During my research, most organisations enquired about the following challenges:> "Our employees cannot keep up with change and we cannot afford for them to stay behind. What do we do?"> "It is difficult to find people due to the lack of IT/technical/etc. profiles and hiring people that need training is risky. How do we know if it's worth it?"> "Insights from training and workshops only get implemented by a fraction of the participants. Why?"For a long time, science has shown that professional functioning and learning are complex processes in which many factors are of influence. During my research I focused on the "hard cognition" (reasoning mechanisms in fluid intelligence, as well as their interaction with crystallized intelligence), on metacognition and problem definition and on the effect of executive functions on these variables. With the new dynamic model that I theorized (the AlterEdu-model) I am walking the fine line between helping people grasp the complexity of professional functioning (especially in times of transition like in reskilling, upskilling, team redesign) so that companies may have actionable insights to work with, without sorting people into predefined boxes.I am always open to having critical conversations with other researchers to continuously improve the model and the perspectives that come with it.