Personal attention is essential in every learning journey

From doubt to direction: how Wendy found her next career step

After seven years working as an administrative assistant at the Municipality of Almere, Wendy Neeskens was ready for a next step. But what should that step be? And how should she take it? Wendy experienced a personal breakthrough when she connected with learning consultant Hureya Omar from Capgemini Academy. Together, they designed a learning journey that helped Wendy move into a new role. In this dual interview, Wendy and Hureya share what made the difference.

Photo caption: Wendy (left), Hureya (right)

Sustainable employability in practice often comes down to a series of small steps For Wendy, this was no different. After seven years as an administrative assistant at the Municipality of Almere, a feeling started to surface: I’m capable of more. But what exactly, and how? To explore this further, Wendy’s manager took an important step by giving her the opportunity to work with Capgemini Academy to explore her growth potential.

Learning consultant Hureya Omar from Capgemini Academy worked with Wendy to identify what she needed in order to develop. This process resulted in a customized training plan, with Hureya also taking on the role of coach. Implementing this plan enabled Wendy to move into a new position as a policy support officer in operations. In this dual interview, Wendy and Hureya share their story of personal growth and a valuable collaboration between learner and coach.

Wendy, this conversation is about your professional development. Many people reach a point where they feel ready for a next step, but don’t yet know what that step should be. Can you tell us how this journey started for you?

Wendy: “I had been working as an administrative assistant at the Municipality of Almere for years, and at some point it simply started to bother me. I felt there was more in me, but I didn’t know exactly what. My manager agreed and gave me the opportunity to contribute to a project within the Taxation and Benefits department, where I worked on an inventory of legislation and regulations related to privacy, archiving, and information management.”

“After I had participated in that project and completed the inventory, I was keen to work with the results for our department. I therefore decided to write a plan so that we could move forward with implementing the results.”

And then what happened?

Wendy: “Several things happened. My manager saw how I approached this and recognized that there really was more potential in me, and I felt that too. At the same time, I found it exciting. I noticed that different competencies were being expected of me, ones I didn’t yet fully have. That made me feel uncertain.”

“My manager then contacted Capgemini Academy with the question: How can we help Wendy continue to develop?”

That’s where you came in, Hureya?

Hureya: “We worked together with Wendy and her manager to explore what Wendy already had, what motivated her, and what kind of support she would need in a new role.”

Why did you take such a broad approach?

Hureya: “The question of how someone can develop is always very personal. If you immediately prescribe a training program, you risk offering something that makes sense on paper but doesn’t work in practice. That’s why we first mapped out Wendy’s knowledge, ambitions, and development areas. This allowed us to determine much more precisely what kind of learning plan would truly suit her.”

Wendy: “I found the assessment quite exciting, you’re being evaluated, and you wonder what the results will be. It looks closely at what you bring to the table. At the same time, the process gave me structure and clarity. It showed me what I already had and where I could continue to grow.”

Can you be more specific?

Hureya: “The assessment showed, among other things, that Wendy has a strong learning ability and high motivation. At the same time, it became clear that for a different role she would need new knowledge and, above all, to be more proactive, taking more ownership and being more confident in conversations. In other words, she needed a learning journey that combined subject-matter expertise with personal skills.”

Hureya, Wendy wanted to grow but also found the transition challenging. How did that influence the way you designed the learning journey?

Hureya: “Wendy was transitioning into a new role, and that naturally brings tension. More was being asked of her while she didn’t yet have all the experience or content knowledge. Based on this, we decided that training alone would not be enough. Personal coaching was also essential.”

“We therefore built a tailor-made learning program that combined training with coaching, and we created space for regular check-ins to discuss challenges Wendy encountered in her day-to-day work.”

Laughing: “That worked out well, because coaching is a role that really suits me.”

Can you describe what the learning journey looked like in practice?

Hureya: “We put together a package based on trainings from the open course catalog of Capgemini Academy. One of our key strengths is creating structure. Step one: foundational training courses. Step two: advanced courses that Wendy would only start once she had gained sufficient practical experience. We built the journey step by step.”

“After each training, we discussed Wendy’s experience, how she applied what she learned in practice, and what challenges remained. She also spontaneously shared moments of success. Where needed, we adjusted the journey to ensure it continued to align optimally with her needs and experience.”

Wendy: “That combination of learning, immediate application, and continuous alignment made this experience incredibly strong for me. It was an intensive but very positive learning journey, largely thanks to Hureya’s excellent support. This approach truly makes learning enjoyable.”

Wendy, how long have you been working on this, and where are you now?

Wendy: “Originally, we agreed that I would complete all trainings within two years. In practice, that turned out to be ambitious, as I was also very busy internally. I learned a lot through conversations with subject-matter experts and by attending internal workshops. I still have a few trainings left within my Capgemini Academy learning plan.”

“In my new role, I work on a variety of topics, which allows me to develop more broadly. In addition, this enables me to expand my knowledge network and collaborations, both within my own department and beyond. I feel much more confident in my new role, especially compared to two years ago, when I had just started my development journey.”

Were there any trainings that stood out for you?

Wendy: “Yes, definitely. Of all the trainings I’ve taken with great interest and enjoyment, the communication training stood out the most. The content was enriching and the trainer delivered it in a very engaging way from start to finish. What we discussed directly related to a real challenge I was facing at work.”

“I brought a practical case to the training, and we literally practiced the conversation. The tools I received are still something I actively use today when preparing for discussions. The impact of that training is still very tangible.”

Wendy, you already mentioned something about it, but could you go into a little more detail about what this process brought you personally?

Wendy: “I stand much more firmly in my role. I have a clearer understanding of what’s expected of me and where my strengths lie. I initiate conversations more often, contribute ideas, and provide advice.”

“It also helped me trust myself more. I no longer let my sense of appreciation depend so much on what others think. I understand better what I bring to the table and where I can still grow. And, just as important, I learned that growth takes time, and that it’s okay to give yourself that time. Not everything has to happen at once.”

Your journey isn’t fully complete yet, how do you look at what’s ahead?

Wendy: “I will continue to develop myself, even after this learning program. I now have full confidence that I will be able to take the next step in my career, thanks to this wonderful experience at Capgemini Academy!”

Finally, Hureya what did you learn from this journey?

Hureya: “For me, this journey once again confirmed how important personal attention truly is. A training on its own can be valuable, but real impact happens when you look closely at someone’s motivation, learning style, and work environment.”

“Continuous alignment made the difference here, not just focusing on what Wendy wanted, but also on what her role and the organization required. That’s how you deliver true customization.”

Workplace Learning at Capgemini Academy

Are you, like Wendy, curious to discover which trainings align with your learning goals? Capgemini Academy offers workplace learning programs: individualized learning journeys in which you and a coach jointly determine the structure and level of support. Possible components include structured working methods, performance coaching, concise business writing, and more.

Would you like to learn more? Feel free to contact us, we’d be happy to discuss the possibilities for a tailored training plan.