and talent development
fresh, energetic fuel
for the future
An atmosphere has been created that made me dare to expose myself more. This gives me the feeling that I got the most out of the sessions
- participant young professional program NS
What we often hear...
We see a returning pattern and challenges for the organization and the young talents.
The central questions are often: how do you utilize and develop the potential and innovative power of young talents? How do you make the open-mindedness of young talents work for the other talents and the organization?
The challenge that every young talent faces is; to what level do I keep my own color and open-mindedness? And to what extent do I want to adapt to the "standard" of the organization?
Young talents have the ability to take a fresh look at their new workplace and to approach the blind spots and hobby-horses with open-mindedness. The downside is that after a number of disappointing experiences, they trade their open-mindedness for adaptation to the status quo - or the talents decide to leave the organization. In either case, the organization and talent lose.
We believe that there is a way in which there can be both respects for the existing and retention of individuality and open-mindedness.
When it comes to the development of young talents, the mind is a step ahead. The development of young people through their education has mainly focused on the mind, the cognitive side. Development by ratio gave them a reward, often in numbers or more binary in passing / failing an exam. Often personal development has received less attention. The tendency of talents is to solve it through the axis of the content in the first steps in their work.
Inviting talents to see the value of both the main and body side is an important key to being more successful. This starts very close to home, mainly getting to know themselves better and on a different level. That is exciting and fun at the same time. By inviting them in the right way, both discomfort and curiosity come into play.
Every organization that wants to involve their young talents to develop themselves.
Our Droomfabriek approach
We believe that (young) talents are vital for organizations. They represent a unique, fresh, and innovative view of existing problems and challenges. It gives a lot of energy, for both the (young) talents and the more established part of the organization, if this potential is used.
We understand the perception of these talents, of this generation. What drives them? How do they view themselves and the organization? What do they expect from their managers?
After years of experience at various organizations including NS, BAM, Achmea, Verkade, and Rabobank, we now have a clear picture of the issues of these (young) talents within larger organizations.
“Our programs are about personal development and to actually DO something with this talent and potential within the organization. That is the strength of De Droomfabriek. By actually doing, a development process is initiated, in which the participant is challenged to realize what he/she finds important in the organization. Deploying talent, learning to understand the organizational context, involving colleagues, dealing with resistance, perseverance, etc. These are the relevant aspects of learning for us. And this creates talents who, based on their own faith, stand for what they find important, while they are connected to the organization (goals). These people become wildly attractive, their energy becomes "contagious" in a positive way; especially in their deeds.
We work from the following four principles
working from desire: matching the ambition and motivation of the talents
pragmatic: insights and practical models that create awareness of existing problems and challenges
working with tension: when it gets exciting, it becomes interesting and is there is a chance of an actual breakthrough.
experiential learning: we learn by experience, by using more than just our head and talking about it. Our approach and learning methods are aimed at creating experiences. Our approach and learning methods are aimed at loosening feelings/emotions and making them part of the exchange and conversation.
When developing the design of the trainee or young professional program, our starting point is that the personal leadership part greatly enhances the functioning of the talents. Personal leadership has the power to act as a multiplier.