Home › Training › Talent Development
Training · Talent Development

We develop people from their sweet spot:
where motives meet strengths.

Where what motivates them meets what they are actually good at. A year-long programme for high potentials and young professionals. It starts with a motivation and strengths profile for every participant, and the modules are put together with you — from your strategy and from what the profiles show.

1 year
The usual frame, like our leadership programme
Profile first
Motivation and strengths, before module one
4 to 10
Participants per group
Built with you
Modules follow your strategy, not a catalogue order
Before the training starts

Everyone has had their conversation before the first module.

The analysis is not a warm-up exercise. It is what the programme is built on — and what every participant refers back to for the rest of the year.

01
Profiles get filled in
Before the programme starts, every participant completes the motivation profile and the strengths profile. Online, in their own time.
02
90 minutes, one to one
A coaching session on their own results and analysis, with a professional. This is where the sweet spot gets named out loud for the first time.
03
Then the kick-off
The training starts once everyone has had their conversation. The group begins with a shared language and with everyone knowing what they are working on.
Sweet-spot explorer

Pick what drives you and what you are good at.

A rough version of an exercise we run in the programme. In a real session the input is a validated profile and the output is a conversation — not a list.

What drives you · 8 of the 16 End Motives
What you are good at
Nothing selected
Nothing selected yet.

Pick two or three motives and two or three strengths on the left. The overlap is what we call the sweet spot — and it usually points somewhere the person has not seriously considered.

A simplified, non-scientific illustration — not the actual 16 End Motives test. The real profile is a validated questionnaire, and its results only become useful in the 90-minute debrief that follows.

Module catalogue

The modules are put together with you.

Which ones go in depends on your company, your strategy and what the profiles show. Five of them are in almost every programme; the rest get added where they earn their place. Tap a card.

Usually included
Motivation Decoded
Read more →
Motivation Decoded
16 motives, one individual profile. What actually drives this person, what quietly drains them, and how that changes the way they should be led and developed.
← Back
Usually included
Self management
Read more →
Self management
Focus, energy and priorities in a role that keeps growing. Planning that survives a busy week, and the honest part: what to stop doing.
← Back
Usually included
Creating a vision
Read more →
Creating a vision
A picture of where this is going, for a team or for a career. Built with LEGO® SERIOUS PLAY® — whatever stays abstract gets built before it gets discussed.
← Back
Usually included
Pitching & storytelling
Read more →
Pitching & storytelling
Getting an idea to land with people who have five minutes. Structure, story and delivery, practised on the participants' own topics and recorded.
← Back
Usually included
Change Reaction
Read more →
Change Reaction
How people react when something changes — including themselves. The phases everyone goes through, why resistance is information rather than obstruction, and how to stay useful in an organisation that keeps moving.
← Back
Often added
Team work
Read more →
Team work
How teams actually form, what roles do to people, and how to be useful in a group without either dominating it or disappearing in it.
← Back
Often added
Communication
Read more →
Communication
Feedback that can be heard, systemic questions from coaching, and the conversations that get avoided until they get expensive.
← Back
Often added
Conflict management
Read more →
Conflict management
Seeing conflict early, staying in the conversation, and getting an escalated situation back to workable. Practised on real cases from the group.
← Back
Often added
Product development
Read more →
Product development
From an idea to something testable: user needs, prototypes, iteration and the discipline of killing a bad option early.
← Back
Often added
Client focus
Read more →
Client focus
Understanding what a client is really solving for, and building the relationship that survives a mistake.
← Back

Missing something? We also build new modules when your situation calls for one.

How a year runs

A year is enough time for something to actually change.

Modules with room between them, tasks in daily work, and a review at the end that produces a development plan rather than a certificate.

Group size is 4 to 10, so nobody can sit at the back — and so every case brought in gets the time it needs.
01
Kick-off with the group
The shared start: what the programme is for, what everyone learned from their own profile, and the goals each participant sets for the year.
02
Module blocks
The modules agreed with you, spread across the year with room in between. Every one of them works on the participants' real situations.
03
Tasks in daily work
Small assignments between the blocks keep the topic present and bring genuine cases back into the next module.
04
Sparring in fixed pairs
Participants meet their sparring partner from the programme, with questions and a journal from us. The part where training usually fades out.
05
Sweet-spot review and plan
At the end, back to the profile: what has shifted, what is confirmed, and which direction the next twelve months should serve. A development plan, not a certificate.
Who it is built for

High potentials and young professionals, early enough for it to matter.

High potentials
People the company has already marked as important. The programme gives them a direction that fits them — which is usually what keeps them.
Young professionals
Early enough that the first role does not quietly become the whole career. Motives and strengths are easier to act on before habits harden.
Whole cohorts
Run as a group of 4 to 10 so participants develop together, learn to read each other, and stay a network afterwards.
Motivation profile Strengths profile 90 min 1:1 coaching Sweet-spot exercise LEGO® SERIOUS PLAY® Peer sparring Development plan

Tell us who you are trying to keep.

We look at the group, your strategy and what you want to be different in a year — then we identify the development journey that fits.