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I amplify the value of learning: I build and facilitate learning programs with bottom-line impact

I’ve worked as change manager and learning consultant for Atos and Shell-Royal Dutch Oil upon receiving my Master’s degree in educational design and development. At present I’m an integrated talent management specialist, co-founder of Forzes, and founder of ROI on Talent and Neurotalent. It is my passion to work on the added value of learning. I do this through innovative solutions that directly improve work performance. Since 1993 I’ve helped clients envision, build, and deliver frameworks for talent development and talent management with proven bottom-line business impact. This is fueled by a Return on Investment by design process, for which I’m certified by the ROI Institute of Jack and Patti Phillips.


Leaders at ING Bank; ABN-AMRO Bank and the Randstad employment agency value me for my positive impact on personal, leadership, sales and talent development.
I’ve spoken at the ATD International Conference and Exposition eight times, twice at the ATD Asia Pacific Conference and twice at the ATD European conference, which I chaired in 2018. I’ve delivered my first TED Talk on the future of talent at TEDxStrijp.

As an experienced organization developer, I design, develop and facilitate learning journeys for performance improvement and behavioral change, talent and talented leadership development, and I advise on the organization of integrated talent management. My way of working is professional, decisive and result-oriented and at the same time also people-oriented. In complex situations you can count on me to be enthusiastic, appreciative and brave.


Typical Evert:
• enthusiastic and warm • space and appreciation • learning and inquisitive • innovation in learning • tangible organizational results • smart and loving • brave


I fulfill various roles: consultant, designer, developer, process supervisor, facilitator, trainer.



  • Integrated talent management and development.

  • Business alignment: needs assessment and target setting.

  • Measuring the impact of learning on performance and organizational results.

  • Learning design for Return on Investment: ROI by design.

  • Learning and talent development.

  • Training in and group facilitation of behavioral change.

  • Innovating learning: blended, flipped, on-line, mobile.

  • \Process guidance: e.g. intervision and action learning.



  • Communication – speaking, writing.

  • Quantitative and qualitative research.

  • Video-production.

  • Convince and influence: enroll, enthuse and involve.

  • Ability to envision and implement innovation.

  • Ability to form a vision and make it practical.

About: About
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