Activation kit

New Heroes in your organization


New What?

Great! A membership with access to dozens of online soft skill courses. But how do you make sure New Heroes is a success within your organization? One really important step is making sure the arrival of New Heroes is communicated clearly to your co-workers. The Why and How they are going to benefit from it. And, if you would like to link New Heroes to your own competency profiles, we'll be happy to help there as well! This way you can ensure the best possible alignment.

On this page you will find everything you need to make New Heroes a real success within your organization

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Step 1: Good preparation

In this phase it is the idea to collect all the necessary information from your co-workers, who are allowed to work with New Heroes, in order to obtain a license for all. And, may we give you a tip? Reserve moments in your calendar (in 1, 2, 5, 9 and 12 months' time) to revisit this activation page and initiate new follow-up actions.

Continuously communicating what New Heroes is, why it is being offered and what the added benefits are, makes 'learning with New Heroes' self-evident within the organization.


Step 2 - The Kick-off

Month 1
For a flying start of New Heroes within your organization, we provide a Kick-off. The kick-off is the start of New Heroes within your organization, in which the focus lies of the importance of personal development and how New Heroes can be put into practice on a daily basis. Make sure, furthermore, that New Heroes remains visible in the workplace.

Step 3 - Fire up!

Month 2-4
Are your co-workers fired up? Then, get going! Implementation works best with small steps. One simple step is to make New Heroes part of the HR/performance cycle. This way, New Heroes remains a topic of conversation between manager and co-worker. Managers play a key role, when it comes to personal development of their employees. Make managers partly responsible for the development of their people. Need help? We also offer a workshop for managers, in which - among other things - an activation plan is created. In the workshop they also learn about intrinsic motivation and giving feedback online.


Step 4 - Compare, learn and make an impact

Month 5-8

And then it is time to learn from each other.
Managers: which activation medium worked best and which ones didn't. Also here we offer a workshop in which lessons learned are discussed. But also users can learn from one another.

How? Organize intervision moments or pair co-workers for the supporter role. Do you wish to make more of an impact? Then think about making use of coaches. It would seem that coaches can be very helpful in making sure steps are taken quickly in regard to development of employees

Helpful downloads with this step:
Helpful downloads with this step:

Step 5 - Persevere; the only way is up!

Month 9-12

Good to know: It's important to make sure there is permanent attention for New Heroes within the organization. What can be of help? With a Learning Dashboard you can follow the development of your co-workers, and take action when it is necessary.

Do you want to stimulate extra learning? Then think about an (unexpected) hero points competition. With this you challenge teams and individuals to learn and attach a reward to them doing so. Or create a physical space where co-workers can work on their New Heroes learning journeys.


Step 6 - To anchor

From 1 year forward

For the best results it is important to anchor New Heroes within the organization. This means that working with New Heroes aligns with the strategy and goal of your company, and thus that a learning culture has been created. Unfortunately, this does not happen by itself. In this phase it is important that the previous steps; from step 2, the activation, to this last step, perseverance, are continuously repeated.


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