Attention all professionals and businesses alike!
Are you struggling to overcome failures and improve your mental wellness? Look no further, because our Learning From Failure and Mental Wellness Knowledge Base is here to help.
Our extensive dataset consisting of 1518 prioritized requirements, solutions, benefits, results, and real-life case studies will provide you with the most important questions to ask to achieve immediate and long-lasting results.
Compared to other resources and alternatives, our Learning From Failure and Mental Wellness dataset shines as the ultimate tool for professionals seeking to enhance their personal and professional lives.
With a variety of products and resources on the market, it can be difficult to find one that truly stands out.
But our dataset covers every aspect of learning from failure and improving mental wellness, making it the go-to choice for those serious about their growth and success.
Not only is our Knowledge Base tailored to professionals, but it also offers a DIY and affordable alternative to expensive coaching and therapy sessions.
You can access all the information and tools you need to overcome setbacks and optimize your well-being at a fraction of the cost.
But what exactly does our product offer? Let us give you a sneak peek.
Our dataset includes in-depth research on learning from failure and improving mental wellness, with practical tips and strategies to implement in your daily life.
It provides a detailed overview of product specifications and types, highlighting the unique aspects that set our Knowledge Base apart from semi-related products.
The benefits of incorporating our Learning From Failure and Mental Wellness Knowledge Base into your business or personal life are endless.
You′ll gain valuable insights and techniques to help you bounce back from failures and develop a resilient mindset.
This not only leads to personal growth but also translates to improved performance and success in your professional endeavors.
Worried about the cost? Our product is extremely budget-friendly, allowing you to invest in your personal and professional development without breaking the bank.
And speaking of pros, it′s a one-time purchase that gives you unlimited access to a wealth of knowledge and resources, saving you time and money in the long run.
So don′t wait any longer, take control of your failures and mental wellness today and make the smart choice by investing in our Learning From Failure and Mental Wellness Knowledge Base.
Unlock your full potential and achieve the success you deserve.
Get your hands on our product now!
Does your organization have processes for learning from its failures and near failures? What does your organization do to promote learning from failure? How might your organization identify and prevent any sort of environmental failure from occurring?
Learning From Failure
Learning from failure is the act of gaining knowledge and insights from past mistakes or near failures. It involves having established processes in an organization to reflect on and analyze these failures in order to make improvements for future success.
1. Yes, the organization conducts thorough failure analysis to identify areas for improvement. Benefit: Promotes growth and development.
2. The organization encourages open communication and reflection on failures. Benefit: Fosters accountability and promotes problem-solving.
3. Training and workshops are offered to help employees cope with failure. Benefit: Builds resilience and improves mental well-being.
4. Mentoring programs provide support and guidance to individuals who experience failure. Benefit: Encourages learning from others′ experiences.
5. The organization recognizes and celebrates learning from mistakes. Benefit: Cultivates a positive learning culture.
6. Regular feedback and coaching help employees learn from their failures. Benefit: Encourages continuous improvement.
7. A performance evaluation system acknowledges lessons learned from failures. Benefit: Promotes a growth mindset.
8. The organization provides resources for employees to learn new skills after a failure. Benefit: Encourages adaptability and personal development.
9. Failure review panels are in place to discuss and learn from major failures. Benefit: Facilitates a collective learning process.
10. The organization offers mental health support for individuals struggling with the impact of failure. Benefit: Promotes overall well-being and resilience.
CONTROL QUESTION: Does the organization have processes for learning from its failures and near failures?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
Ten years from now, my big hairy audacious goal for Learning From Failure is for our organization to have a comprehensive and ingrained culture of learning from failure. This means that every team member, from the top executives to entry-level employees, will recognize the value of failures and near failures as opportunities for growth and improvement.
Our organization will have implemented robust processes and systems for collecting, analyzing, and sharing lessons learned from failures and near failures. This will include conducting thorough post-mortems on all major projects and initiatives, establishing a Failure Reporting and Analysis System, and integrating failure discussions into regular team meetings and performance evaluations.
Furthermore, our organization will have a mindset shift towards failure. Failure will no longer be seen as something to be ashamed of or fearful of, but rather as a necessary step towards innovation and success. Our leadership will actively encourage experimentation and risk-taking, and our employees will feel empowered to speak up about their own failures and share their learnings with their colleagues.
In ten years, our organization will also have a strong focus on continuous learning and improvement. We will regularly review and update our processes for learning from failure, making them more efficient and effective. We will also invest in professional development programs that help our employees embrace failure, learn from it, and use it to drive success.
Ultimately, my goal is for our organization to become a leader in learning from failure, setting an example for other companies and industries. We will be known for our ability to turn setbacks into opportunities and consistently improve and innovate. With this goal in mind, I am confident that our organization will thrive and reach new heights of success in the next decade.
"I can`t believe I didn`t discover this dataset sooner. The prioritized recommendations are a game-changer for project planning. The level of detail and accuracy is unmatched. Highly recommended!"
Case Study: Learning from Failure at XYZ Corporation
Synopsis of the Client Situation:
XYZ Corporation is a multinational conglomerate operating in various industries such as automotive, healthcare, energy, and technology. With over 50,000 employees across different countries, XYZ Corporation has been a prominent player in the market for decades. However, in recent years, the company has been facing challenges in achieving its strategic goals and increasing profitability. Despite implementing numerous initiatives to improve operations, the company has experienced several high-profile failures and near-failures in its projects and product launches. This has not only resulted in monetary losses but also in reputational damage and loss of customer trust. As a result, the leadership team at XYZ Corporation has recognized the urgent need to improve their processes for learning from failures and near-failures to avoid future setbacks.
Consulting Methodology:
In order to help XYZ Corporation address their issue of learning from failure, we proposed a three-step methodology:
Step 1: Identify Current Processes and Mindset - The first step was to conduct a thorough assessment of the current processes and mindset within the organization. This involved conducting interviews with key stakeholders, reviewing past project failures and near-failures, and analyzing the existing policies and procedures for handling such incidents.
Step 2: Design a New Failure Management Framework - Based on the findings from the assessment, we worked with the leadership team to develop a new failure management framework that would be implemented across all departments and projects. This framework aimed to create a culture of learning from failures and near-failures, rather than placing blame or punishing individuals.
Step 3: Implementation and Training - Once the new framework was designed, we provided training and support to all employees to ensure a smooth implementation. This included workshops on the importance of learning from failure, training on the new processes and procedures, and coaching for leaders on how to foster a culture of openness and continuous learning.
Deliverables:
1. Comprehensive assessment report outlining the current processes and mindset within the organization
2. A new failure management framework customized for XYZ Corporation
3. Training materials, including presentations and guides, for all levels of employees
4. Coaching sessions for leaders to support the implementation of the new framework
5. Monitoring and evaluation plan to track the effectiveness of the new framework
Implementation Challenges:
As with any change initiative, there were several challenges that we encountered during the implementation of the new failure management framework at XYZ Corporation.
1. Resistance to Change - The old mindset of blaming individuals for failures was deeply ingrained in the organization′s culture. Therefore, some employees were initially resistant to the new approach, fearing repercussions for their mistakes.
2. Time and Resources - Implementing a new framework requires time and resources, and this can be challenging for a large organization like XYZ Corporation. Delays and budget constraints could have derailed the project if not managed effectively.
3. Employee Buy-In - In order for the new framework to be successful, it was crucial to obtain buy-in from all employees. This required effective communication and transparency throughout the implementation process.
KPIs:
In order to measure the success of the new failure management framework, we established the following key performance indicators (KPIs):
1. Number of Reported Failures and Near-Failures – By tracking the number of reported failures and near-failures, we could determine if the new framework was encouraging employees to openly share their mistakes and learn from them.
2. Time and Cost Savings – We also measured the time and cost savings achieved through the new framework. This involved comparing the time and cost incurred in managing failures before and after the implementation of the new framework.
3. Employee Engagement – Employee surveys were conducted to assess their engagement and satisfaction with the new framework. This helped us gauge the level of adoption and acceptance of the new mindset and processes.
Management Considerations:
1. Communication – To ensure the success of the new framework, effective communication was crucial. The leadership team had to consistently communicate the importance of learning from failures and emphasize the company′s commitment to fostering a culture of continuous improvement.
2. Training and Development – Ongoing training and development were necessary to embed the new mindset and processes within the organization. This involved providing opportunities for employees to learn from their failures and sharing best practices across departments.
3. Rewards and Recognition – Recognizing and rewarding employees who successfully implement the new framework or demonstrate a willingness to share their failures and learn from them can further reinforce the new culture.
Conclusion:
In today′s fast-paced and complex business environment, organizations must be agile in learning and adapting from their failures. Our consulting intervention at XYZ Corporation helped the company shift its mindset from blaming individuals to learning from failures and near-failures as a team. Through the new failure management framework, the company has been able to reduce costs and time associated with failures, while also improving employee morale and engagement. As a result, XYZ Corporation is now better equipped to face future challenges and achieve its strategic goals. In conclusion, we believe that organizations must have well-defined processes for learning from failures and near-failures to foster continuous improvement and maintain a competitive advantage (Cankurtaran and Atalik, 2018).
References:
1. Cankurtaran, P and Atalik, O. (2018). Learning from Failure and the Role of Leader as a Teacher. European Journal of Sustainable Development, 7(3), pp.283-292.
2. Brant, J. (2017). Learning from failure: Make your fear work for you. T&D, 71(6), pp. 50-53.
3. Churilov, L and Culbertson, S. (2019). Great Companies Embrace Failure. Forbes. Retrieved from https://www.forbes.com/sites/larrymyler/2019/07/09/great-companies-embrace-failure/?sh=160518be68f9.
Are you struggling to overcome failures and improve your mental wellness? Look no further, because our Learning From Failure and Mental Wellness Knowledge Base is here to help.
Our extensive dataset consisting of 1518 prioritized requirements, solutions, benefits, results, and real-life case studies will provide you with the most important questions to ask to achieve immediate and long-lasting results.
Compared to other resources and alternatives, our Learning From Failure and Mental Wellness dataset shines as the ultimate tool for professionals seeking to enhance their personal and professional lives.
With a variety of products and resources on the market, it can be difficult to find one that truly stands out.
But our dataset covers every aspect of learning from failure and improving mental wellness, making it the go-to choice for those serious about their growth and success.
Not only is our Knowledge Base tailored to professionals, but it also offers a DIY and affordable alternative to expensive coaching and therapy sessions.
You can access all the information and tools you need to overcome setbacks and optimize your well-being at a fraction of the cost.
But what exactly does our product offer? Let us give you a sneak peek.
Our dataset includes in-depth research on learning from failure and improving mental wellness, with practical tips and strategies to implement in your daily life.
It provides a detailed overview of product specifications and types, highlighting the unique aspects that set our Knowledge Base apart from semi-related products.
The benefits of incorporating our Learning From Failure and Mental Wellness Knowledge Base into your business or personal life are endless.
You′ll gain valuable insights and techniques to help you bounce back from failures and develop a resilient mindset.
This not only leads to personal growth but also translates to improved performance and success in your professional endeavors.
Worried about the cost? Our product is extremely budget-friendly, allowing you to invest in your personal and professional development without breaking the bank.
And speaking of pros, it′s a one-time purchase that gives you unlimited access to a wealth of knowledge and resources, saving you time and money in the long run.
So don′t wait any longer, take control of your failures and mental wellness today and make the smart choice by investing in our Learning From Failure and Mental Wellness Knowledge Base.
Unlock your full potential and achieve the success you deserve.
Get your hands on our product now!
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1518 prioritized Learning From Failure requirements. - Extensive coverage of 150 Learning From Failure topic scopes.
- In-depth analysis of 150 Learning From Failure step-by-step solutions, benefits, BHAGs.
- Detailed examination of 150 Learning From Failure case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Trauma Healing, Guided Imagery, Food Justice, Community Involvement, Positive Discipline, Post Traumatic Growth, Trauma Recovery, Mental Health Apps, Toxic Relationships, Meditation Practice, Pet Loss, Giving Back, 12 Step Programs, Cultural Competence, Social Media Boundaries, Burnout Prevention, Setting Boundaries, Digital Self Care, Confidence Building, Co Dependency, Anger Management, Cultural Adjustment, Budgeting Tips, Volunteer Work, Cultural Trauma, Accountability Partners, Self Criticism, Neural Feedback, Personal Growth, School Performance, Environmental Activism, Life Transitions, Sensory Processing, Growth Mindset, Public Speaking Anxiety, Mental Wellness In The Workplace, Brain Food, Depression Treatment, Financial Wellness, Self Care Habits, Sensory Integration, Online Therapy, Job Loss Recovery, Virtual Connection, Art Therapy, Culture And Mental Health, Tai Chi, Eating Disorders, Injury Recovery, Retirement Planning, Professional Development, Continuing Education, Autism Education, Loneliness And Isolation, Virtual Support Groups, Digital Detox, Active Listening, Social Skills Development, Mental Fitness, Empowerment Activities, Empathy Skills, Resilience Practices, Hospital Anxiety, Mental Illness Education, Memory Strategies, Gratitude Practice, Assertive Communication, Eco Anxiety, Medical Trauma, Grief And Loss, Anger And Communication, Equine Therapy, Self Confidence Building, Conflict Resolution, Screen Time Management, Overwhelm Coping, Entrepreneurship And Mental Health, Emotion Coaching, Stress Management, Healthy Boundaries, Discrimination Awareness, Treat Yourself, Medication Management, Advocacy And Support, Media Literacy, Inclusive Language, Peer Support, Mental Wellness, Learning From Failure, Remote Mental Health Support, Human Connection, Study Skills, Body Positivity, Sober Living, Career Satisfaction, Lifelong Learning, Self Defense, Gratitude Journal, Mindfulness Techniques, Emotional Resilience, Historical Trauma, Grief Counseling, Accessibility Resources, Inclusive Spaces, PTSD Management, Adaptive Sports, Geriatric Care, Abuse Recovery, Adoption Process, Social Connection, Money Worries, Impulse Control, Brain Training, Positive Thinking, Harm Reduction, Sustainable Living, Chronic Pain Management, Disability Advocacy, Personal Safety, Healthy Conflict Resolution, Compassion Practice, Health Anxiety Management, Perseverance Strategies, Creative Outlets, Nature Connection, Isolation Effects, Relationship Maintenance, Mental Health Awareness, Time Management Strategies, Screen Time Effects, Identity Empowerment, Mindful Communication, Job Stress, Healthcare Accessibility, Systemic Oppression, Intergenerational Trauma, LGBTQ Support, Work Life Balance, Self Discovery, Healthy Relationships, Happiness Pursuit, Nature Therapy, Coping With Change, Mentorship Programs, Mental Health Stigma, Self Expression, Buddy Systems, Performance Anxiety, Diet And Nutrition, Telehealth Resources
Learning From Failure Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Learning From Failure
Learning from failure is the act of gaining knowledge and insights from past mistakes or near failures. It involves having established processes in an organization to reflect on and analyze these failures in order to make improvements for future success.
1. Yes, the organization conducts thorough failure analysis to identify areas for improvement. Benefit: Promotes growth and development.
2. The organization encourages open communication and reflection on failures. Benefit: Fosters accountability and promotes problem-solving.
3. Training and workshops are offered to help employees cope with failure. Benefit: Builds resilience and improves mental well-being.
4. Mentoring programs provide support and guidance to individuals who experience failure. Benefit: Encourages learning from others′ experiences.
5. The organization recognizes and celebrates learning from mistakes. Benefit: Cultivates a positive learning culture.
6. Regular feedback and coaching help employees learn from their failures. Benefit: Encourages continuous improvement.
7. A performance evaluation system acknowledges lessons learned from failures. Benefit: Promotes a growth mindset.
8. The organization provides resources for employees to learn new skills after a failure. Benefit: Encourages adaptability and personal development.
9. Failure review panels are in place to discuss and learn from major failures. Benefit: Facilitates a collective learning process.
10. The organization offers mental health support for individuals struggling with the impact of failure. Benefit: Promotes overall well-being and resilience.
CONTROL QUESTION: Does the organization have processes for learning from its failures and near failures?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
Ten years from now, my big hairy audacious goal for Learning From Failure is for our organization to have a comprehensive and ingrained culture of learning from failure. This means that every team member, from the top executives to entry-level employees, will recognize the value of failures and near failures as opportunities for growth and improvement.
Our organization will have implemented robust processes and systems for collecting, analyzing, and sharing lessons learned from failures and near failures. This will include conducting thorough post-mortems on all major projects and initiatives, establishing a Failure Reporting and Analysis System, and integrating failure discussions into regular team meetings and performance evaluations.
Furthermore, our organization will have a mindset shift towards failure. Failure will no longer be seen as something to be ashamed of or fearful of, but rather as a necessary step towards innovation and success. Our leadership will actively encourage experimentation and risk-taking, and our employees will feel empowered to speak up about their own failures and share their learnings with their colleagues.
In ten years, our organization will also have a strong focus on continuous learning and improvement. We will regularly review and update our processes for learning from failure, making them more efficient and effective. We will also invest in professional development programs that help our employees embrace failure, learn from it, and use it to drive success.
Ultimately, my goal is for our organization to become a leader in learning from failure, setting an example for other companies and industries. We will be known for our ability to turn setbacks into opportunities and consistently improve and innovate. With this goal in mind, I am confident that our organization will thrive and reach new heights of success in the next decade.
Customer Testimonials:
"I can`t believe I didn`t discover this dataset sooner. The prioritized recommendations are a game-changer for project planning. The level of detail and accuracy is unmatched. Highly recommended!"
"I can`t recommend this dataset enough. The prioritized recommendations are thorough, and the user interface is intuitive. It has become an indispensable tool in my decision-making process."
"The prioritized recommendations in this dataset have added immense value to my work. The data is well-organized, and the insights provided have been instrumental in guiding my decisions. Impressive!"
Learning From Failure Case Study/Use Case example - How to use:
Case Study: Learning from Failure at XYZ Corporation
Synopsis of the Client Situation:
XYZ Corporation is a multinational conglomerate operating in various industries such as automotive, healthcare, energy, and technology. With over 50,000 employees across different countries, XYZ Corporation has been a prominent player in the market for decades. However, in recent years, the company has been facing challenges in achieving its strategic goals and increasing profitability. Despite implementing numerous initiatives to improve operations, the company has experienced several high-profile failures and near-failures in its projects and product launches. This has not only resulted in monetary losses but also in reputational damage and loss of customer trust. As a result, the leadership team at XYZ Corporation has recognized the urgent need to improve their processes for learning from failures and near-failures to avoid future setbacks.
Consulting Methodology:
In order to help XYZ Corporation address their issue of learning from failure, we proposed a three-step methodology:
Step 1: Identify Current Processes and Mindset - The first step was to conduct a thorough assessment of the current processes and mindset within the organization. This involved conducting interviews with key stakeholders, reviewing past project failures and near-failures, and analyzing the existing policies and procedures for handling such incidents.
Step 2: Design a New Failure Management Framework - Based on the findings from the assessment, we worked with the leadership team to develop a new failure management framework that would be implemented across all departments and projects. This framework aimed to create a culture of learning from failures and near-failures, rather than placing blame or punishing individuals.
Step 3: Implementation and Training - Once the new framework was designed, we provided training and support to all employees to ensure a smooth implementation. This included workshops on the importance of learning from failure, training on the new processes and procedures, and coaching for leaders on how to foster a culture of openness and continuous learning.
Deliverables:
1. Comprehensive assessment report outlining the current processes and mindset within the organization
2. A new failure management framework customized for XYZ Corporation
3. Training materials, including presentations and guides, for all levels of employees
4. Coaching sessions for leaders to support the implementation of the new framework
5. Monitoring and evaluation plan to track the effectiveness of the new framework
Implementation Challenges:
As with any change initiative, there were several challenges that we encountered during the implementation of the new failure management framework at XYZ Corporation.
1. Resistance to Change - The old mindset of blaming individuals for failures was deeply ingrained in the organization′s culture. Therefore, some employees were initially resistant to the new approach, fearing repercussions for their mistakes.
2. Time and Resources - Implementing a new framework requires time and resources, and this can be challenging for a large organization like XYZ Corporation. Delays and budget constraints could have derailed the project if not managed effectively.
3. Employee Buy-In - In order for the new framework to be successful, it was crucial to obtain buy-in from all employees. This required effective communication and transparency throughout the implementation process.
KPIs:
In order to measure the success of the new failure management framework, we established the following key performance indicators (KPIs):
1. Number of Reported Failures and Near-Failures – By tracking the number of reported failures and near-failures, we could determine if the new framework was encouraging employees to openly share their mistakes and learn from them.
2. Time and Cost Savings – We also measured the time and cost savings achieved through the new framework. This involved comparing the time and cost incurred in managing failures before and after the implementation of the new framework.
3. Employee Engagement – Employee surveys were conducted to assess their engagement and satisfaction with the new framework. This helped us gauge the level of adoption and acceptance of the new mindset and processes.
Management Considerations:
1. Communication – To ensure the success of the new framework, effective communication was crucial. The leadership team had to consistently communicate the importance of learning from failures and emphasize the company′s commitment to fostering a culture of continuous improvement.
2. Training and Development – Ongoing training and development were necessary to embed the new mindset and processes within the organization. This involved providing opportunities for employees to learn from their failures and sharing best practices across departments.
3. Rewards and Recognition – Recognizing and rewarding employees who successfully implement the new framework or demonstrate a willingness to share their failures and learn from them can further reinforce the new culture.
Conclusion:
In today′s fast-paced and complex business environment, organizations must be agile in learning and adapting from their failures. Our consulting intervention at XYZ Corporation helped the company shift its mindset from blaming individuals to learning from failures and near-failures as a team. Through the new failure management framework, the company has been able to reduce costs and time associated with failures, while also improving employee morale and engagement. As a result, XYZ Corporation is now better equipped to face future challenges and achieve its strategic goals. In conclusion, we believe that organizations must have well-defined processes for learning from failures and near-failures to foster continuous improvement and maintain a competitive advantage (Cankurtaran and Atalik, 2018).
References:
1. Cankurtaran, P and Atalik, O. (2018). Learning from Failure and the Role of Leader as a Teacher. European Journal of Sustainable Development, 7(3), pp.283-292.
2. Brant, J. (2017). Learning from failure: Make your fear work for you. T&D, 71(6), pp. 50-53.
3. Churilov, L and Culbertson, S. (2019). Great Companies Embrace Failure. Forbes. Retrieved from https://www.forbes.com/sites/larrymyler/2019/07/09/great-companies-embrace-failure/?sh=160518be68f9.
Security and Trust:
- Secure checkout with SSL encryption Visa, Mastercard, Apple Pay, Google Pay, Stripe, Paypal
- Money-back guarantee for 30 days
- Our team is available 24/7 to assist you - support@theartofservice.com
About the Authors: Unleashing Excellence: The Mastery of Service Accredited by the Scientific Community
Immerse yourself in the pinnacle of operational wisdom through The Art of Service`s Excellence, now distinguished with esteemed accreditation from the scientific community. With an impressive 1000+ citations, The Art of Service stands as a beacon of reliability and authority in the field.Our dedication to excellence is highlighted by meticulous scrutiny and validation from the scientific community, evidenced by the 1000+ citations spanning various disciplines. Each citation attests to the profound impact and scholarly recognition of The Art of Service`s contributions.
Embark on a journey of unparalleled expertise, fortified by a wealth of research and acknowledgment from scholars globally. Join the community that not only recognizes but endorses the brilliance encapsulated in The Art of Service`s Excellence. Enhance your understanding, strategy, and implementation with a resource acknowledged and embraced by the scientific community.
Embrace excellence. Embrace The Art of Service.
Your trust in us aligns you with prestigious company; boasting over 1000 academic citations, our work ranks in the top 1% of the most cited globally. Explore our scholarly contributions at: https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=blokdyk
About The Art of Service:
Our clients seek confidence in making risk management and compliance decisions based on accurate data. However, navigating compliance can be complex, and sometimes, the unknowns are even more challenging.
We empathize with the frustrations of senior executives and business owners after decades in the industry. That`s why The Art of Service has developed Self-Assessment and implementation tools, trusted by over 100,000 professionals worldwide, empowering you to take control of your compliance assessments. With over 1000 academic citations, our work stands in the top 1% of the most cited globally, reflecting our commitment to helping businesses thrive.
Founders:
Gerard Blokdyk
LinkedIn: https://www.linkedin.com/in/gerardblokdijk/
Ivanka Menken
LinkedIn: https://www.linkedin.com/in/ivankamenken/
