This project was a basis of a toolbox for Personal Development coaches. The Sound Based Microinterventions toolbox was designed by Kasia, researcher of the Authentic Leadership Research Group, drawing from her extensive professional training and experience in music and composition. The development process integrated several key elements from established methodologies and Kasia's own innovative approaches: • The toolbox incorporates principles of Eurythmics, a method developed by Jacques Dalcroze. This approach emphasizes the connection between music and movement, helping students to develop a deeper understanding of rhythm and musical expression through physical movement. • Various vocal techniques are included to enhance self-awareness and emotional expression. These exercises are designed to improve vocal projection, articulation, and emotional resonance, providing students with tools to better express themselves and manage their emotions. • Liz Lerman's Critical Response Process is a structured method for giving and receiving feedback on creative works. It involves a series of steps that encourage constructive dialogue and reflection, helping students to develop critical thinking and communication skills. • Kasia has integrated her own elements from years of experience teaching music and composition. These personalized techniques are aimed at fostering creativity, self-awareness, and resilience among students.
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Digitalization enables public organizations to personalize their services, tuning them to the specific situation, abilities, and preferences of the citizens. At the same time, digital services can be experienced as being less personal than face-to-face contact by citizens. The large existing volume of academic literature on personalization mainly represents the service provider perspective. In contrast, in this paper we investigate what makes citizens experience a service as personal. The result are eight dimensions that capture the full range of individual experiences and expectations that citizens expressed in focus groups. These dimensions can serve as a framework for public sector organizations to explore the expectations of citizens of their own services and identify the areas in which they can improve the personal experiences they offer.
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This article aims to provide an insight into how students construct their professional knowledge and what the content and nature of personal professional knowledge is through the concept of PPTs (personal professional theories).
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In our increasingly global society, organizations face many opportunities in innovation, improved productivity and easy access to talent. At the same time, one of the greatest challenges, businesses experience nowadays, is the importance of social and/or human capital for their effectiveness and success (Backhaus and Tikoo, 2004; Mosley, 2007; Theurer et al., 2018; Tumasjan et al., 2020). High-quality employees are crucial to the competitive strength of an organization in the global economy, as these employees have a major influence on organizational reputation (Dowling at al., 2012). An important question is how, under these global circumstances, organizations and companies in the Netherlands can best be stimulated to attract and preserve social capital.Several studies have suggested the scarcity of talent and the crucial importance of gaining competitive advantage with recruitment communication to find the fit between personal and fundamental organizational characteristics and values for employees (Cable and Edwards, 2004; Bhatnagar and Srivastava, 2008; ManPower Group, 2014; European Communication Monitor (ECM), 2018). In order to become an employer of choice, organizations have to not only stand out from the crowd during the recruitment process but work on developing loyalty and a culture of trust in their relationship with employees (ECM, 2018). Employer Branding focuses on the process of promoting an organization, as the “employer of choice” to a desired target group, which an organization aims to attract and retain. This process encompasses building an identifiable and unique employer identity or, more specifically, “the promotion of a unique and attractive image” as an employer (Backhaus 2004, p. 117; Backhaus and Tikoo 2004, p. 502).One of the biggest challenges in the North of the Netherlands at the moment is the urgent need for qualified labor in the IT, energy and healthcare sectors and the excess supply of international graduates who are able to find a job in the North of the Netherlands (AWVN, 2019). Talent development, as part of the regional labor market and education policy, has been an important part of government programs and strategies in the region (VNO-NCW Noord, 2018). For instance, North Netherlands Alliance (SNN) signed a Northern Innovation Agenda for the 2014-2020 period. SNN encourages, facilitates and connects ambitions focused on the development of the Northern Netherlands. Also, the Social Economic council North Netherlands issued an advice on the labour market in the North Netherlands (SER Noord Nederland, 2017). Knowledge institutions also contribute through employability programs. Another example is the Regional Talent Agreement (Talent Akkoord) framework issued by the Groningen educational institutions, employers and employees’ organizations and regional authorities in which they jointly commit to recruiting, training, retaining and developing talent for the Northern labor market. Most of the hires with a maximum of five year of experience at companies are represented by millennials. To learn what values make an attractive brand for employees in the of the North of the Netherlands, we conducted a first study. When ranking the most important values of corporate culture which matter to young employees, they mention creative freedom, purposeful work, flexibility, work-life balance as well as personal development. Whereas attractive workplace and job security do not matter to such a degree. A positive work environment and a good relationship with colleagues are valued highly (Hein, 2019).To date, as far as we know, no other employer branding studies have been carried out for the North of the Netherlands. Further insight is needed into the role of employer branding as a powerful tool to retain talent in Northern industry in particular.The goal of this study is to provide a detailed analysis of the regional industry in the Northern Netherlands and contribute to: 1) the scientific body of knowledge about whether and how employer branding can strengthen the attractiveness of a regional industry in the labor market; 2) the application of this knowledge and insights by companies and governments in local policy development in the North of the Netherlands.
The aim of the project is to design, test, refine and deploy a new assessment tool focusing on individual Future Literacy of students. Future Literacy is the ability to produce and process complex visions of the future and make sense thereof. FL is therefore an essential component of any 21st Century Skills set, in the sense that it focuses on the ability of students to prepare themselves for uncertainty and unexpected challenges. At present, the competing concepts of 21st Century Skills have a common denominator in the core idea of fostering personal development of "T-shaped individuals" who have depth in a particular field and breadth in their skill set and thinking. The students' individual ability to "use the future": make sense of emergent reality, deal with complex problems, make decisions based on collective intelligence, plan and prepare for the future, is as important in making educational choices as in taking educated bets concerning their professional, personal and political futures. The project outcome: a new tool for FL assessment will test the feasibility of rigorous measurement, and assessment of FL, to inform better curriculum design and methodological development.
Bullying at school is an emotionally charged topic that significantly tests the relationship between parents and teachers. It is a sensitive issue as it directly relates to the child's upbringing at home. Furthermore, parents and teachers have differing perspectives on the child, and the strategies they adopt to curb bullying are based on different perspectives and spheres of influence. In recent years, a variety of measures have been implemented in order to combat bullying at primary schools. Many different anti-bullying programmes have been developed for schools and a wide range of methods, training courses and tools are available to help teachers work together with parents in order to optimise their child's educational development. However, all of these anti-bullying methods lack concrete advice and tools to help teachers work together with parents whose children are personally involved in an incidence of bullying, despite experts across the board agreeing that cooperation between parents and teachers is of vital importance.The goal of this project is to develop an effective strategy to facilitate cooperation between parents and teachers that can be employed in the event of bullying as a supplement to existing anti-bullying programmes. This consortium's ambition is to boost the social safety of children in primary education by applying expertise in the field of bullying and parental involvement, and by combining past experiences.
