This means that it is vital for organisations to incorporate different ways of learning that appeal to each one of us. What does a learning process typically look like. The American educational theorist David Kolb developed a model in the 1970s which reflects the different stages of a learning curve. The Experiential Learning Model (ELM) consists of the following cycle:

1. learning by concrete experience – with an open and curious mind
2. reflection on that experience – looking at it from different view points
3. formation of an abstract concept – how does the experience relate to previous experiences?
4. experimenting – go ahead and try it out

The learning process can start with any of the 4 above mentioned steps, though typically it starts with the 1st step; a concrete experience. That is why learning by actually doing works so well. Most organisations acknowledge this. This results in different ways in which training courses and learning are offered, such as online tools, interactive trainings and work shadowing.

When designing a training and development program, attention is paid to hiring external experts and trainers. But how about the knowledge that is already available within your organisation? Each one of your staff members has a wealth of experience, professional expertise and knowledge to share. I think this rich source should be integrated into any development program.

The key to this integrated style of learning is networking and collaboration. For further inspiration take a look at the video below about the ‘Date to share’ program that was designed by British Telecom to tap into this wealth of information and make it available within the organisation.

This article is written by Via Career Coaching. Via creates career development for employers and professionals with international focus. Via Career Coaching is based in Utrecht, the Netherlands and offers solution-focused career coaching programs, interim recruitment solutions and interactive career trainings. More info? Just get in touch, I look forward to hearing from you.

It’s a dynamic processs. There’s constant communication between your conscious and subconscious. You observe and talk. Just letting it go for a moment. Taking your time.

The most fascinating part is this. I think I know what I’m thinking but most of my thinking I do subconsciously. Only at the end there is a thought or insight. I try to analyse it. Because sometimes I am not sure where it has come from. It seems to appear from nowhere. This process has been described by several authors such as Ab Dijksterhuis and also Malcolm Gladwell in ‘Blink’.

This is what the process of deciding looks like for me:

Practical daily decisions, such as which jam to put on your bread are fine to make with your rational mind.

Making career choices, however, tend to have a more complex nature. It is good to realise that your subconscious mind plays a big role. I recommend the following:

• take time for making career choices
• write on a piece of paper what you find important in life – how do your choices fit in?
• observe how you generally make decisions in life
• hire a career coach for more clarity and tools for making decisions
• no choice is also a choice. Maybe the time is not right yet.
• build up trust in yourself, others and the universe

Are you sometimes lost on what to think about this mishmash of thoughts in your mind? No worries. Your subconscious is continuously working on ordering them for you.

I am keen to hear your experiences with taking decisions in your  (international) career. Or that of the staff within your organisation. What works and what doesn’t? I look forward to hearing from you.

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This article is written by Via Career Coaching in the Netherlands. Via creates career development for people and organisations with an international focus and fits well into a policy of talent management. Feel free to get in touch to set up a personal meeting.

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‘Employers underestimate the need of their staff for career advice.

A career coaching program stimulates your employees to make conscious and well considered career choices for now and the near future. Good career advice thus contributes to the engagement of your staff within your organisation.

Additionally, career coaching fits well into a policy of sustainable employability. Sustainable employability flourishes in a climate of trust and self guidance. When you as an employer give ownership to your staff, you create space for people to do what they’re good at. This shapes motivated and productive employees and a positive working climate.

In contrast to what is often believed, hiring a career advisor does not automatically cause staff to leave your organisation. A career coaching program often offers the first stimulus for an employee to search within his or her current employer for more responsibility or another project. This is backed up by research by Marijke Verbruggen at Leuven University in Belgium. Since 2005 every worker in Flanders is eligible for external career coaching, which is being paid for by the Flemish government.

In the Netherlands there are already many employers that hire a career consultant proactively, for instance when a career scan is included in a CAO (Collective Bargaining Agreement). However, this is not the case with all employers. That is why NOLOC suggests that employers reserve a career budget, similarly to training budgets.

Via Career Coaching works with employers and employees with international focus at creating career development and fulfillment. Via is based in the Netherlands and offers solution-focused career coaching programs, interim HR services and interactive career trainings. More info? I look forward to hearing from you.

The good news is; there is a solution.

I am keen to share with you the solution-focused approach for which I have followed a training course at the end of 2011 at Solutions Centre in Utrecht. Looking back, the foundations of the solution-focused approach fit me so well that I had already integrated some of it in the work I was doing.

A solution-focused way of working (also called Solution-Focused Brief therapy, SFBT) takes the desired future situation as a starting point. The goal of asking questions is to empower people to find suitable steps towards a desired future situation.

The model was developed by Steve de Shazer and Insoo Kim Berg in the 1970/80s, rebelling against the psychotherapy at a time where the therapist acted as an expert and would decide what was best for the client.

I am keen to share some foundations of the solution-focused approach which I have adopted in my way of working with Via Career Coaching.

Asking questions instead of telling what to do

This is a vital part of the solution-focused approach. It is based on the realisation that you are the expert of your own development. You have wisdom about the steps that are best to take but you may not know which ones they are yet. Our conversations are aimed at bringing that knowledge to the surface. I work with you by listening, clarifying the current situation and exploring your desired future situation.

Doing what works

There may be moments when a dilemma or problem does not occur. Looking at these moments may give us hints of the direction in which the solution may lie.

Change is constant

The solution-focused approach is inspired by Buddhism and believes that change is a continuous process. Some changes in ourselves and the world around us are visible and others less so. By focusing our attention on positive changes we can see them more clearly.

The solution is not always related to the dilemma

This statement may come as a surprise as our minds are often focussed on cause and effect relationships.  This is not always the case and I have experienced this a number of times! When the client takes the courageous step of doing something differently, we sometimes find solutions we would have never been able to come up with in advance…

Via Career Coaching works in a solution-focused way

..at creating career development and fulfillment. Via offers career coaching programs, interim HR services and career trainings. Have you become curious? Just get in touch for more info.

For one reason or the other reading it touched me. Because what I read was so contradictory with what I saw around me. And I wanted to stand still, read it again and let it sink in. But I couldn’t. Because the train was waiting.

In the train I remembered it again. And I felt what I had read. The gift of the moment. The privilege to experience that. But also the word play with ‘present’. That made it sound pleasantly lighthearted.

It’s nice to draw a parallel with developing your career. Or other moments that you’re striving for your goal. It is good to set yourself goals. But how do you experience the time in between? Does that feel like a rush? What would it bring you if you open up to the moments in between?

I think my clients may recognise this. You set yourself the goal of a next career step. You’re prepared to do anything to reach that objective. Because when you’ll arrive… – well, you have positive expectations that things will become better!

So it is about the objective. But more than that. I see it is very much about movement. About the guts to take the first step. And the courage to take another one. And another.

As you set the first step you open up. You say; I want something different! And what that different thing looks like – well, we talk about that. But knowing for sure beforehand what it is going to look like is impossible.

That is why we look at the steps you can take in between. And yes, we keep your ultimate goal in sight. But we do not hold on to it rigidly.

My experience is that when my client adopts an open approach, looking for positive change, then sometimes the universe helps out a bit. Things happen that we could have never envisioned before.

Because maybe you’ll meet something on your way. Or someone. You didn’t expect it at all. You wouldn’t have been able to think it up before. It just happens. And in hindsight you think – glad it did! Because this new job or project suits you wonderfully well.

Are you looking for development in the career of  your staff members or your own? Via Career Coaching offers solution focused career coaching programs, interactive career trainings and flexible HR services. Curious? Just get in touch with Via Career Coaching.

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There are many ways to write your CV as a convincing document. In this article I am keen to focus on your LinkedIn profile, which is increasingly replacing the traditional CV. Before you have had a moment to adapt your CV to the next job application, a recruiter may have already scanned through your details on LinkedIn.

I think the great aspect of your LinkedIn profile in comparison with a standard CV is that it can constantly work 24/7 for you. LinkedIn is a big database filled with professionals that is increasingly being used by recruiters and other searchers. Imagine that you’re being found by your future employer while you enjoy an extra hour of sleep!

Let’s look at ways of sharpening your LinkedIn profile.

What are you looking for and who can support you finding it?
Before you start cracking with creating your LinkedIn profile it is important to have a plan. What is your goal and who can support you in achieving it?

These are essential questions and yet answering them can be challenging. If you’re not entirely sure what you’re looking for, then start by describing it. For instance ‘I am looking for a job in which I can bring new products to market.’

Who can help you in your search? Are these HR people, former study friends or colleagues, or do you see the need to expand your network into another direction? Answer this question for yourself so you can tailor your profile in such a way that it becomes attractive to your potential network.

Another option is to meet with a specialised career coach who can support you in identifying your goals and setting up a plan of action.

Bring focus into your profile
To start off I would like to clear up a misconception: your LinkedIn profile should give a focused and relevant picture of your experiences. This does not mean that you need to mention everything you’ve ever done! It speaks for itself, yet I have seen many profiles and CVs full of non relevant information.

It’s good to keep in mind that a recruiter or other searcher will spend less than half a minute scanning your profile. So keep it to the point.

With everything you’re writing down you can ask yourself: ‘why is this relevant for my buyer (potential employer or client) to know?’ If it is relevant make clear why this is the case. And if you cannot answer the questions, then leave it out.

Give a glimpse of what you offer
A LinkedIn profile, as opposed to a traditional CV, is about what you can offer rather than what you have done. I find this one of the main advantages. After all you are much more than just a list of job titles and experiences. There are many ways to share your offer with others.

Just start off by filling out your summary at the top of your profile. This is the perfect place to give a glimpse of what your buyer can expect once he or she starts working with you. To fill out this summary it is important to have a good insight into your added value.

Your next step is to choose a catchy headline – this is the tag line next to your name. On top of this there are lots of other fields to fill in such as your specialties and skills.

LinkedIn offers the ideal place to unite all your professional online presence. In order to do this all sorts of widgets are available, for instance to share your blog articles. Or why not upload a presentation via slideshare which illustrates your knowledge and expertise? Just have a go and experiment!

Ask for recommendations
For a down to earth person it can feel a somewhat ‘over the top’ to ask recommendations from others. Nevertheless, I wholeheartedly invite you to start doing this! It makes your profile much more convincing if your offer is being supported by the opinion of others who have worked with you. LinkedIn profiles which include recommendations can be more easily found. So just get the ball rolling with asking people to endorse you.

But what do you or your organisation believe in? What is your goal? Your purpose?

People & organisations that have conviction have thought about this. Know what they stand for. And by sharing it with the rest of the world, they create innovation. Watch this video ‘How great leaders inspire action’ by Simon Sinek for further inspiration.

For me it has been a good time to reflect on the last few months. I am pleased to give you an update on the projects that Via has worked on with enthusiasm and drive. Are you curious to find out how Via can support you or your organisation on creating more work engagement? Please feel free to get in touch.

Career coaching conversations for individual clients
It is good to see that more people, who experience a crossroads in their career, find their way to Via. In a career check of 2 to 6 solution focused conversations, Via works with them on clarifying their next career step.

Career and Personal Development for Nyenrode Business University
Nyenrode has asked Via to conduct individual career conversations and CV coaching with Msc and international MBA candidates. Additionally Via has delivered input in shaping Nyenrode’s career development program and annual Nyenrode Career Event.

Giving career trainings ‘Make your interview and CV work’ and ‘Network yourself for success’
For Huygens Talent Circle and Nyenrode Via has given career workshops. Via invited the participants to hold themselves a mirror and find ways of shaping their next career step.

Creating work engagement within organisations
Via thinks along with organisations on how they can work on creating more work engagement. One tool that Via uses is an interactive workshop in which participants are triggered to take their career into their own hands. Another possibility is that Via is hired for facilitating a World Cafe, generating fresh ideas around organising work.

And… Via entered the world of Twitter
Yes, it take some getting used to. But finally Via is on Twitter! And is enjoying it too! At the very beginning I found myself starting to think in Tweets, but that period (luckily) has passed. Via twitters about….developments at the Dutch labour market, career trends, general thoughts about dilemma’s in life and more. Are you curious? I look forward to seeing you!

Just before summer, when many of us are about to leave to wonderful holiday destinations in search of happiness, I am keen to explore this further.

I wonder how work contributes to finding happiness? Yes, we work to make money, but surely there are other reasons too?  Below I discuss five factors that I  – and various experts -  believe play a role in finding happiness for your staff or yourself.

Find a goal
Working shapes our sense of finding our purpose in life. I recently watched a documentary about some of the oldest people in the world who live in Japan. One of elements that struck me was that they were all working until a very high age. One person was running a small shop and the other worked in the fields. Their working pace was not high. But working provided them with a purpose and a reason to get up for in the morning.

It is motivating and inspiring to set realistic goals for yourself and others.

Find a purpose
Do you feel your work bears purpose and meaning? It is good to be aware that we can find a sense of purpose in various roles in life. Roles such as as parenting, volunteering or supporting a dear friend can bring about an enormous sense of fulfilment. If you have trouble finding meaning in your paid work then invite yourself to look for meaning in other roles.

Questions you can ask yourself are: ‘how do others benefit from what I do?’ and ‘how can I place my work into a bigger perspective?’ A personal or professional crisis, such as a thirties dilemma, frequently bring about life purpose questions.

How does it fit with your values?
Does your job or employer fit in with your beliefs and what you find important in life? In one of my workshops I met a participant who worked at the claims department of an insurer. His manager gave him the task to try and pay out as few claims as possible. With many clients he had discussions trying to convince them to not hand in their claim. This employee found himself confronted by his own values. His job profile did not match with how he wanted to live his life.

Look at your staff members, are they still in a role that fits them? Discuss your observations with them. Check regularly whether your job and employer fit with who you are and what you stand for.

Connect with others
For many of us work forms a big part of our social life. People that experience high levels of happiness invest in maintaining their social contacts. On average we have about 2 to 3 people whom we consider to be our ‘close’ friends. But most of us have many other social relations – for instance socialising with colleagues at the coffee machine, meeting clients or talking to suppliers on the phone – which all give us the opportunity to exchange and connect.

Facilitate contacts between others. Invest in the relationships with people around you.

Become who you really are
Who are you really? Many people use techniques of meditation or yoga to connect with their inner self. If this sounds a little too spiritual for you, then take a look at the Maslow hierachy of needs model. Maslow indicates that in the top of the pyramid is our wish for self actualisation. If all our other needs have been fulfilled, such as finding safety and esteem, many of us start looking for ways to develop and reach our potential. Work can play an important role in this growth process.

How can you facilitate your staff fulfilling their potential? How can you develop yourself in such a way that work gradually starts fitting with who you are?

I am Via – pleased to meet you
Via works for organisations and individuals on creating work engagement, offering career coaching, interim HR and career training. Are you curious to find out more? Feel free to get in touch to set up a ‘get to know each other’ meeting.

Someone who feels committed to their role and their employer possesses a high sense of ownership and offers just that little bit extra. With their positive attitude and forward thinking they can contribute a great deal to the success of the organisation.

This sounds like the ideal employee and it is! Just imagine; in some industries a 10% increase in employee satisfaction can improve company results by 40%, according to recent research by Centraal Beheer Achmea en &Samhoud. This shows that engaged staff contribute to an attractive productivity rate.

What can you do as an employer to make sure that your staff starts experiences a higher sense of engagement? Below I give 6 ideas for inspiration.

Are you wondering how you can create more employee engagement within your organisation? Via supports organisations in creating employee engagement. I am glad to think along with you. Feel free to send Via a message or call to set up a personal meeting or read more about Via Interim HR.

1 Manage expectations when hiring new staff
Already from the very first contact you have with potential new employees, you lay the foundation of the “psychological contract”. This is the unwritten contract in which you shape mutual expectations for your future working relationship. As an employer it is important to commit to realistic expectations to avoid disappointments in the future.

2 Involve your staff with your core business by good internal communication
It is vital that all staff within your organisation, from secretaries to sales people, feel involved in the business. When they do, it makes you confident that they know the ins & outs of your products, while at the same time you get input on ways to move forward. There are many ways to improve internal communication. You can think of organising regular update meetings, an input session or why not keep an internal twitter account.

3 Give the right example and commit to agreements you’ve made
I have often experienced agreements that were not followed through by employers. I think this is one of the easiest ways of working on a trust relationship between yourself and your staff. I recently read somewhere that it is better not to write about “trust” but keep realising that trust is something that you continuously need to work on. I completely agree.

4 Clear job descriptions with concrete goals attached to them. Discuss progress in frequent feedback meetings.
“Is that really necessary, putting on paper what the job entails?” Yes. To create clarity for yourself on what type of person you’re looking for now and in the future.  Your employees will get a better idea of what you expect of them. Drafting a clear job profile makes it easier for you to attach concrete goals which you can follow up by regular feedback meetings.

5 Create career opportunities that fit the ambitions of your staff and make them transparent
Frequently I hear that there are no available career opportunities within small organisations. However, in my experience there are possibilities within nearly every organisations for employees to develop themselves. It is important that you know what drives each one of your staff so you can offer them suitable projects. Effective career development is about facilitating projects that enable your employees to step out of their comfort zone. Try to be transparent about the possibilities so that your staff feel that you are taking their development seriously.

6 Work on the internal perception of your organisation’s values
Your staff members probably have a good idea of the atmosphere within your organisation. But do you think they all know the core values within your company and how they can communicate them to others? By expressing values within your organisation you work on clarity and employee engagement. On top of this, you sharpen the image you portray to the outside world.