Time 4 Your Talent Discovery of hidden talents

Time 4 Your. Talent Discovery of hidden talents Trendhuis Marijke Brants, Head Research, Trendhuis Nathalie Bekx, CEO, Trendhuis 21/06/2016

I. Context People don’t want to work until 67, unless …. ESF-Werkbarometer 2015: some conclusions Kan job minstens tot 67 volhouden (V) I can stay at work until 67 (women) 2. 50% Kan job minstens tot 67 volhouden (M) I can stay at work until 67 (men) 7% talentslanger into aan account, Job rekening houdend met m'n. Taking talentenmy motiverend het werk te blijven (51 -65) I am motivated to stay at work (51 -65) 64% Werkgever geeft loopbaan geen of onvoldoende vorm Employers give career no or insufficient form 70% wil persoonlijke ontwikkeling op het werk I want. Ikpersonal development at work 90% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

I. Context Need for TOOLS to enable EFFICIENT talent management 1. Defining talents 2. Developing talents 3. Validation of informal learning

I. Context Transnational inspiration 1. Sweden Albö learning center Guidance of refugees based on talents 2. The Netherlands • Van Ede and partners Specialised in talent management & job mobility Use of PAPI-test In depth talent-interview • Oudstanding Specialised in reorienting 50+ers on the job market

I. Context Transnational inspiration 3. Belgium • Accord group Specialized in HR consultancy • Profiler (Wannes Wilms) Talentscan (time and resource intensive) 4. Scotland • Bridges Programmes Measurement of competences (time and resource intensive) 5. Germany • Bupnet Specialised in mobility and validation of competences

II. Tools Learning process Time 4 Your. Talent 1 Defining Talent scan Talent interview Practical questionnaire 2 Developing Talent development (informal) Talent measurement 3 Validating Validation report + certificate

II. Tools Step 1: defining talents A) Talent scan (10 min): - Based on theory of Quinn - 8 profiles cooperate create control compete

II. Tools Step 1: defining talents B) Talent interview (45 min) - Face-to-face - From childhood till now - Focus on positive + TALENT PROFILE

II. Tools Step 2: Developing and measurement of talents A) Talent learning project - Based on talent profile - In another setting (NGO) - Well defined learning goal B) Talent measurement - Level 5 Cognition – head Skills – hands Attitude - heart

II. Tools Step 3: Validation of informal learning Benchmark for each dimension and each talent

III. Results Participants - Knowledge and confidence concerning own capabilities and talents - Stimulation of job crafting - Guidance for positive conversation with manager/HR - Broadening perspective Companies - Motivated employees with a positive attitude Right man/woman in the right job Talent management for ALL employees Sustainable HR and lifelong learning

III. results Realisation - Tested in divers sectors and types of business - Vita award ® for lifelong learning - ESF validated product - Sustainable product

III. results What’s Next? 1. Road 67 • • • Target audience: unemployed 50+ Target sector: Tourism / culture Scan + training soft skills • Matching • Learning process • Validation informal learning

III. results What’s Next? 2. Time 2 Grow Development of coping strategies and soft skills for the prevention of burn out Focus on: health professionals Project starting up, finding partners (with partner search platform & national partners)

Questions? E marijke. brants@trendhuis. be T +3215285405 W www. trendhuis. be