"Philips is looking for disruptive talent."
ORMIT and Philips
Why did Philips choose the ORMIT In-Company Traineeship?
Daniel Marrara Bertholdo: We try to draw in talent and bind them to us, with an eye on the future of Philips. I love seeing how driven these young talents are: they infuse our company, which is currently going through a major change process, with new energy. Our ORMIT talent pool ORMIT'ers, who we deploy all over the world, are champing at the bit to contribute. I've clearly seen that the visibility of these talents is increasing, as colleagues experience the value they bring into the company. The programme is very successful.
How does Anke fit into that picture?
Daniel: Anke is passionate, motivated and has heaps of energy! In a transformation process, connecting with others is the real key to success. Fortunately, that might just be her biggest talent. Anke is great when interacting with others and quickly brings people up to speed. She's spontaneous and says what's on her mind. Besides, she never loses her head and has an eye for the people around her, not just for the business.
Anke Verstappen: Well, yeah! I often get the feedback that I'm quick to connect with people and bind them to me. I'm a real extravert and can easily identify someone's strengths, but I'm not afraid to learn and to listen to criticism. Philips has a strong focus on change management and is looking for potentially disruptive talents.
Why did you choose Philips?
Anke: It's their vision that appeals to me most: Philips wants to make the world a healthier, more sustainable place. Specifically, they have the goal of improving the lives of 3 billion people by 2025. Add to that the drive to be the best company by adding value to society with innovations ranging from MRI scanners that can make quicker diagnoses to airfryers that let you make healthier fried foods. They want to make a profit, of course, but they also want to benefit society. That's what I like about Philips.
"Developing solutions to improve people's lives is a key driver for talents."
What does your two-year programme look like?
Anke: Over the course of two years, I'll do three assignments that suit my development needs. In the past six months, I worked as a Local Project Manager for the Forecast to Plan project for the Iberia organisation. During that time, I also spent 2 months in Madrid. The most important thing is to get to grips with the content as quickly as possible, so that you can help your colleagues. At the same time, the programme doesn't keep you bound to a particular place for a long period of time. Your final assignment is also called the landing spot, and the idea is that you use it to find your own role and, possibly, a position in the company. I now know that my personality is a better fit in personal health than in health systems. I'm mainly looking to gain a lot of operational experience at personal health.
What is it like to work with Daniel?
Anke: It's difficult not to match with Daniel! I was jealous of my fellow trainees who had had the chance to work with him before me. Daniel is clearly very involved with you and he's a natural mentor. All trainees love working with him. I was ecstatic when I was given the opportunity to do an assignment for him.
Daniel: When I see the passion in her eyes, I see a piece of myself. Developing solutions to improve people's lives is a key driver for talents. I always say: everything you do here contributes to that. The societal aspect of the work gives an enormous boost to the motivation of young people like Anke.