“Over the years I have helped many organizations with learning and development issues. I converted these into concrete development plans and, if desired, carried them out myself or together with partners. For example leadership programs, team training, strengthening skills and policy development and implementation'.

Originally from an HRM background,  Sandra has frequently supervised transition processes and implemented organizational policies both as an external consultant or ad interim within organizations.

Strengthening the 'people' factor in organizations and professionalizing HRM teams will always remain her special interest. When it comes to learning and development, people often think about organizing a training course to improve skills and knowledge. This may be the 'easy' option - but unfortunately - the return on training is often woefully low if it is not linked to practical learning. Especially if you want different behavior within the entire organization, (much) more is needed than that.

There is usually not one best solution. It is often about the right mix, which in any case fits in with daily practice, where professionals are challenged to apply what they have learned in their own practice and leaders who stimulate and support the desired behavior in the learning process.

Sandra; 'I start with the end in mind. What is the goal? Who is it important to? Where are things not going well now? I actively contribute ideas, develop an approach in consultation with internal stakeholders and work on train-the-trainer processes where possible, so that the expertise in the organization is improved and improvements do not stop when I leave.”