Detects character, talents and motivation

Why become a CoreTalents Analyst?

 
 

Are you a psychologist, coach, HR professional, therapist, career counsellor, care coordinator or do you support people in a different role?

The CoreTalents Method allows you to offer people deep insight into their nature, potential and intrinsic motivation. This helps them - and you - to address and solve their problems.

You probably already know that a CoreTalents Analysis empowers people to leverage their value and strengths. And that the results of an analysis motivate people to put themselves (back) on track.

And you probably already also know that a CoreTalents Analysis gives you a clear view of what gives or costs people energy, and what makes their eyes shine and what does not. And that the subsequent structured in-depth interview also offers standards and values, competencies and other important insights.

 

As a coach you don’t want to lose valuable hours obtaining a bit of insight into the driving force, talents, personality, motivation, competences, norms & values … of your coachee. Of course you want to get started right away so that your work will bear fruit more quickly. 

As an HR professional of course you want the right person in the right place, now and in the future. And you want to communicate to your managers how best to deal with each employee to pleasantly achieve quick results, in concrete terms and with full knowledge of the facts. Moreover, you want to know precisely the talents you have for the future.

As a psychologist, doctor or (para) medical care provider you want to provide concrete assistance to people to help them solve their problems, and of course you want their voluntary and motivated cooperation. 

 
 

Who are our Analysts?

 

Our nearly 300 Accredited Analysts did not take their decision lightly. They wanted to know for sure that CoreTalents Training would add real value to their work. Why?

Most of them already have a Master’s, PhD or Bachelor’s degree and usually have tonnes of expertise and experience in their domain: human resources or personnel matters, coaching, psychology, (psychiatric) medicine, career guidance, scientific research, education, study (choice) guidance, management, organisation, engineering, operations, business administration …

Many schools are constantly updating and expanding their expertise with knowledge and experience in high giftedness, HSP, perfectionism and many other human characteristics.

 

About a third of our analysts took the course after they themselves experienced a CoreTalents Analysis. The other two-thirds were convinced by the testimonies of people who had received one, or by reading the book by Danielle Krekels: ‘Beken(d) Talent – Ken je KernTalenten en maak de juiste keuzes in je studies, je werk en je leven’ [Realise your Talent: Know your CoreTalents and make the right choice for your studies, your work and your life] or ‘Krachtig met KernTalenten’ [Strong with CoreTalents] that was published in June 2018.

The scientific validation in the spring of 2015 at the VUB by a team led by Prof. Dr. Elke Van Hoof gave the online CoreTalents Questionnaire a Cronbach’s alpha reliability index of .84 (the highest in the world for this type of questionnaire, alongside the Big 5). It also proved how the CoreTalents Method helps people to develop in concrete terms and ... that they themselves are eager to get started!

 
 

Scientifically validated

The scientific validation in the spring of 2015 at the VUB by a team led by Prof. Dr. Elke Van Hoof gave the online CoreTalents Questionnaire a Cronbach’s alpha reliability index of .84 (the highest in the world for this type of questionnaire, alongside the Big 5). It also proved how the CoreTalents Method helps people to develop in concrete terms.

From the VUB press release of 19/5/2015:

 
 

Knowledge of CoreTalents helps fight stress & burnout

On 12 and 13 May 2015, Prof. Dr. Elke Van Hoof organised the 1st international conference on HSP (high sensitivity).

Prof. Dr. Elke Van HoofProf. Dr. Elke Van Hoof is a clinical psychologist with specialisations in psychodiagnostics, trauma, stress and burnout.  She teaches medical and health psychology at the VUB and is coordinator of the “High Sensitivity for Professionals” programme.

 

CoreTalents

An effective way to deal positively with stress & burnout is getting to know your CoreTalents. CoreTalents are your Nature, Potential and Intrinsic Motivation at their most original level. The CoreTalents Method has been used for more than 25 years in the selection of engineers and scientists.

In the meantime, more than one hundred HR managers, coaches, psychologists and other professionals have been trained as an Accredited CoreTalents Analyst. They use this knowledge as specialists in their respective fields, ranging from study choice to career guidance, promotions, HR policy, relationship mediation, team building, and so on.

 

Making the right choices

‘Qualitative analysis of the research shows that the results of the CoreTalents Test stimulate direct action, giving the motivation to make the needed changes in order to get yourself back on track.’ says Prof. Dr. Elke Van Hoof.  

She announced the results of her research on stress, burnout & HSP at the VUB conference.

This research shows that in terms of reliability, the CoreTalents Test scores as well as the Big 5 personality test (the most used in the world) and better than the MBTI.

 
 

How does CoreTalents ensure thorough knowledge and a healthy organisation?

 

Danielle Krekels continues to immerse herself in the CoreTalents and their endless combination possibilities. Thorough research remains important and she likes to spar with experienced and enthusiastic Analysts about new insights. She then investigates these further and if they are correct, she shares this new knowledge with her Analysts.

Danielle carries the joyful message with gusto because the whole world is entitled – or rather, needs – to know how to make sustainable and positive choices. Which is why cooperation with a professional PR agency is part of her responsibility.   

continues to immerse herself in the CoreTalents and their endless combination possibilities. Thorough research remains important and she likes to spar with experienced and enthusiastic Analysts about new insights. She then investigates these further and if they are correct, she shares this new knowledge with her Analysts.

Danielle carries the joyful message with gusto because the whole world is entitled – or rather, needs – to know how to make sustainable and positive choices. Which is why cooperation with a professional PR agency is part of her responsibility.   

 

As manager, Dirk Sterkendries watches over the health of the organisation and the status of ‘ambassador’ that each CoreTalents Analyst has.

He works hard so that all Analysts get what they need to do what they want to do: perform high-quality analyses.

Dirk is our tower of strength and a reliable support and refuge for Danielle and all Analysts when questions or problems arise. 

 

And because Danielle and Dirk are husband and wife in a structurally sound marriage, the communication line is short. When an Analyst is confronted with a problem, one of them can offer help quickly.

Whether it is substantive or organisational in nature, Danielle and Dirk are happy to pamper ‘their’ Analysts. After all, they aim to realise their dream: ‘giving people insight into their CoreTalents in order to make sustainable and positive choices’, which is only possible with enthusiastic and competent Analysts.

 
 

What does CoreTalents do for its Accredited Analysts? Or: what happens after the training?

 

Qualitative support

Many Analysts became friends and dozens are working together on large projects or in organisations. Others prefer to work independently and in this way present the best of themselves and the CoreTalents Method.

We of course find this fantastic!

Which is why CoreTalents is happy to provide qualitative support and even further growth for all Analysts who wish to do so.

 

Refresher courses and activities

The continuous refresher courses and activities in the form of information evenings, an annual refresher day, master classes on a theme that Analysts choose themselves, refining the professional afternoons around eight subjects, a private Analysts ‘Mirror Group’ on Facebook to discuss cases or questions with each other, a group on LinkedIn, blogs that Danielle writes, a monthly newsletter with sometimes minor items, other social media …, ensure that their knowledge stays up to date. 

 

Analysts Board

In addition to Dirk and Danielle listening to the concerns of Analysts, there has been an ‘Analysts Board’ from the very beginning in 2005’. It consists of 5 to 7 Analysts, elected as representatives by all Analysts. Moreover, there is the ‘Quality Committee’ of 5 highly experienced Analysts and/or Trainers who handle any complaints about an Analysis of clients - to date: 0 - and make recommendations for improving analysis quality.

 
 
 

Special projects

Some Analysts prefer pilot projects, or work with special target groups such as young people and in education.

Others are involved in further scientific research so that we can integrate the latest insights from brain research.

And there are always creative minds that come up with clever new products such as the CoreTalents Cards: a wonderful tool that is highly appreciated.

In 2019 Danielle started to develop a special programme on ‘CoreTalents and Diversity & Inclusion’. We realise better than anyone that everyone has strong CoreTalents, even if they are not (yet) visible.

In short: Danielle and Dirk care for a lively and strongly involved community and treat the Analysts for who they are: our wonderful ambassadors and true VIPs!

 
 

Testimonials

These Analysts are happy to tell you why they work with the CoreTalents Method and what they do each day in their practice.

 
 

Ilse HendrickxIlse Hendrickx has been an analyst since 2012 and is an Accredited CoreTalents Trainer. One of her passions is guiding young people in their studies and providing good study choice advice.

 

“My focus is first of all on a thorough acquaintance with the pupil or student, with the help of a CoreTalents Analysis. I believe it’s important to work in a non-therapeutic setting that appeals to young people. The interview starts quite pleasantly because I initially talk to them about their favourite activities as a child: playing football, building camps, gaming, crafts, youth movement, etc.

In the second part of the analysis, I listen very carefully to the young person’s story. In this, I find it essential to proceed sympathetically and have an open mind. Topics such as school, upbringing, friendships, but also their dreams and wishes for the future are discussed.

Finally, it is my turn as an Analyst to speak and give students insight into their magnificent CoreTalents and their unique personality. In this phase of the interview, parents are also welcome to listen in. The more parents and young people understand how things are, the more everyone can support a study choice as a team. The outcome of the CoreTalents Analysis, combined with my knowledge of the educational landscape, allows me to formulate clear study choice advice that effectively helps young people and parents. For me it’s always an honour and a pleasure to be able to work with this brilliant young talent!”

 
 
 

Ingrid EveraertsIngrid Everaerts is not only a CoreTalents Analyst, but also an Accredited CoreTalents Trainer and has been both an individual and team coach for almost 20 years. Since 2011, she has also been training coaches, applying the principle that every coachee deserves a competent coach.

 

“I use the CoreTalents Method as a tool that gives me immediate insight into who my coachee is and what his or her preferences are. As a coach, this saves me a lot of time in the coaching process: it makes it possible to quickly respond to his or her motivators and I know how to adapt the ‘homework’ to the energy drivers. For coachees it is a huge advantage that they quickly gain insight into themselves and in this way easily and thoroughly anchor the material learned.

For me, the CoreTalents Methodology differs from other techniques in that it goes deeper, is focused on the positive, plus it is pleasant for coachees to examine their childhood. It is non-threatening, which is not always the case with a traditional test.”

 
 
 

Joachim WillemsJoachim Willems is IT team coach and supports the HR policy at Amplexor Belgium. Amplexor is an implementer of complex websites, intranet applications and systems for automated document management.

 

HRM at Amplexor Belgium uses the CoreTalents Method for selection and recruitment and to create profiles of all their employees, especially IT staff and engineers.

Joachim has been an Analyst since May 2015 and uses the CoreTalents Method. ”The strong emphasis on motivation - rather than competencies alone - to support employees in the development of their careers over the long term. The emphasis on motivation and potential ensures that important career choices are well-founded and that employees work in the right jobs with a lot of enthusiasm.”

 
 
 

Kathleen D’HooghKathleen D’Hoogh has been active in the HR world for more than 18 years. As HR (temporary employment) manager she discovered CoreTalents in 2008 and then became an Accredited Analyst.

 

“Since then, I have successfully used the method for recruitment, talent development and leadership trajectories in various organisations. As a team coach in cultural change trajectories and as an individual coach for business leaders and managers, I see that the CoreTalents Method offers amazingly strong insights and a wonderful basis to assist people in their further development, both professionally and personally. By using CoreTalents for team coaching and individual coaching, I note that people become fully empowered. By making grateful use of my own strong CoreTalents, I am also in ‘full flow’ myself.”

 
 
 

Mireille Vandevorst is career counsellor, and seconds HR professionals in the SME sector. She discovered the CoreTalents Method through her work as a recruiter of hard-to-find engineering profiles.

 

Due to the accuracy of the various selections for the ‘right (wo)man at the right place’ that she saw at engineer selection agency Alprocor - which uses the CoreTalents Method and of which CoreTalents is a spin-off - she herself followed the training for Accredited Analyst. She explains: 

“During this training I discovered my own CoreTalents, which prompted me to set up my own company. As a child I always said that I wanted to become an entrepreneur, but my parents and husband gave me the ‘good advice’ for years to opt for security and a permanent contract. However, I threw all of the certainty associated with permanent employment overboard and stepped into entrepreneurship with a good dose of self-confidence and conviction. 

Each employee is recruited on the basis of their CoreTalents. My employees know each other’s strong CoreTalents and that is THE greatest benefit in our team and for the growth of my company Solut, which provides solutions with a Passion for HR.”

 
 
 

Monique LooMonique Loo is an independent entrepreneur who uses her experience in multicoloured roles as company doctor, coach, trainer, CoreTalents Analyst, supervisor and intervision counsellor.

 

“I do this for the benefit of my clients who come to me because they (often) are looking for how they can feel ‘better’ about themselves and more intelligently combine what they need and have to offer with what the (work) environment needs and has to offer. Ultimately, it’s about the life-long development of people in and with their environment, of all ages at all stages of life, as far as I’m concerned, unhindered by formal pensions etc.

As a result, my role is no longer that of the standard doctor in the consulting room.  I haven’t been active in the consulting room as a doctor monitoring absenteeism since 2000. On the contrary, I prefer ‘open consultation hours’ and it always involves ‘positive employability’, not the elimination of absenteeism.

I like to share these examples of insights of working people using the CoreTalents Method:

  • You might love people very much and want to make them happy, yet run into problems when needing to care for them. (Becoming a nurse and performing care tasks is not the best job for you.)
  • You can certainly want to be ‘dominant’ and go for profit and impact, and still accept loss as well. (The case where a team did not understand that a dominant boss could actually accept a loss, and that he was not simply pretending to do so.)
  • You can certainly enjoy and become energised from actively working in a team,  whether structured or otherwise, and still run away screaming from passive socialising and small talk. (In a team where some team members were never interested when it came to socialising, while they were always ready to go and radiant in a team context.)
  • You can really want to know something about everything and at the same time feel the need to truly immerse yourself in just one subject. (A professional who thought something was wrong with him because he wanted both, but found - as did his environment - that he had to make a choice because the two were incompatible.)

These insights are difficult to combine using the standard tests (that employ polarising types based on Jung). After all, they often put people on the wrong track and sometimes ‘therefore’ lead to workers having their strong CoreTalents excluded. Or them feeling ‘obliged’ to apply their small CoreTalents. Unconsciously, because they didn’t know their CoreTalents yet.

The aforementioned insights led the clients involved to find a healthier way to grow and develop. They now understand the points on which previous guidance or work adaptation fell short or was counterproductive, and can now make healthier choices themselves and in collaboration with their (working) environment, also for the future: work is enjoyable again.”

 
 

Training as Accredited Analyst

 

The eight and a half days training (including a half-day practical exam and a free follow-up day within 6 months) is spread over 3-5 months and is always organised in the spring and autumn.

In the Netherlands and Belgium this is in Dutch and shortly we plan to schedule open trainings in French and English.

 

Did you know that an analysis can be performed in four languages? The questionnaire and report are available in Dutch, French, English and German.