Anita Lettink

EdTalks is back with a fascinating episode featuring Joost de Leij, Strategist Facilitator and founder of Limelights. Joost has spent years helping leadership teams simplify complexity, achieve impactful results, and drive AI adoption that lasts. This episode is packed with actionable takeaways on: 🔑 Five key lessons for aligning people with AI to drive sustainable growth 💡 Creating a culture of curiosity to inspire impactful AI experiments 🌟 Breaking down barriers to AI adoption and leading meaningful change Check out the video below for a sneak peek of Lesson 5, Differentiate, where Joost shares his perspective on tailoring AI training for diverse audiences. 🎥 Watch the full episode via the link in the first comment!

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Want to measure your digital employee experience (DEX) efforts so you can show management the effect - or improve it before you show it 😉 Thanks to Christiaan Lustig for joining this IntraTeam Theme Meeting. Theme Meetings are meetings across our networking groups that are an extra meetings to the networking meetings. More about this and other networking groups: https://lnkd.in/dt7xZWH6

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🌟 Transformative Coaching Experience 🌟 I am thrilled to share this heartfelt testimonial from one of my recent coachees, which highlights the power of a single coaching session. 💬✨ A female Director. "My first session with Stefan was not what I expected. It surpassed every idea I had on what coaching should be. We immediately engaged in a warm and open conversation that felt natural and trusting. Stefan made me feel listened to, valued, and respected. I left feeling calm, warm, and motivated to change." Many people believe that coaching takes time to yield results, but I’m starting to challenge this notion. That’s why I've begun asking my coachees for feedback after our first, 3rd and 9th meeting—to shine a light on the immediate impact coaching can have! It's not just about the tools and strategies we work on together; it's about building a relationship of trust and support from the very start. I’m grateful for the opportunity to guide others in their journey, and I’m excited about what’s to come in our future sessions. Thank you for your trust, and here’s to more breakthroughs! 🚀💪 Stefan PS - Would you like to feel calm? #Coaching #Transformation #ClientTestimonials #PersonalGrowth

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It's been one of the best videos on change management that I have enjoyed so far! https://lnkd.in/e8EWwyXF #change #changemanagement #organizationchange #organization #sna #hr

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It was great to discover this platform supported by AI. The AI supports users to create through questions good prompts to build in an easy way courses. The ideas we shared were wonderful! As a learning community and relational cognition expert, I truly believe learning is far from an individual process. Dialogue – both inter- and intra-personal – plays a vital role in learning. Yet, transactional thinking often leads us to overemphasize conditioning/ structure, overlooking the incredible potential of relational cognition as a force to propel us forward together. Many communities don’t fully tap into this potential. I’ve written more about these common pitfalls and how learning communities can thrive in my article https://lnkd.in/e27YQaPq. I will facilitate and answer questions at a workshop on the ICF Next event in Brussels on 28 November. Additionally, the #BOBIP method (Bringing Out the Best in People), which we developed to accelerate individual and collective learning, is helpful in creating spaces for enriched relational learning. https://lnkd.in/eKwUn46i . AI is a fascinating topic, and it has already sparked various ethical discussions. I acknowledge that AI can support personalized learning. However, we often forget that AI does not assist in developing one's own learning strategy. There’s also a risk of losing the essence of community learning. However, if used thoughtfully, AI can play a supportive role – for instance, to help to ask the right questions within a community. But remember data about relational cognition is not measured/ captured yet because it is too difficult ( expensive) depending on the dynamic context of the group/ community. Lastly, I’d add that theories about communities don’t exist per se; instead, what we have are frameworks that guide us in nurturing learning environments. Did I trigger you with learning communities or with relational cognition…. Don't hesitate to contact me😊 #relationalcognition #learningplatform #AI #leanringcommunity

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You may not be able to predict the future as a business owner, but you can prepare for it. 🔮? A talent development strategy ensures that you have the right people around you with the proper skills to pursue your long-term goals. And in the event unforeseen circumstances do impact you, properly developed talent can help you be agile and effective in your response to change. #talent #talentdevelopment #peopletransformation #recruitingstrategy #hiring #businessscaling #digitaltransformation #peopletransformation #hiring #entrepreneurship #vrtnexus.com #leadershipdevelopment #hiringstrategy #leadershippipeline #EGA #EntrepreneurGrowthAlliance #rajeshtedla #VRTManagementGroup #Entrepreneurs #Entrepreneurs #Peopletransformation #Businessscaling #scalin

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🏙 Another day in the C-suites in Amsterdam. A day full of conversations with beautiful people—people whose decisions make a massive impact on the organizations they run, and therefore, have a significant impact on the countless people who work in these organizations. 🌍 These decisions have a huge impact—not only on the thousands of employees but also on how these employees, in turn, influence and interact with the external customers. It's a ripple effect where the internal clients (employees) reflect their experiences and attitudes onto the external clients, the customer base. This creates a significant responsibility that rests on the shoulders of executive leaders. 🤐 But here’s a little secret: these are just people too. People with all kinds of thoughts—many of them very effective, but some less so. This makes them human, just like anyone else within the organization. The difference is, they have just a bit more impact. 👩‍💻 This is why I find my work as an executive coach so special—making an impact at the top, because that’s where it all begins. Moving people through inspiration and fostering authenticity, in short, empowering organizations to fully harness their potential. And it all starts with strengthening the most important asset—the people who work there. Often, this authenticity is closer than one might think, which is often the real challenge. 💯 Today, at the companies I visited, I once again mentioned how surreal it sometimes feels that I’m invited to exchange ideas with some of the largest organizations in the Netherlands—and beyond. And that I make an impact right from the first conversation, especially when you know where I come from. My explanation? Anything can be shifted, dear reader—from an introverted, shy entrepreneur who was uncertain about my personal journey, to an executive coach who triggers and moves C-suites in their beliefs, and delivers lectures on stage—something I would have never done in the old days. If I can do it, you or your organization can certainly do the same. Let me help you. #coach #business #transformation #leadership #authenticity #author https://lnkd.in/ectZ5zcQ

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📚 Limited-Time Offer Alert - On Change! 📚 As the new school year kicks off, we might be facing significant changes, like new routines, new hobbies, new rules, maybe even a new school or job. ⁉ Change can be challenging ⁉ ✳ To navigate these transitions smoothly, the right motivation is crucial! ✳ And that’s exactly what this book is about! ‼ ‼ To help you find and maintain the right High Quality Motivation (HQM) during these changes, and to make the most of these new beginnings, I'm offering a special promotion on my English book "The ABC of Work Motivation - How to Energize Any Organization" written by Anja Van den Broeck Jacques Forest Marcus B. Muller and myself 🌟 ✨ 10% off for everyone who buys a single copy! ✨ 15% off for organizations or everyone that purchase more than 20 copies! This is the perfect opportunity to equip yourself or your team with valuable knowledge, backed by the latest scientific research on High Quality Motivation and the Self Determination Theory. 🎯 Hurry, this offer is only available for a limited time! (until the end of september) 👉 Reach out to me directly ([email protected] or DM) to order your copy for 10% off or your bulk orders to enjoy a 15% discount. #discount #bookpromo #leadership #personaldevelopment #teamwork #inspiration #motivation

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Wednesdays of Wisdom: A recent study entitled "A Person-Centred Approach to Individual People Analytics Adoption," written by Margriet Bentvelzen, Corine Boon, and Deanne N. Den Hartog from Amsterdam Business School, investigates factors in the adoption of People Analytics (PA) technology. Published on September 13, 2024, this study will look at user typologies and their implications for technology use and satisfaction. In this study, the authors have utilised the Unified Theory of Acceptance and Use of Technology (UTAUT ) Model, which studies adoption based on: - Performance Expectancy: Improvement one expects from using it to do a better job. - Effort Expectancy: Ease of use in using it. - Social Influence: Encouragement by the manager. - Facilitating Conditions: Support and resources available to do so. 279 users from different organisations using the same PA technology were sampled for measuring satisfaction, frequency of usage, and actual usage data. Four user profiles emerged: - Enthusiasts (44%): Highly positive about the technology of PA. - Optimists (34%): Positive overall but less so than for Enthusiasts. - Optimistic Strugglers (12%): Positive about the technology yet struggle to use it. - Sceptic Diplomats (10%): The least positive, yet feel socially compelled to continue using the technology. Enthusiasts were most satisfied with and used the technology most. Optimists compared to Enthusiasts had lower levels of satisfaction and use despite holding similar attitudes. Optimistic Strugglers and Sceptic Diplomats were similar in relatively low levels of satisfaction and usage. The ease with which one can use technology, or Effort Expectancy, and Organisational support, or Facilitating Conditions, appeared to be most influential in driving use and satisfaction. Implications for HR Professionals - Bespoke Support: Support should be tailored to maximise the diffusion and utilisation. - Ease of Use and Support: The technology should be easy to use and well-supported. - Social Influence: Managers should encourage use. - Strategic Communication: Approaches should align with user profiles to improve diffusion. - Invest in user-friendly technologies of PA and in supportive infrastructures. - Forum-based community building may also enhance social influence and support, which in turn heightens proper implementation in coherence with the organisational goals and user needs. This is the link to the research: https://lnkd.in/ecJGfB3c #PeopleAnalytics #HRTech #TechnologyAdoption #DataDrivenHR #DigitalTransformation #FutureOfWork #HRInnovation #EmployeeEngagement #PeopleStrategy #OrganisationalDevelopment #WorkplaceTechnology #HRInsights #WorkforceAnalytics #TechInHR #LeadershipInHR #HumanResources #OracleHCM #OracleCloudHCM #bayesbusinessschoolalumni #bayesalumni #bayesbusinessschool #wednesdaysofwisdom

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Why your HR dashboard is killing your business and how GenAI will fix it Last week, I sat with a CHRO who was proud of their "data-driven" HR approach. Then I asked one simple question: "How does your compensation strategy impact customer satisfaction?" Silence. This is the common problem in HR today. We're drowning in data but starving for insights. The uncomfortable truth is that current HR dashboards are like looking at a complex symphony through a keyhole. You might see the violinist, but you're missing the entire orchestra. The silo trap Think about how your organization handles people data today. Your engagement scores live in one system or Excel, while compensation data sits in another. DEI metrics are tracked separately, and retention numbers exist in their own universe. It's a fragmented picture of what should be a seamless story. What happens in reality is far more intricate and interconnected: • That 5% boost in compensation → drives 12% higher engagement • Higher engagement → leads to 20% better customer service • Better service → results in 15% higher customer retention • Higher retention → generates 25% more revenue The real cost of disconnected data 💸 When HR operates in silos, the impact ripples far beyond HR metrics. We're making hiring decisions without understanding retention patterns, implementing training programs without connecting them to performance outcomes and adjusting compensation without seeing the full productivity picture. This disconnected approach is expensive. You will probably ask what to do with it? Make a system that you can ask how increasing your learning budget will impact customer satisfaction scores. Within seconds, you get an answer that weaves together historical training ROI, employee productivity trends, customer feedback patterns, and financial implications. Or consider investigating high turnover in sales. Instead of looking at isolated metrics, you'll see a rich tapestry of interconnected factors – from leadership effectiveness to market compensation benchmarks, all analyzed in real-time with contextual recommendations. Winning organizations won't be those with the most data, but those who best understand the interaction of people metrics and business outcomes. Every HR decision creates ripples across the organization, affecting customer satisfaction, market performance, innovation, and financial results. Start by examining how your HR functions truly connect to each other and to the business. Map out these relationships. Look for the hidden connections between employee satisfaction and customer loyalty, between training investments and innovation outcomes and you can all do it by connecting genAI dots and tools. Far away form CRMs high fees. Interested? Ping me, in AI Superpowers we do solutions that work, not just look good. Photo: worklife.news

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Though I'll deliver long form development programmes with delight, I'm also a fan of micro learning! 👇 🌟For me, it's about the thing you need NOW. No frills, no filler, no fluff. 🌟It's the solution to the emergency 'What do I DO??' Case study: I'd made some fresh fruit scones, still warm from the oven, butter ready - disaster struck. Problem: Could not get the lid off the jam pot ... scones cooling ... Solution: quick phone zip over to YouTube for a 1 minute video telling me how to get the lid off using a bottle cap opener. Outcome: scones still warm, jam on top, disaster averted. 🌟And it's the thing that will HELP when time's pressing, customer's waiting, glitch is preventing that project completing. 'Got it! I see! Right, let's crack on.' I believe a trainer needs to be able to deliver the luxury piece (the long form development programme), AND the quick and dirty problem-solver, with equal excitement and skill. Video, checklist, downloadable PDF, infographics - they all have a place in the L&D world, and the trainer who can offer it all is an asset to the business. Philippa L&D Consultant | Trainer | Facilitator | Coach Free: Speaking Essentials PDF (message me to request yours) 📧 [email protected] 📳 07594 825730

Brief overview of the morning programme of our 8th Relational Coaching Conference in June - enjoy!

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In this episode of The Brand Called You, Joris Merks-Benjaminsen, former Google leader and author, discusses the concept of managing without positional power and its impact on organizational effectiveness. He explains how true leadership requires balancing human care with accountability, and why excessive internal competition can hinder digital transformation. Joris shares insights from his experience at Google and working with global brands, revealing how unconscious leadership and misaligned KPIs often lead to organizational silos. About Joris Merks-Benjaminsen- - Joris Merks-Benjaminsen is a trainer for managers and leaders. - He is the author of 'Managing Without Power'. - He was the Head of Google Digital Academy and became one of Google's highest-scoring managers of all time. WATCH:https://lnkd.in/e8HxuDb6 . . . #LeadershipDevelopment #ManagingWithoutPower #OrganizationalCulture #WorkplaceCulture #CorporateLeadership #EmployeeEngagement #TeamManagement

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📚𝐔𝐧𝐥𝐨𝐜𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐩𝐨𝐰𝐞𝐫 𝐨𝐟 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐞𝐜𝐨𝐬𝐲𝐬𝐭𝐞𝐦𝐬. I recently discovered the book "𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐄𝐜𝐨𝐬𝐲𝐬𝐭𝐞𝐦𝐬" 𝐛𝐲 Katja Schipperheijn. It is a great book, packed with powerful insights on how we can reimagine learning to drive engagement, growth, and impact. 𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝐦𝐲 𝐭𝐨𝐩 3 𝐭𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬, 𝐚𝐥𝐨𝐧𝐠 𝐰𝐢𝐭𝐡 𝐞𝐱𝐚𝐦𝐩𝐥𝐞𝐬 𝐭𝐨 𝐛𝐫𝐢𝐧𝐠 𝐭𝐡𝐞𝐦 𝐭𝐨 𝐥𝐢𝐟𝐞: 1️⃣  𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 𝐢𝐬 𝐤𝐞𝐲 𝐭𝐨 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭. Inclusive learning environments foster real engagement. 𝑾𝒉𝒆𝒏 𝒑𝒆𝒐𝒑𝒍𝒆 𝒇𝒆𝒆𝒍 𝒗𝒂𝒍𝒖𝒆𝒅 𝒂𝒏𝒅 𝒑𝒂𝒓𝒕 𝒐𝒇 𝒂 𝒄𝒐𝒎𝒎𝒖𝒏𝒊𝒕𝒚, 𝒕𝒉𝒆𝒚’𝒓𝒆 𝒎𝒐𝒓𝒆 𝒎𝒐𝒕𝒊𝒗𝒂𝒕𝒆𝒅 𝒕𝒐 𝒍𝒆𝒂𝒓𝒏 𝒂𝒏𝒅 𝒄𝒐𝒍𝒍𝒂𝒃𝒐𝒓𝒂𝒕𝒆. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞 (not from the book but relevant to this point): Google’s approach to inclusive learning through “g2g” (Googlers-to-Googlers) sessions, where employees teach each other new skills in an open, supportive environment, helping to make knowledge sharing a core part of the culture. 2️⃣ 𝐀𝐥𝐢𝐠𝐧 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐩𝐮𝐫𝐩𝐨𝐬𝐞. A standout idea is the alignment of learning goals with organizational and societal impact. 𝑾𝒉𝒆𝒏 𝒍𝒆𝒂𝒓𝒏𝒊𝒏𝒈 𝒔𝒆𝒓𝒗𝒆𝒔 𝒂 𝒑𝒖𝒓𝒑𝒐𝒔𝒆 𝒈𝒓𝒆𝒂𝒕𝒆𝒓 𝒕𝒉𝒂𝒏 𝒊𝒏𝒅𝒊𝒗𝒊𝒅𝒖𝒂𝒍 𝒈𝒓𝒐𝒘𝒕𝒉, 𝒊𝒕 𝒃𝒆𝒄𝒐𝒎𝒆𝒔 𝒂 𝒑𝒐𝒘𝒆𝒓𝒇𝒖𝒍 𝒅𝒓𝒊𝒗𝒆𝒓 𝒇𝒐𝒓 𝒎𝒆𝒂𝒏𝒊𝒏𝒈𝒇𝒖𝒍 𝒄𝒉𝒂𝒏𝒈𝒆. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞 (real-life example to showcase this idea): Unilever’s “Future Fit” program empowers employees to upskill in sustainable business practices, aligning personal development with the company’s mission for sustainable growth, making each person’s contribution feel purposeful. 3️⃣ 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲 𝐚𝐬 𝐚 𝐜𝐚𝐭𝐚𝐥𝐲𝐬𝐭 𝐟𝐨𝐫 𝐜𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧. Digital tools are transforming how we learn and connect. 𝑻𝒆𝒄𝒉𝒏𝒐𝒍𝒐𝒈𝒚 𝒔𝒖𝒑𝒑𝒐𝒓𝒕𝒔 𝒄𝒐𝒍𝒍𝒂𝒃𝒐𝒓𝒂𝒕𝒊𝒗𝒆, 𝒇𝒍𝒆𝒙𝒊𝒃𝒍𝒆 𝒆𝒄𝒐𝒔𝒚𝒔𝒕𝒆𝒎𝒔 𝒕𝒉𝒂𝒕 𝒎𝒂𝒌𝒆 𝒄𝒐𝒏𝒕𝒊𝒏𝒖𝒐𝒖𝒔 𝒍𝒆𝒂𝒓𝒏𝒊𝒏𝒈 𝒂𝒄𝒄𝒆𝒔𝒔𝒊𝒃𝒍𝒆 𝒕𝒐 𝒂𝒍𝒍. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: (real-life case to support this point) Microsoft Teams and Slack aren’t just for communication; they’re vital learning tools. Employees can join channels focused on specific skills, share resources, and even join live workshops, creating a continuous, collaborative learning ecosystem. If you want to foster learning culture in your organisation that is adaptable, inclusive, and purpose-driven, "Learning Ecosystems" is a must-read! 📚 #KatjaSchipperheijn #LearningEcosystems #GrowthMindset #InclusiveLearning #FutureOfLearning #LeadershipDevelopment *** I am Olga NAERT, I guide and help people to find their professional purpose and get unstuck in their career. Follow me for useful tips, strategies and insights or 𝐛𝐨𝐨𝐤 𝐚 𝐟𝐫𝐞𝐞 𝐬𝐞𝐬𝐬𝐢𝐨𝐧 𝐰𝐢𝐭𝐡 𝐦𝐞 via the link in my profile.

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The Great Shrug. No, this is not an official HR buzzword but we decided to get ahead of the curve and create a new term to add to the plethora of HR-related buzzwords already out there. You know the ones: The Great Resignation. The Great Regret. The Great Resistance. We are now seeing headlines referencing The Great Stay. While these buzzwords make for eye-catching headlines and social posts, they're doing a great disservice to the challenges and changes in the workplace that have occurred over the last several years, especially since Covid. In our latest blog post, Stela Lupushor and I discuss why these buzzwords undermine the complexity of current workplace dynamics and diminish the underlying factors at play. We also provide a new approach to viewing these headlines - like examining the actual data impacting employment trends, looking at the long-term implications rather than chasing a temporary narrative, and more. Read the full post below! What is your take on these terms? Are you in the "meh" stage or do you still find them enticing as you click on the headline to read the articles? #HumanizingHumanCapital #HRTrends #HumanResources

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𝗦𝘁𝗿𝗲𝗻𝗴𝗵𝗲𝗻 𝘁𝗵𝗲 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 - 𝗠𝗮𝗸𝗲 𝘄𝗼𝗿𝗸 𝗮𝗻 𝗔𝗱𝘃𝗲𝗻𝘁𝘂𝗿𝗲! I interviewed Behavioral Economic Strategist Erik Vermeulen for my upcoming book (Wiley 2026) about realizing potential. Erik is an adventurer who insightfully links adventure risk to the psychological contract between employers and employees. People go to work for their own reasons, not the company's. Employees want to learn, grow, have fun, and set autonomous goals, and Erik introduces the idea of risk and how to embrace that. Check out this powerful video clip from my upcoming #podcast. #selfleadership #potential #hr #engagement

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