The ROI story of Koning Willem I College
This is the customer story of the Koning Willem I College, a regional training center that offers practice-oriented MBO education and adult education. Jelle Ros, Team Manager HR, explains the role assessments play in their development-oriented culture.
An assessment helps not only with selection, but also with leadership development. It is an investment in growth.
We were looking for a way to better support our executives in their development. Executives who start with us have diverse backgrounds and cannot always fall back on demonstrable leadership experience. Within education, for example, it is still common for professionals to progress from a substantive role to a management position that really demands different things of them.
Understanding development opportunities
That is why we wanted to use assessments as a baseline measurement. Not for assessment, but to provide insight: who are you, what can you do, where are your development opportunities? This provides a foundation for growth and guidance. It can be difficult to work with managers in a development-oriented way. People often do not feel they have the space for this and it can also be quite exciting for managers to look in the mirror. Assessments can help as a starting point for development discussions.
Velde has a flexible and pragmatic approach. The assessments are modular and practically applicable, no standard models. This perfectly matched the specific challenges within our organization.
Challenges in practice
Assessments are now an integral part of our approach, especially for our managers and directors. They are the starting point of their development path; provide insight into strengths and development points and help provide targeted support to our colleagues. The assessments are used as a means to facilitate growth opportunities. They are often seen as valuable and experienced as an opportunity to grow. There are also colleagues who are more reserved. Yet the follow-up discussion with their manager often provides new insights and concrete actions. And that’s what it’s all about.
In addition, securing results remains a challenge. With us, too, reports sometimes disappear into a drawer without follow-up. That is why we structurally link assessments to our Results and Development cycle (R&O cycle). We encourage our managers and directors to regularly look back and work on their development. This is a process that we continue to refine.
– Jelle Ros
The impact on our organization
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Assessments have helped us engage in leadership development in a more conscious and structured way. As an integral part of how we work, they reinforce a culture of growth and development. Employees appreciate that we invest in them from the beginning and look not only at what they can already do, but also at what they can still learn.
Our recruitment also benefits from this. New employees hear that we have a strong focus on development. This attracts people who want to keep improving themselves. It helps us build lasting relationships with employees and increases the likelihood of long-term success in our organization.
That really makes the investment worthwhile. By working in a development-oriented way, you create an environment in which professionals use their talents optimally. This ultimately delivers the most for both the organization and the employees. By also specifically focusing on development-oriented tools for managers, you build the foundation that benefits the organization as a whole.
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