructional videos: Allow colleagues to learn at their own pace.
FAQs: A quick reference for commonly asked questions, offering immediate answers.
These tools empower employees to practice independently and reduce their uncertainty.

Floor Coaches: Hands-on Support at Work.

One of the most effective ways to support your team is by introducing floor coaches. These are colleagues who are already familiar with the new technologies and are available to assist others. Floor coaches provide:

Personalized guidance: They can address individual concerns and offer on-the-spot help.
Accessible support: Employees can approach them without feeling judged.
Tailored assistance: Coaches can adapt their help to meet the specific needs of the team, such as demonstrating a particular feature.

Floor coaches make the transition smoother and foster trust on the work floor.

Build Confidence Through Practice.

Learning takes time, and not everyone progresses at the same speed. Provide employees with opportunities to practice in a low-pressure environment. Create a test setting where they can explore new systems without fear of making mistakes. Floor coaches can supervise and offer small tips, gradually increasing confidence.

Highlight the Benefits.

Resistance often stems from not understanding the purpose of change. Make sure your team knows why digital transformation is happening and how it benefits them. For instance:

Fewer administrative tasks, freeing up time for more engaging work.
Faster, more efficient processes that reduce workload and stress.

Make it personal: when employees see how the changes make their work easier, they’re more likely to embrace them.

Celebrate Progress.

Every step forward, no matter how small, is worth celebrating. Did someone create their first report in the new system? Acknowledge it. Recognizing progress motivates others to take their own steps and fosters a sense of pride. Floor coaches can play a key role by identifying and highlighting these small successes.

Moving Forward Together.

Digital transformation is not just about implementing new tools but about empowering the people using them. By providing practical tools, floor coaches, and a supportive environment, you ensure everyone can keep up with the changes. Doing so creates a workplace where technology and people grow together.

The Future of Talent Management in a Post-AI World

November 1, 2024 08:29

Introduction

Artificial Intelligence (AI) is transforming industries, and talent management is no exception. As AI technologies become more embedded in human resources (HR), businesses are beginning to rethink how they approach recruitment, performance evaluation, and learning & development (L&D). However, while AI presents numerous opportunities, organisations must balance leveraging technology and preserving the human elements essential to fostering a thriving workforce.

AI-Driven Recruitment: Finding the Right Fit

AI has revolutionized recruitment by automating routine tasks such as resume screening and candidate matching. AI-powered tools like HireVue and Pymetrics analyse not only hard skills but also behavioural traits, enabling companies to assess candidates’ compatibility with the organizational culture. These tools can reduce unconscious biases by focusing on data, rather than human judgment alone. However, this shift has raised concerns about over-reliance on algorithms, potentially overlooking nuanced qualities that make a candidate stand out. For instance, candidates with unconventional career paths may be overlooked by AI systems tuned to find traditional profiles, thereby stifling diversity. To mitigate this risk, HR professionals must use AI as an enhancement, rather than a replacement for human judgment.

AI in Performance Management: Precision but at a Cost?

AI-driven performance management tools can provide precise data analytics to measure productivity, identify skills gaps, and predict employee turnover. Tools like Workday and SuccessFactors use AI to analyse patterns in employee behaviour, offering data-backed insights to managers that can help with more objective performance reviews. While these systems improve efficiency, they can also unintentionally prioritize metrics over meaningful employee engagement. When performance is reduced to numbers and patterns, it can erode trust and alienate employees. Therefore, a key challenge is ensuring that AI tools complement, rather than replace, human interaction in performance evaluations. Managers should combine AI’s data-driven insights with empathetic leadership to maintain motivation and job satisfaction among employees.

L&D and Personalized Learning: Tailored for the Individual

AI is dramatically shifting the L&D landscape by enabling personalized learning paths. Platforms like Coursera and LinkedIn Learning utilize AI algorithms to suggest tailored courses and development plans for employees, making it easier for them to acquire new skills. This personalized approach helps individuals focus on areas where they need the most growth, optimizing their learning experience. However, companies must ensure that the focus on data does not strip away the importance of mentorship and hands-on learning, which remain invaluable for holistic employee development. AI can suggest what to learn but cannot replace the experiential learning that comes from real-world problem-solving and human interaction.

The Human Touch: Balancing AI and Emotional Intelligence

While AI can make talent management more efficient, it cannot replace the emotional intelligence (EQ) required to build strong, engaged teams. Humans are uniquely equipped to understand and respond to the nuances of workplace relationships, empathy, and ethical decision-making—areas where AI still falls short. Leaders in talent management must strike a balance between using AI to improve processes and preserving the human touch that fosters creativity, trust, and engagement. AI should enhance decision-making, not strip it of empathy or individual consideration.

Conclusion: The Future is Hybrid

The future of talent management in a post-AI world will require a hybrid approach that leverages AI’s efficiency while retaining human-centric strategies. Organizations that succeed will be those that embrace AI as a tool to augment human capabilities rather than replace them. By blending AI-driven insights with emotional intelligence, businesses can build high-performing, adaptive, and engaged teams ready to thrive in an increasingly digital world.

References:

HireVue and Pymetrics: Companies leveraging AI in recruitment processes to assess both hard skills and behavioural traits. For more details, see HireVue’s AI capabilities at HireVue and Pymetrics’ approach to AI hiring at Pymetrics.

AI in Performance Management: Tools like Workday and SuccessFactors use data analytics to evaluate employee performance. See Workday’s Insights at Workday and SuccessFactors’ AI integration at SuccessFactors.

How to Build Mindset and Courage Needed to Lead Decisively

September 16, 2024 18:54

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?

August 19, 2024 09:01

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.

Blog

Empowering Future Innovators: The Value of Practice in Learning

Introduction

Bridging Theory and Practice.

Boosting Confidence.

Encouraging Collaboration.

Cultivating a Growth Mindset.

Why I Joined a Dynamic Network for L&D Professionals

From Orange to Purple: Why I Joined the Learning Alliance

How to Keep Less Digitally Skilled People on Board.

Successful Change Management Strategies in a Digital World.

How to Keep Less Digitally Skilled People on Board

Start with Understanding.

Practical Tools to Ease the Transition.

Floor Coaches: Hands-on Support at Work.

Build Confidence Through Practice.

Highlight the Benefits.

Celebrate Progress.

Moving Forward Together.

The Future of Talent Management in a Post-AI World

Introduction

AI-Driven Recruitment: Finding the Right Fit

AI in Performance Management: Precision but at a Cost?

L&D and Personalized Learning: Tailored for the Individual

The Human Touch: Balancing AI and Emotional Intelligence

Conclusion: The Future is Hybrid

References:

How to Build Mindset and Courage Needed to Lead Decisively

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

True Leadership

Need for validation

Jack of all Trades: Good or Bad?

Curiosity: The Real Mastermind

A Rollercoaster of Learning (and Laughs)

The Power of Adaptability

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

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