personal development



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Imagine a club that has only one purpose; to maximize the development of its members. RizeClub® is a revolutionary concept that does just that – you are the center of our strategy. We have no obligations towards shareholders, no interest to maximize our brand value or share prices. We want to build an exclusive community of game changers, and care for their career – not to earn a one time recruitment fee, but to support your continuous rise.

MEMBERS MEETUP EINDHOVENWe are the HR department of your dreams. We are a truly free agent, we can match your ambitions and development needs with the most admired employers on the planet, with small agile startups or mega multinationals. Together we will find the optimum for you.

  • We match you with the hottest job openings at our “most desired employers”.
  • We introduce you to other members and support peer to peer coaching and inspiration. Both online in our members only portal as well as during members MEETUPS.
  • Get inspired with the best articles, podcasts, books,… by peer members.


There is no short cut, or time pressure on our strategy, we will grow through member referral. Each member introduced 2 women and 2 men to the community, true game changers that really make a difference. Our members are heroes, people who make a positive impact on the teams and organizations they work in. C-suite executives who steer multinationals ahead of the curve, graduates who think differently, founders who create brands, supply chain gurus who design optimal distribution strategies, project managers who get everything done….


We are all heroes.



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Why invest in I’s?

That’s right, we are the world’s first company to invest in individuals. We believe that successful organizations are the result of successful people. That’s why we want to invest in you.

Who is “you”?

You are the game changers, the people who move mountains. Someone recommended you as one of their top 3 (women) + 3 (men) relations. Maybe you have the best people development skills, project management execution, passion to change the climate, commercial drive to sell the most…, it does not matter, you were noticed. We invest time and energy into professionals in all fields, graduated and experienced people close to retirement, from Tokyo to Eindhoven. The only people we do not invest in are politicians, or people who hate, polarize, stigmatize, discriminate…..

What does “investing” mean?

We will invest time and energy into your personal development. Not for a few years, or during one job, for life, spanning your full career. Our youngest members are graduates. As a minimum we engage through a quarterly call and a monthly mail. We want to learn about your passion, the missions you are on, to truly understand where you are and how we can support you to reach your next level. We might introduce you to a relevant expert, fellow member, recommend books, training,….


First of all we think it is a cool thing to build the world’s largest talent pool. There are 300 million “professionals” on LinkedIn, we believe that only 0,1% of those make the difference. When we reach our first 10.000 members, our members will be theoretically able lead APPLE+AMAZON+NIKE+UNICEF+GREENPEACE+PFIZER+ hundreds of startups. That value will bring our return, our matchmaking service will make headhunting and recruitment obsolete. We will know when our members are ready for a new challenge well before any corporate HR department is aware. We will know what our members’ ambitions and passions are, what they want to develop, and where.

CLICK HERE if you are ready to really invest in your “I”


growth mindset & the t-shape

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HBR article Paul A. O’KeefeCarol DweckGreg Walton SEPTEMBER 10, 2018

Some people lean more toward the view that interests are inherent in a person, simply waiting to be awakened or found — this is what we call a fixed mindset of interest. Others lean more toward the view that interests can be developed and that, with commitment and investment, they can grow over time — we call this a growth mindset of interest.


Some companies have seen the value of cross-disciplinary problem-solving and have implicitly adopted a growth mindset of interest. For example, Tim Brown, CEO and president of the design consulting firm IDEO, has emphasized the value of the “T-shaped person.” The vertical line of the T represents one’s depth of expertise in a field, whereas the horizontal line represents one’s diverse interests, and ability to work and collaborate across areas. Like those with a stronger growth mindset, T-shaped people are experts but do not necessarily have a singular focus, and look for inspiration from multiple areas.


Innovation requires both reaching across fields and, often, acquiring more than a surface-level understanding of those fields. This means that when people reach across fields they must maintain that interest even when the material becomes complex and challenging. A growth mindset of interest may help promote this kind of resilience.

CLICK HERE for the full article.


Getting Comfortable with the Uncomfortable… Erik Hiep

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Last summer my son graduated at the Rotterdam School of Management, Erasmus University. He went to Johannesburg for an internship at a big corporation, came back and told me:

“Dad, I am 21 and I am not going to sit in an office behind a screen for the rest of my life… “ “I need a real challenge!”

He signed up at the ‘Korps Mariniers’ which is the elite amphibious infantry component of the Royal Netherlands Navy. A rapid reaction force that can be deployed to any location in the world within 48 hours.

An intensive year of practical marine officer’s training has started, and they need to learn how to get Comfortable with the Uncomfortable. Over the last couple of months he shared some ‘lessons learned’ with me on how to do this. Success isn’t promised to any single one of us. But the awesome thing is that it is available to all of us. And it is not enough to know something – you need to apply…

Putting it into perspective, I think his leadership lessons are perfectly applicable in today’s volatile, uncertain & chaotic business environment:

1.     Push. Work hard, push through and do not give up. This means training yourself to take setbacks and keep on going.

2.     Focus. What needs to be done? Create clarity, have high energy and a laser focus. Get things done.

3.    Power. Be strong, have power & strengthen the body. The body is the temple of your soul. Work out, exercise and make it happen every day, consistency is key.

4.    Mind. Be always ready for anything.Every day feed, condition and strengthen your mind. Your performance is a reflection of your belief system.

5.    Time. Work quickly, especially if not in a hurry so you have time left when you are in a hurry… Create space and have more bandwidth.

6.    Pressure. Having a capacity for humor, fun and creativity in a stressful environment will define how well you do in times of pressure.

7.    Grow. Understand your limitations and use this to challenge yourself to grow. Deal with criticism and setbacks.

8.    Results. Get more out of the same hours or minutes, cut the crap and work yourself through the clutter of details and get the results you are after.

9.    Team. Nobody is more important than the team. Give more than you expect to receive and add lots of value to others.

10.  Lead. Lead by example & get proximity to amazing people. Put yourself in the game with people that constantly stretch you.

Winning is about getting culture right. These lessons learned that I derived from my son’s weekly feedback on his Marine training are all about installing a Winning Culture.

US Secretary of Defense & retired Marine General James Mattis: “There are many challenges organizations can overcome, but having a bad culture is not one of them. Culture starts at the top, and a good or a bad leader sets the tone for how the organization does business.”

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Published by Erik W. Hiep, MBA

Erik has extensive consulting experience with international management teamsand boards. He has worked on a wide variety of change assignments in Europe, Middle East, Africa, Asia & the Americas. Erik is also an Associate Professor at IE Business School in Madrid. He holds an MBA degree of the University of Glasgow and graduated at the Royal Military Academy in the Netherlands (Infantry & Faculty of Social Sciences and Psychology)


Erik is a member of the hero network.



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Ephrat Livni – Psychologist Anna Rowley—who counsels executives at Microsoft and other corporations—shirks the word “happiness” altogether. She believes resilience is the most important skill to cultivate, given the rapid rate of economic and technological change. Feeling good is all fine and good, but it’s fleeting. Learning to deal with difficulty, by contrast, improves your chances of feeling good again. That’s much more useful than clinging to an illusion. (more…)


HBR podcast – Use Learning to Engage Your Team

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We can see the power of using deliberate learning requirement as a way to stimulate engagement. Indeed if someone is highly experienced and fully capable from day 1 that sounds effective, but also very boring for that person.

Whitney Johnson, an executive coach, argues that on-the-job learning is the key to keeping people motivated. When managers understand that, and understand where the people they manage are on their individual learning curve — the low end, the sweet spot, or the high end — employees are engaged, productive, and innovative. CLICK HERE to LISTEN to this HBR Podcast.