Royal A-ware offers opportunities to develop young talent through two training programmes: management and professional. Trainees are given direct responsibility while working on their personal development. Jorrit Biemolt (22) and Niels Meijer (22) are second-year management trainees and both work as Logistics team leaders at A-ware Ripening in Zeewolde.
Why did you choose a training programme at Royal A-ware?
Jorrit: 'After completing my studies, I wasn’t entirely sure what I wanted to do, so I sought out a training programme opportunity. Royal A-ware is a large company with many opportunities for trainees, and I was particularly drawn to its strong focus on entrepreneurship.'
Niels: 'For me, the food sector was particularly interesting with everything moving at a fast pace because of best-before dates.'
What will the training programme offer you?
Jorrit: 'During training days, you get to work on your own development. What I'm good at and what I'm not so good at. In day-to-day work, I don't get to do that so easily. What I learn about myself during those training days, I can directly put into practice.'
Niels: 'This is also discussed during coaching interviews. What do I wish to develop? Whenever you need more support from a coach, they're always there to ask. In addition, of course, your supervisor is another kind of coach.'
What did you learn about yourself that you didn't already know?
Jorrit: 'I always want people to like me, but of course, as a team leader, sometimes you have to make decisions that people aren't happy about. I sort of understood that this is me, but after taking a personality test, it became crystal clear. I've discussed this during my coaching interviews and I'm now different in my work. I need to say what's on my mind more often instead of avoiding confrontation.'
Niels: ‘I tend to take a wait-and-see approach. I prefer to have all the information before making myself known, so I stay in the background. However, I realise that I can still contribute even if I don’t have all the details yet. I now understand that this is related to perfectionism.'
Your group consists of six trainees. How valuable is that peer group?
Niels: 'We exchange experiences, and debate possible solutions to situations we encounter. Often, these are the same kinds of situations that some can handle better than others. And it's nice to know you're not the only one.'
Jorrit: 'In the group, you also have a buddy with whom you have closer contact. The buddy is at a different branch so you get to see a different perspective.'
What is the added value of the training programme?
Niels: 'The training programme provides opportunities to interact with a diverse range of people and exchange experiences. You learn about different approaches to handling situations, which helps you discover your own leadership style more quickly.
Jorrit: 'Debate within the group is really valuable. For me, the coach is also a stimulus to develop myself. Otherwise, I lose focus on myself during the confusion of the day. Training days give an extra impetus to re-focus on my own development. If I had started in this job without a training programme, I would not be where I am today.'
Training Programme
A training programme at Royal A-ware consists of three blocks of eight months each:
Master yourself
Master your impact
Master your leadership
Trainees meet for two days every block. The programme then includes training sessions such as 'Persuasive Influencing', workshops, role-plays and peer discussions.In addition, trainees have coaching interviews, look-ahead days and 360-degree development interviews, during which they actively seek feedback from colleagues, team leaders, or other people in the organisation.