Individual exploration intake within organisations (preventive)

This form of support is intended for (presumed) gifted professionals who show early signs of getting stuck in their work, role or collaboration without (yet) being at risk of burnout/bore-out or absence.

It is not a coaching programme, but a careful, exploratory process aimed at gaining clarity about what is going on and what would be appropriate next steps.

What this exploration includes

The support consists of:

  • an individual intake with the employee, focused on initial clarification and insight
  • a brief analysis of functioning, load and alignment
  • a short alignment conversation with HR and/or the manager, within clear privacy boundaries

The focus is on understanding and guidance not on fixing or problem-solving.

What this offers

For the employee

  • initial clarity about what is happening
  • insight into their own functioning within the work context
  • increased calm through recognition and articulation

For the organisations

  • preventive intervention before escalation or absence occurs
  • clearer understanding of what is happening for the employee
  • a well-grounded basis for decisions about next steps

Practical information

Duration

  • Employee intake: 90 minutes
  • HR / line manager alignment: brief coordination meeting (30 minutes)
  • Analysis and professional interpretation (written or verbal)

Fee

  • €400 excl. VAT

Format

  • Online or on site (travel expenses charged separately)

Coordination

  • Always conducted in alignment with HR or line management

Confidentiality & GDPR

  • Confidentiality and GDPR compliance are central

The content of individual conversations is not shared.
Only professional interpretation and advisory feedback are provided at a high level.

The content of individual sessions remains confidential. Only overall observations and professional recommendations are shared.

Second opinion – giftedness & work context

(independent professional input to support careful decision-making)

Sometimes organisations are faced with decisions that affect both people and organisational continuity.
When earlier support has not provided sufficient clarity, interests diverge, or uncertainty remains about what is actually at play, an independent second opinion can offer much-needed perspective.

This second opinion is intended for situations in which giftedness, work context and collaboration intersect in complex ways, and where standard interventions no longer suffice.

When a second opinion is used

Organisations contact me for a second opinion when:

  • there is uncertainty about functioning or sustainable employability
  • previous coaching, guidance or interventions have had limited effect
  • perspectives differ between employee, line manager and/or HR
  • decision-making risks accelerating without sufficient understanding
  • care, legitimacy and organisational buy-in are essential

What this second opinion involves

The second opinion consists of a clearly defined, independent exploration of what is occurring at both individual and contextual level:

  • an intake with HR and/or the line manager, focused on the decision context
  • a 90-minute conversation with the employee
  • analysis and professional interpretation of functioning, workload and work context
  • feedback at a high level to support careful and well-considered decision-making

The focus is not on fixing or changing, but on understanding what is actually at play and what is realistic and sustainable within the given context.

What this provides

For the organisation:

  • well-founded input for decision-making
  • clarification of underlying assumptions and tensions
  • reduction of repeated or escalating interventions
  • greater calm and clarity in complex situations

For the employee:

  • recognition and professional interpretation of their experience
  • insight into their functioning within the work context
  • careful handling of privacy and interests

Important boundaries

This second opinion:

  • is not a coaching trajectory
  • is not a change or improvement programme
  • does not make decisions on behalf of the organisation

The second opinion supports organisations in making careful, well-considered decisions, without pre-empting outcomes.

Content from individual conversations is not shared. Feedback to the organisation consists solely of professional interpretation and considerations at a high level, in line with privacy and GDPR requirements.

Practical information – Second opinion (giftedness & work context)

  • Purpose: independent second opinion to support careful decision-making
  • Mandate: commissioned exclusively by HR and/or line management, based on a clearly defined decision question

Duration & structure:

  • intake with HR and/or line management focused on the decision context
  • 90-minute conversation with the employee
  • analysis and professional interpretation aimed at implications and considerations
  • feedback at a high level to the organisation

Form of feedback:

  • verbal or written, depending on the decision context
  • focused on insight, consideration and organisational buy-in
  • not intended as a performance or assessment report

Fee

  • €750 excl. VAT

Format

  • Online or on site (travel expenses charged separately)

Conditions

  • Always conducted in coordination with HR or line management

Privacy & GDPR

  • Individual content is not shared; feedback is limited to professional interpretation at a high level

👉 This second opinion is intended for situations in which organisations explicitly seek independent professional input before decisions are taken.

Coaching programme: work context & giftedness

(individual programme with organisational alignment)

This programme is intended for situations in which individual coaching alone is insufficient, and where work context, role and organisational dynamics need to be explicitly included.

It combines individual guidance for the employee with careful alignment with the organisation, within clear boundaries of privacy and confidentiality.

What this programme offers

  • reduction of misunderstandings, friction and repeated escalation
  • clear insight into what is happening at both individual and contextual levels
  • realistic guidance on what is appropriate within the role and organisation
  • concrete advice for sustainable employability

Structure

  • Closing alignment conversation with HR / manager
  • Intake with HR / manager
  • Intake with the employee
  • 5 individual coaching sessions
  • Analysis and advisory synthesis
  • Closing alignment conversation with HR / manager

Important

Information exchange takes place strictly in line with GDPR, privacy and professional confidentiality.
The content of individual sessions remains confidential; only clarifying insights and professional guidance are shared.

Practical information

  • Session length: 90 minutes
  • Total investment: €1,850 excl. VAT
  • Online and/or on site (travel costs are excluded)

👉 Suitable when absence is imminent, collaboration is structurally blocked, or previous interventions have had insufficient effect.

Knowledge session — in-company

For organisations wishing to deepen this theme within their own context.

  • Tailored to the organisation and case material
  • Duration: 3.5 hours
  • Fee: on request (depending on preparation and context). Travel costs are excluded.

Knowledge session — open registration (pilot)

  • Target group: HR professionals, managers, leadership, coaches
  • Duration: 3.5 hours
  • Minimum 6 / maximum 10 participants
  • Location: Apeldoorn / Amersfoort (depending on registrations and availability)
  • Friday afternoon, 14:00–17:30
  • Space for sharing and discussing practical experiences
  • Frequency: once per month

Pilot fee: €315 excl. VAT per participant

👉 Interested in participating or dates? Get in touch.

Reflection & alignment

Do you have a concrete case, a question about an employee, or are you looking for someone to think along with you before making decisions?

I am happy to explore this with you even if the question is not yet fully clear.