CISGotTalent! : Nurturing the future leaders of CIS Belgium

In a recent interview with Anne Françoise Saeys, HR Business Partner at CIS Belgium, we gained valuable insights into the CISGotTalent! program—an exciting new initiative launched in the first quarter of 2024. The program aims to uncover and nurture the hidden potential of our consultants, particularly those in service desk roles, by providing them with tailored training, mentorship, and career growth opportunities. The goal is to empower these individuals to step into new, more advanced roles within the company.

Through this interview, Anne Françoise explains how the program works, its unique features, and the ways it benefits both employees and the organization.

Why was CISGotTalent! launched?

Anne Françoise Saeys: The launch of CIS Got Talent! came from our recognition that many of our junior consultants, particularly those in service desk roles, have a strong desire to grow and explore new career opportunities. These individuals are highly motivated to develop their skills, pursue further learning, and advance in their careers.The program was created to provide a structured pathway for these employees to realize their ambitions and reach their full potential within the company. 

How does the program work? 

Anne Françoise Saeys: The CISGotTalent! program follows a structured process to identify and nurture talent:

• Talent Nomination: Instead of self-registration, employees are nominated by their managers if they show strong growth potential. They are then placed in “high growth” or “very high growth” tracks.
• Self-Reflection and Presentation: Employees present their career goals, skills, and aspirations to the management board. These presentations help determine eligibility based on predefined criteria.
• Training and Career Growth: Once selected, candidates receive targeted training (e.g., in cloud or cybersecurity) while continuing their current roles, ensuring they are ready for future transitions. 

When was the program launched? 

Anne Françoise Saeys: The program was officially launched in 2024, and we are now approaching the completion of the first group of participants who will finish their tracks. For 2025, we’ve already identified potential candidates and are looking forward to refining and expanding the program further based on feedback from both the participants and their mentors. We’re excited to continue the program and watch it grow. 

Who initiated this program? 

Anne Françoise Saeys: The idea for CISGotTalent! was the result of a collaborative brainstorming session between our management and HR teams. We recognized the need for a program that would give employees a clear, structured opportunity to grow and move into new roles. Getting management’s support was essential to ensure the program was feasible, and they have been fully committed to it from the start. Their involvement not only helped bring the program to life but also reflects their belief in the value it offers to both the employees and the company. 

What makes CISGotTalent! unique? 

Anne Françoise Saeys: One unique aspect of this program is how we tap into the existing skills of our employees. We’ve discovered that many of our team members possess talents that could be better utilized in other areas of the business. For instance: some of our employees have web development skills, which are not always fully leveraged in their current roles. The program is designed to support these individuals by giving them the opportunity to evolve their skills further and transition into roles that align more closely with their capabilities. This makes the program a win-win for both employees and the organization. 

What are the benefits of the program? 

Anne Françoise Saeys: The most significant benefit is the increased visibility for participants. We place these employees at the forefront of the organization, allowing them to lead initiatives and engage with senior leadership. We invite them to management update meetings, where they gain insights directly from top management. They then bring this knowledge back to their teams, ensuring clear communication and reinforcing their leadership development. This visibility not only empowers them but also helps position them as future leaders within the organization. 

Who is taking part in the program? 

Anne Françoise Saeys: It’s an exciting and diverse mix of male and female participants, all showing strong growth potential. Some are already well-established in their current roles, while others have demonstrated unique skills that will help them excel in new career tracks. These individuals are eager to learn, and their dedication to self-improvement is truly inspiring.  

What opportunities were offered to participants this year? 

Anne Françoise Saeys: One of the most important opportunities for participants is having a dedicated mentor. The mentor works closely with each participant to identify the training they need to move into their desired roles. For instance, if a participant wants to move into a cloud role, their mentor will ensure they have access to the necessary certifications and learning resources. This mentorship and guidance will help participants successfully transition into new roles by 2025. 

What’s the role of managers in supporting participants? 

Anne Françoise Saeys: Managers play a critical role in the CISGotTalent! program. Top management is involved in the nomination process to ensure fairness and alignment with company goals. People managers collaborate with mentors to guide employees in setting development priorities and achieving success. Additionally, we’ve allocated a specific budget for learning hours to help employees focus on their development. Managers help ensure that these resources are utilized effectively to support participants’ career growth. 

What are the plans for the upcoming year? 

Anne Françoise Saeys: Looking ahead to 2025, we plan to continue refining and expanding the program. The final selection process for the 2025 cohort will take place by mid-June 2025, where employees will defend their cases to the management board. First, we’ll finalize the list of participants by mid-January 2025, with the full cohort being selected by management. There will also be dry run sessions to help participants prepare for their final presentations. As the program becomes more structured, it will be easier to engage both vendors and participants, and we expect it to grow in new directions, including areas like project management, engagement management, and cloud technologies. 

Looking Ahead

The CISGotTalent! program is a groundbreaking initiative that highlights CIS Belgium’s commitment to developing its most promising employees. By providing structured career paths, tailored mentorship, and hands-on training, the program empowers individuals to advance in their careers while fostering growth within the organization. As the program continues to evolve, we look forward to seeing the future leaders it will produce and the positive impact they will have on the company’s success in the years to come. 

Let’s inspire more talents to join this program and nurture and empower our future leaders! 

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