A Successful Young Professional Program at Deltares

Deltares focuses on research, advice, and innovation in water and subsurface, aligning with societal issues such as climate change, land subsidence, and drought. Anne Spruijt - Beerepoot, Learning & Development specialist at Deltares, was tasked with this challenge in 2018: “The Young Professional Program (YPP) was one of the first major programs I developed for Deltares,” says Anne. The program aims to give junior advisors/researchers a solid start at Deltares. “In the YPP, soft skills, getting to know the organization, and building an internal network are key components—all essential ingredients for a successful career at Deltares.”

Structure of the Young Professional Program

Every junior advisor/researcher who starts at Deltares goes through the Young Professional Program. It lasts about a year and a half and consists of various modules covering topics such as networking, making an impact, advisory skills, and working in projects. “It’s really the bridge between academia and the professional field,” says Anne. “On average, participants have a training day once a month on a specific topic. Most of these are conducted by GITP.”

In addition to the modules, there is also one-on-one coaching. During an intake interview, the employee determines their learning goals. Anne explains, “The supervisor is also present at that interview. They can facilitate the formulation of those learning goals, ensuring everyone is well informed about the junior’s focus areas.” Following this, there are coaching sessions with GITP coaches, peer coaching (intervision) with other participants, and mentor discussions with an experienced colleague. Finally, there is an end-of-program discussion where the supervisor also joins to reflect on what has been learned (and to celebrate) and identify (new) development points.

Creating a Cohesive Group

Before the Young Professional Program, there were individual training sessions for employees. Anne explains, “An important advantage of an integrated program is that participants really experience it as a group. They go through the program together from start to finish. This fosters group formation, mutual trust, learning from each other, and bonding with the organization.”

Mechtelt, the project leader from GITP, has been involved with the Young Professional Program since the beginning. “It’s wonderful that it’s a long-term project. The entire program lasts a year and a half, during which you see participants develop, find their place within the organization, and take control of their own development.” Despite the extensive program, the group remains consistent. Anne emphasizes, “The safe environment we create for the juniors is essential for the program’s success. GITP played a significant role in this by consistently providing the same trainers. In such a safe environment, any topic can be discussed, and we receive positive feedback from participants.”

Building a Network

Anne highlights the importance of the network participants build during the program. “At Deltares, we often work on complex questions. To realize projects, it’s necessary to bring together different expertise and perspectives, collaborating with colleagues from other departments and units. Therefore, knowing who has what knowledge is crucial so that others can find you later, and you can rely on others. Experiencing this program together and sharing laughter makes this easier.”

A participant of the program confirms this: “The program brought me closer to my junior colleagues. It makes me feel like I work in a safe environment where I am valued and more than just a number. Moreover, I gained more insight into myself, such as how others see me and the prejudices and beliefs I hold.”

Essential Soft Skills

Alongside building an internal network, the program also focuses on various soft skills, or interpersonal skills, which participants may not have encountered before, such as interacting with clients, managing their own schedules, and inclusive and intercultural collaboration. “Deltares implements projects worldwide, and 22% of our employees are internationals. It’s very relevant to learn from all the cultural perspectives represented in the YPP learning groups,” says Anne. “Additionally, we provide space for participants to continue discovering who they are as professionals and what they find important. At Deltares, we believe it’s very important that our people derive energy and enjoyment from their work.”

Understanding Deltares' Culture

By building a network and learning various soft skills, participants also learn how things work at Deltares. Getting to know Deltares is a crucial part of the program. Experienced colleagues/project leaders play an important role during the training days. “Juniors find these stories extremely useful,” says Anne.

A YPP participant shares: “The program provided space and a framework to think about and work on my personal and professional development. It helped me understand myself and others better. Going through this process with a group of colleagues in similar situations made my integration into Deltares easier.”

Continuous Improvement

Although the program’s foundation is solid, it is never finished. Anne explains, “We continuously ensure the program aligns well with Deltares’ strategy and the juniors’ needs. Both Deltares and GITP strive for quality.” Mechtelt adds, “The collaboration with Deltares is very good. We work based on trust. Both parties are committed to improving the program and providing the best possible experience for participants.” Anne concludes, “We can say anything to each other, whether it’s a compliment or a tip. That makes the program a success because it allows for constant improvement.”

A Successful Program

The success of the program is undeniable. Anne proudly states, “This year, we are starting four groups. That’s unprecedented for us! I see the program’s effects in the organization: juniors are quicker to feel at home, have a stronger network, and better position themselves within the organization.”

And how do you really know if the program works? “We ask for feedback from the juniors. Additionally, colleagues often tell me that the onboarding of young colleagues now goes much more smoothly. And the best part: colleagues ask if they can also have a Young Professional Program for themselves!” Anne laughs. “That’s one of the biggest compliments you can get, right?”