For Organisations
Turn talent into stronger leadership, connected teams and learning that fits your people
I help organisations build on the strengths and potential of their people: as an L&D advisor and learning designer on interim and freelance projects, and through leadership and team programmes designed to last beyond the training day.
Identify your priority
What is your organisation navigating right now?
Leading through constant change
How I help: a leadership programme with assessments, executive coaching and team sessions, so leaders lead from their own strengths and potential.
Read more ↓Teams that don’t work together at their best
How I help: a team programme that makes each person’s strengths visible and turns that insight into clear agreements on roles, trust and collaboration.
Read more ↓AI is in place, but not yet in daily work
How I help: learning that builds the human skills, confidence and managers’ ownership people need to work differently once a new tool is there.
Read more ↓Retaining and developing talent
How I help: talent mobility, mapping business skills to transferable talents, so people can progress inside your organisation.
Read more ↓Training that doesn’t pay off
How I help: strengths assessments and a redesign of talent management, so your L&D investment aligns with people’s natural talents.
Read more ↓More L&D work than your team can carry
How I help: interim and freelance support, from evaluating your learning offer to building learning paths and trainer guides.
Read more ↓Leading through constant change
Leaders who guide their teams through uncertainty
If you want to realise your strategic ambitions, leadership capability matters. Leaders are asked to give direction, drive performance and look after their people at the same time, and they do that best when they lead from their own strengths and potential.
A leadership programme starts with insight into your current leadership: their strengths, growth potential and possible risks, mapped to your business functions and strategic goals. That shows where the gaps are and whether you have the right mix of leaders. Coaching and workshops then turn the insight into day-to-day leadership habits.
Leadership development →What this can look like
- Leadership scan for one leadership team or your whole leadership population, with optional 360 feedback.
- Executive coaching, so leaders use their strengths in their role and look after their own wellbeing.
- Leadership team workshops on strengths-based leadership and on using each other’s strengths and values for more synergy.
For example: for a fast-growing digital marketing company, moving from start-up to scale-up, I combined a leadership assessment for the management team with executive coaching and a strengths-based talent management framework.
Teams that don’t work together at their best
A team that knows its strengths works together with more trust
Maybe your team is new and needs to get up to speed. Maybe trust or collaboration is under strain. Or the team is doing well and wants to move to its next level. Often it starts when a new team member joins and the dynamics shift.
In a team workshop, the team steps out of its daily routine, gets to know the person behind each role and discovers how to use its strengths together. Teams leave with a shared language, more appreciation for each other’s contribution and clear actions for working together.
Team development →Half-day workshops, single or as a sequence
- Individual strengths: the person behind the role.
- Team strengths: what the team does well together, and the risks.
- Team goals: shared aspirations turned into achievable goals.
- Team effectiveness: what helps and what blocks the team, turned into actions.
- Team agility: facing change with more confidence.
- Follow-up session: embedding what the team learned in daily work.
For example: for an international team of leaders and professionals spread across several countries, I combined assessments and individual feedback with a workshop at their global offsite.
Human skills in an AI-enabled workplace
The tool is there. Now people need to work differently.
As AI changes how we learn, lead and perform, I help organisations develop the human capabilities to navigate these changes.
Rolling out a new tool is often the smaller part of the change. The larger part is people learning to work differently once it is there: using their own judgement, learning on the job, and managers taking ownership of how their team works with it.
What this can look like
- A learning track that prepares managers to coach their teams in new ways of working.
- A learning menu matched to what each team needs to work with new tools.
- Leadership and team sessions on confidence, trust and ownership during the change.
Retaining and developing talent
Room to grow inside your organisation
People stay, and keep growing, when they can develop, find meaning and use their strengths and potential. When they can’t see a next step, good people leave or stand still.
Talent mobility makes those next steps visible. I map business skills to transferable talents, so people can see where they can progress internally, and you can see who is ready to grow into key positions.
HRD Advisory & Freelance Projects →What this can look like
- Talent and strengths assessments that also show values and career motivators.
- Debriefs and career conversations that turn the results into development plans.
- A strengths-based talent management framework for development, promotion and succession planning.
For example: for a Dutch government organisation, a talent development programme helped employees stay engaged and employable through upcoming change.
Training that doesn’t pay off
When learning fits people’s talents, it pays off
Much L&D investment is planned from role requirements. When a person and their role don’t match well, which happens quite often, part of the investment is lost: people engage less, learn less and their performance changes little.
When learning builds on someone’s talents and potential, people are motivated to learn and keep improving. I help you redesign talent management so your L&D investment follows people’s natural talents and potential, with an eye on performance, engagement, wellbeing and return on investment.
HRD Advisory & Freelance Projects →What this can look like
- Strengths assessments for individuals, leaders and teams, to see where talent and potential lie.
- Learning paths and programmes built around that potential.
- Train-the-trainer, so your own HR and L&D people can work this way too.
For example: in a global financial services organisation, I helped establish a strengths-based approach to people development. For a large international company, I accredited HR Business Partners in Strengthscope® and trained their L&D team to deliver the workshops themselves.
More L&D work than your team can carry
An experienced L&D advisor, for as long as you need one
Your course and workshop offer has grown over time and no longer fits your learners or the people who deliver it. I evaluate what you have, improve the content, design and didactic structure, and build clear learning paths per target group. Trainers get a practical guide for each course.
I also work as an interim L&D advisor on learning architectures, talent mobility and digital inclusion. Available for interim and freelance assignments.
HRD Advisory & Freelance Projects →Experience includes
- Learning platforms with learning paths by job profile and career development tracks, for a global financial services organisation and an international consumer electronics company.
- A workshop toolkit, facilitation guides and train-the-trainer for a large international company.
- Translated materials and facilitation aids for about 100 Strengthscope® practitioners.
How we work together
My work focuses on bringing existing strengths and potential to life, and helping leadership teams create an environment where they can take root.
Free intake
We define your objectives and how we will measure success.
Insight
Where relevant, online assessments show strengths, values and talent potential, for individuals and the team as a whole.
Workshops and coaching
Tailored sessions turn that insight into new ways of working, in daily work.
What makes it last
- I connect the programme to what is already running, such as performance conversations, personal development plans and process improvement.
- Development is a process, with time to practise new ways of working, for example through intervision.
- MT members get support before and after, so they can help their people use their strengths and potential.
Selected clients include
Netflix · Deloitte · Prologis · EY · ING · Arbo Unie · Social Blue · JCI · SVOK · the City of Amsterdam · several Dutch ministries
“Esther has not only given us the confidence and skills to deliver but also has gone over and beyond with the resources she procured.”
“She helped me bring back focus in my daily work and find answers to the challenges I was struggling with.”
Frequently asked questions
Are you available for interim and freelance assignments?
Yes. Get in touch to discuss your development and change management needs, the scope and the timing.
Do you work with both public sector and corporate organisations?
Yes. I have worked for the City of Amsterdam and several Dutch ministries, and for companies such as Netflix, Deloitte and Prologis.
Can you work in English and Dutch, and with international teams?
Yes. I work in both languages and have worked with teams across Europe, Asia and North America.
How is pricing set?
For programmes and workshops, pricing depends on the scope: for example team size, the number of workshops and coaching sessions, and which assessments are used. Interim and freelance assignments, such as updating your learning offer or building learning paths, are charged at an hourly or day rate, based on the scope and duration of the project. After the free intake you receive a tailored proposal.
Where does your organisation want to grow next?
Whether you need an L&D advisor for a project, a programme for your leaders or a reset for your team, let’s start with a free 30-minute conversation.
I’ll get back to you within two working days.