From spreadsheets to dashboards: how trusting young talent unlocked data innovation at NN Insurance

Established companies often cling to tried-and-true tools and processes. Nowhere is this more evident than in the realm of data and reporting: many organizations have built entire reporting ecosystems in Microsoft Excel over decades. (In fact, Excel boasts over 1.5 billion users worldwide, underscoring its deeply entrenched role.) When a bright young hire suggests adopting a new technology like Power BI, leadership’s first reaction is often hesitation. Are they really going to upend a familiar system for something a trainee recommends? The instinct is to be skeptical, if it isn’t broken, why fix it?

That hesitation isn’t just about the tool; it’s about who is bringing it forward. Seasoned managers may question whether someone with only months of experience can know better than veterans with decades in the business. There’s a common fear that a junior employee might not grasp the business complexities, or that introducing a novel platform will create more work (and training headaches) for everyone else. When an enthusiastic newcomer proposes automated dashboards to replace a web of Excel files, it’s easy to imagine the eye-rolls: “Another new tool, another system to learn?”. In sectors like insurance, where accuracy and stability are paramount, the default posture is caution. Why trust an unproven talent with critical data processes? Why swap the devil you know (those trusty spreadsheets) for the unknown? These doubts are natural, but as we’ll see, they can also blind organizations to much-needed innovation.

Yet some companies are discovering that taking a chance on young data talent can be a game-changer. With the right support, early-career professionals bring not only up-to-date tech skills but also a fresh pair of eyes unencumbered by “the way we’ve always done it.” Let’s look at how this played out at NN Insurance in Belgium, where one data trainee’s initiative to modernize reporting overcame initial resistance, and ultimately transformed how the company uses its data.

Case study: a young data professional catalyzes change at NN Insurance

At NN Insurance (Belgium), insight and security drive the business. But in practice, massive spreadsheets and legacy reports were making it hard to turn a mountain of data into clear, actionable direction. When Yannick Pambu arrived as a data trainee (via Ormit Talent ’s young professionals program), he quickly realized he could do more than run routine analyses. He spotted opportunities to improve workflows and speed up financial processes. In his words, “My strength lies in making data understandable and actionable… Many companies have a wealth of information but don’t always know how to leverage it effectively. That was my challenge at NN.” With that mission in mind, Yannick set out to convert NN’s tangle of raw data into strategic insight.

Building real solutions. Yannick’s assignment started with creating interactive Power BI dashboards, but he didn’t stop there. He went on to automate previously manual tasks like fund order processing and to generate streamlined data import files for the Portfolio Management System (GPMS). Before long, this young trainee had also become the go-to technical expert for advanced Excel integrations and even built handy apps using Power Apps. Each small win, a manual step eliminated, an error margin reduced, proved his technical chops and delivered tangible improvements. The impact was clear: processes that once took lots of time and were prone to error became faster and smoother under his initiatives. Yannick wasn’t just playing with a new toy (Power BI); he was fundamentally upgrading how data flowed through the organization, making life easier for his colleagues in the process.

Facing resistance and earning trust. Even with these improvements on the horizon, Yannick’s modern approach initially met with the classic resistance to change. A few colleagues regarded the new dashboards with skepticism, muttering “another new tool, another system to learn?”. It was a fair concern, they’d seen tools come and go, and learning curves can be painful. Rather than push back with arguments, Yannick let the results speak for themselves. He built an initial Power BI dashboard and an automation as a proof of concept and made sure it immediately added value to the team’s work. As he recalls, “I convinced them by developing an initial dashboard and automation that immediately added value”. Once colleagues saw how clear and user-friendly the new data tools were, their skepticism quickly turned into curiosity and even enthusiasm. Former Excel die-hards began asking questions, exploring the dashboard for themselves, and — before long — adopting it in their day-to-day work. Yannick’s structured, user-focused approach (building something easy for people to use and showing quick wins) was key to overcoming the reluctance. By putting user needs first, he transformed doubt into trust.

Young professionals can quickly become valued teammates when their ideas prove useful. At NN Insurance, once Yannick demonstrated a user-friendly dashboard that saved time, even skeptical colleagues began to embrace the new tool.

Scaling up a data-driven culture. One of the most striking parts of Yannick’s journey is how his pilot project snowballed. What began as a single team’s dashboard gradually caught the attention of other departments. Yannick remembers the moment it clicked: “It felt like a victory when I was invited to present my optimizations to a broader audience within NN… What started as a pilot project grew into a transformation with impact across multiple teams.” In other words, his little experiment with Power BI evolved into a company-wide push for better data practices. Before long, other teams wanted in on the action. “My Power BI solutions sparked interest in other teams within NN, making data-driven work increasingly the norm,” Yannick says, describing how his approach began to infuse the broader organization. A task that was once relegated to one corner of the business, producing monthly reports via Excel, turned into a catalyst for cross-team innovation. People saw a clear example of how modern data tools could free them from spreadsheet drudgery and help them make smarter decisions. The culture at NN Insurance started shifting toward greater transparency and proactivity with data, with even senior leaders taking notice of what a trainee had accomplished.

From “just a trainee” to a permanent asset. Yannick’s story doesn’t end with the end of his traineeship. Seeing the value he delivered, NN Insurance jumped at the chance to keep him on board. After completing his program, he was offered a permanent role at the company, an opportunity he gladly accepted. “The projects align with what I love doing. I feel trusted by my manager and colleagues. They value my expertise and give me the space to approach things my way,” Yannick explains of his decision to stay. In less than two years, he went from being an outsider “rookie” to a trusted in-house expert driving data innovation. It helped that his manager at NN was actually a former Ormit Talent trainee himself; having gone through that intensive development process, the manager understood the value Yannick could bring and how well Ormit prepares its people for challenges like these. Backed by that vote of confidence, Yannick transitioned seamlessly from trainee to full-fledged team member. The takeaway for NN Insurance was powerful: by giving a young talent room to experiment and prove himself, they didn’t just get a one-off project, they gained a passionate, skilled employee who’s now deeply invested in the company’s future.

The ROI of Embracing Early-Career Data Talent

Yannick’s success at NN Insurance is far from a one-off; it showcases the broader benefits that companies reap when they empower early-career professionals in data roles. Forward-looking organizations are finding that investing in young talent (and trusting them with meaningful challenges) yields returns in multiple dimensions, from technical improvements to cultural boosts. Here are some of the key advantages businesses see when they give the new generation of data professionals a chance to shine:

• Fresh Eyes, Fresh Ideas: Newcomers provide a fresh perspective on entrenched systems and structures. They’re less likely to accept “because we’ve always done it this way”, which can help spot inefficiencies others overlook. In Yannick’s case, having never been steeped in NN’s Excel routines, he immediately saw better ways to deliver information, questioning assumptions seasoned staff might take for granted.
  
  

• Efficiency and Automation: Early-career data talents are usually quick to leverage the latest tech for automation. They can turn tedious manual processes into efficient automated workflows, leading to more efficient processes and fewer errors. At NN, replacing manual spreadsheet updates with automated data refreshes in Power BI saved time and cut down on mistakes.
  
  

• Digital Natives with Fast Learning Curves: This generation grew up with rapidly evolving technology, so they tend to learn new tools at lightning speed. With a bit of context, young talents quickly ramp up and start adding immediate valu. They’re comfortable self-teaching and iterating, meaning they can adapt solutions on the fly as business needs change.
  
  

• Cost-Effective Innovation: Let’s face it, junior professionals are a cost-effective resource compared to seasoned consultants or senior hires. But the impact they deliver can punch well above their pay grade. By introducing modern BI tools or coding simple apps, they can save substantial costs (for example, by eliminating expensive manual work or legacy software licenses) and thus pay for themselves in short order. In short, you get automations that save time and costs with relatively modest investment.
  
  

• Future In-House Experts: Perhaps the biggest long-term benefit is continuity. When you nurture a young data professional, you’re effectively growing your own future expert. Instead of bringing in outside consultants for every new project, you develop in-house capability. These early-career folks, given the chance, often stick around to become pillars of your data and analytics team. They carry forward institutional knowledge combined with modern skills, a powerful combo that ensures your data initiatives are sustainable. In contrast to a short-term contractor, a home-grown talent like Yannick remains engaged in implementing and maintaining their solutions for the long haul, continually improving them over time.
  

Curiosity and continuous learning in action: Ormit Talent trainees in a workshop. Young professionals thrive in environments that encourage them to ask questions and challenge the status quo, exactly the kind of culture that drives data innovation.

Beyond these tangible benefits, there’s a subtler cultural payoff. Bringing in young tech-savvy employees who are eager to make a difference can inject a burst of energy into a team. Their enthusiasm is often contagious, inspiring more experienced colleagues to reconsider old habits and pick up new skills. Over time, this fresh thinking catalyzes a kind of cultural renewal: a shift toward greater openness, agility and continuous improvement. In the NN Insurance story, what started as one trainee’s experiment evolved into a company-wide embrace of data-driven decision making. That sort of culture change is hard to achieve with top-down mandates alone; it often takes grassroots champions. Early-career talents, when empowered, can become those champions who nudge the culture in the right direction by example. For the company, the result is not only immediate process improvements, but also a workforce that’s more receptive to innovation in general.

Turning potential into impact: the Ormit Talent approach

If trusting young professionals with big challenges is so rewarding, the next question is: how do you ensure these career starters are ready to deliver? This is where Ormit Talent’s model comes in. Ormit Talent specializes in recruiting high-potential young graduates and developing them through intensive training, coaching, and real-world project experience before and during their placement in companies. By the time an Ormit trainee steps into your organization, they’re not your average newbie, they’re a young professional equipped with a toolkit of skills and a mindset geared toward growth.

Yannick’s journey is a case in point. Before his traineeship, he had never worked with Power BI or similar business intelligence software. He discovered Power BI during an internal project at Ormit’s training program, where trying out new technologies is strongly encouraged. Through a combination of formal training sessions and on-the-job coaching, he built up his expertise rapidly. As Yannick recalls, thanks to the “training, coaching, and the right support, he developed his expertise and gained confidence” in using the tool, so much so that by the time he arrived at NN Insurance, he was ready to implement Power BI solutions effectively from day one.

Crucially, Ormit’s development approach goes beyond technical upskilling. It places heavy emphasis on leadership, communication, and understanding the business context. Yannick notes that at the start of his traineeship, “I would often overthink before speaking. Now I know when to step up and take the lead.” This transformation in confidence didn’t happen by accident, it was the result of workshops, personal coaching, and continual feedback that Ormit builds into its program. Participants practice stakeholder management, learn to give presentations, and rotate through different roles or departments to broaden their perspective. By challenging trainees to get out of their comfort zone in a supportive setting, Ormit rapidly turns raw potential into ready-to-use capability.

Perhaps one of the most insightful lessons Yannick picked up during his traineeship was about driving change in an organization. As he puts it, “You have data, but you also have people. And you need to bring those people along with you.” In other words, even the best data solution will fall flat if you don’t win hearts and minds. This people-centric philosophy is a core part of Ormit Talent’s curriculum, trainees learn about change management, influencing without authority, and tailoring their approach to the end-user. Yannick applied that lesson at NN Insurance by focusing on his colleagues’ experience, making sure the new dashboards were user-friendly and addressing their concerns (instead of just geeking out on tech for tech’s sake). It’s a prime example of how Ormit’s holistic training in “hard” and “soft” skills enables young professionals to not only devise innovative solutions, but also successfully implement them within a team. For the host company, having an Ormit Talent trainee means you get a fresh graduate who is pre-seasoned with business acumen and personal effectiveness that would normally take years to cultivate in a new hire.

Ormit Talent and PSG: driving transformation together

It’s worth zooming out to understand how stories like Yannick’s fit into a bigger picture of digital transformation. Ormit Talent is part of the Pauwels Solutions Group (PSG), a European conglomerate that unites specialized companies in technology and science to drive innovation across industriesl. PSG’s portfolio ranges from engineering consultancies and life sciences experts to IT and digital solution providers, and at the core, talent development through Ormit Talent. This unique ecosystem means that PSG can support organizations with not just strategy and technology, but also with the people who will carry out and sustain the change. In essence, PSG represents the group’s collective capability to enable sustainable digital transformation across sectors, and Ormit Talent is a critical engine within that, fueling projects with skilled young professionals ready to make an impact.

What does this look like in practice? Imagine a company embarking on a digital transformation journey, it might need high-level consulting on process optimization, experienced engineers to implement new systems, and innovative young talent to drive adoption internally. PSG, as a group, can deliver all of the above in a coordinated way. Ormit Talent focuses on supplying the next-generation leaders and experts (like data trainees, project managers, or digital analysts) who enter the client’s team and act as change agents from within. Meanwhile, sister companies in PSG contribute domain-specific expertise: for example, Volve (another PSG company) specializes in digital transformation and software development, and Pauwels Consulting offers seasoned professionals in digital, life sciences, and engineering services. By working together under the PSG umbrella, they ensure that a transformation initiative doesn’t just look good on paper, it gets embedded into the organization’s fabric. The young Ormit professional inside the company is supported by this broader network of knowledge and resources, greatly increasing the odds that new solutions will be both technically sound and enthusiastically adopted by users.

The NN Insurance case illustrates this synergy on a small scale: a bright trainee, backed by intensive preparation (Ormit Talent) and a forward-thinking host manager (who understood the Ormit philosophy), introduced a modern tool that aligned with the latest industry best practices. Now scale that idea up: across various sectors, be it finance, healthcare, manufacturing, or the public sector, PSG leverages the energy and adaptability of youth in tandem with the wisdom and technical depth of seasoned experts. The result is a powerful engine for transformation. Companies that partner with PSG get the benefit of fresh, agile minds like Yannick’s working on their challenges, plus the assurance that these young talents are supported by a robust backbone of experience and training. It’s a model for sustainable innovation: one that doesn’t rely solely on expensive external consultants parachuting in, but rather on empowering internal champions who grow into long-term assets.

Conclusion: give bright minds room to grow

The story of Yannick at NN Insurance carries a clear message: unlocking data-driven innovation doesn’t always require a senior hire or a big-name consultancy, often it starts with giving a bright young mind the room to grow. A new generation of data professionals is eager to tackle legacy challenges with modern solutions. They just need the opportunity and the right context. Companies that are willing to trust their trainees, to support them, to let them experiment, and yes, occasionally to fail and learn, are finding that these juniors can deliver outsized wins. It’s about seeing the trainee not as a cost or a risk, but as an investment in the future.

In a time where every business is striving to become more data-driven and digitally adept, tapping into youthful talent is one of the smartest moves an organization can make. The cost is relatively low, the enthusiasm is high, and the potential rewards, streamlined operations, innovative insights, a revitalized culture, are enormous. Just as importantly, by nurturing young talent, you’re cultivating loyalty and in-house capability that will serve you for years to come. After all, today’s protégé can become tomorrow’s expert (or even executive) who deeply understands your business and drives it forward.

Ready to bet on the next Yannick for your team? Consider partnering with programs like Ormit Talent to bring in carefully selected and pre-trained young professionals, and leverage PSG’s cross-industry expertise to support your transformation journey. You might be surprised at how quickly a “green” newcomer can seed big change when given trust and guidance. Don’t let hesitation hold your company back, the next wave of innovation could be waiting on that fresh graduate in the wings. Give them the chance, and watch your data, and your people, come to life. Explore what working with Ormit Talent and PSG can do for your organization, and unlock the power of bright minds given room to grow.

By Koen Bogaert, Group Marketing Director & Partner at PSG

With over 35 years in IT, marketing, and digital transformation, Koen turns business challenges into growth strategies that actually work. As Group Marketing Director at PSG, he leads brand and demand across sectors like Life Sciences, Engineering, Digital, and Aerospace, translating industry complexity into clear, actionable marketing.

Nicknamed “the customer whisperer,” he skips the fluff and focuses on what truly connects. Off the clock, you’ll likely find him under the hood of a classic Italian car, because great design, like great marketing, should be built to last.