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Talent Program & Young Leadership
Develop tomorrow's leaders based on today's insights.
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Young talent is the oxygen for future-proof organizations. But without structure, direction and recognition, many talents flow out before they really flourish. The solution? A well-thought-out talent program that not only develops, but also connects to the organization's strategic goals. With Deepler's Talent Program & Young Leadership, we help organizations identify, activate and grow young leaders - supported by data and with an eye for cultural context.
Too often, talent programs are based on generic leadership models or separate training modules. This leads to a loss of motivation, because young talents do not recognize themselves in the approach - or because the program is separate from what is really going on in the organization.
That's why Deepler starts with data: what's going on in the organization, what are the strategic challenges, and how can talents play a role in this? We map out the organizational context and team dynamics and build a customized program from there. Not a one-size-fits-all, but a growth path that suits your organization and the participants' potential.
Many organizations underestimate the effect of young leaders as drivers of change. Especially when they get ownership over themes that live in the organization. In our talent program, we link young talents to current change issues, such as feedback culture, diversity or cooperation between teams.
They are supervised as “change agents”, provided with the right tools and develop themselves on themes such as influence, communication and collective intelligence. This is how their leadership grows organically - not as a formal role, but as a behavioral style.
Program structure: becoming aware, supervising, safeguarding
An effective talent program has three phases:
1. Become aware: Through Deepler surveys and team analyses, we find out what is needed - and where there are opportunities for young leadership.
2. Supervision: through work sessions, intervision and feedback rounds, participants get guidance and space to develop their leadership.
3. Assurance: By linking to concrete projects, impact measurements and presentations to MT or management, visible impact is created.
The role of HR and managers is essential here. That is why we also supervise program management and ensure that the program is supported and embedded in the organization.
Our experience shows: when young talents have an influence and notice that their contribution matters, they stay connected longer. They develop faster, take the initiative earlier and build an organizational culture that focuses on learning, ownership and collaboration.
With Deepler's Talent Program, you put young leadership on the map - not as a promise, but as a reality.
