(Executive) Coaching & Mentoring 

Coaching accelerates your growth. Mentoring allows you to learn from my experience. Working together in a trustful partnership, using a thought-provoking and creative process, results in inspiration for new ways, even new being sometimes. The aim and result is always personal and professional growth. Hard results are never the target, however always an outcome. 

We design an alliance to work together successfully. Through a dedicated coaching app on any platform, you will be offered extra exercises and articles for deeper and more extended development. Our face-to-face sessions will also be enriched through exercise outcomes. When possible, I prefer to coach outside through taking a walk together, or be at an inspiring place.

Organizational Learning

Learning has become the heart of everything I do. Being educated as a technical teacher (electro engineering and computer science), I have been a trainer, training developer, training manager and global learning & development director (TNT). Examples of challenges, I am happy to take on, include positioning of the L&D department, learning strategy of an organization, operational learning and keeping the business running, train the trainer, etc. Other experiences include the set-up of a corporate academy, developing and implementing an operations supervisor training program, implemented in >25 countries, as well as a blended approach for making pick-up & delivery drivers the ambassadors of the company in more than 30 countries on 5 continents. They also became great sales lead generators. One of the key drivers of operational learning is the design of feedback processes in the day to day setting, as this facilitates continuous learning and improvement without direct involvement of any learning department or other resources.

Change Design & Execution

Change and transformation are usually complex, create volatility, uncertainty and ambiguity. The change approach taken therefore needs to be adjusted regularly, as unexpected responses and situations will come up, it;’s unavoidable. Besides a rich change management toolbox to manage this, the extensive and deep experience of many small and (XL) large projects and change programs, will help you and your organization to develop a solid change architecture, plan and execution for large system implementations, organizational changes, post-merger & acquisition programs and many more. Projects will always include the guidance and coaching of your local talents, ensuring they become independent of these services sooner than later. Obviously training, coaching, mentoring and other services can be combined whenever needed and relevant.

Leadership Development

Are leaders born or developed? Does it matter? Learning and improving is always possible and effective leadership starts with knowing yourself. Having navigated a few perfect storms myself as a manager and executive, and being a senior leadership developer and facilitator, I am able to combine theory and practice when it comes to developing leadership. I have designed and implemented various leadership programs in larger international companies. I bring experience and knowledge that accelerates leadership development in your organization. Building leadership development journeys, applying blended learning to the max, and also keeping both content and learning approaches as practical as possible, has proven effective and successful. Ask me about some of the journeys I designed before and how this experience can help your organisation to growth leadership capabilities, enabling retaining critical staff and obtaining performance results fast, just because leadership growth is in place, whilst alignment, critical for accelerating results, has been accomplished.

Team Building & Growth

Building and growing teams takes time and effort, and especially “team intelligence”. It sometimes takes an external person to ensure all team members are willing to help build a top performing team. It requires an effective process, personal reflections, individual guidance and feedback, building trust and some good and constructive conflicts. I have been a team manager myself for the last 30 years and a team facilitator/coach for the last 20 years. I bring together my abilities and experiences to help teams grow, help team members develop and to ensure team performance exceeds expectations. Next to the toolboxes I have gathered for training, coaching, leadership development and managing, I also have developed a dedicated toolbox to facilitate the growth of teams. 


The Formula for Successful Change

Don’t we all wish to have this? A way to approach change in organisations that guarantees success? We know better.

However, when I was musing about the many changes I have been part of in many organisations, and sometimes was responsible for, I see some common facts that always apply. So lets create this as a mathematical formula:

Cs Successful Change is accomplished when people have integrated the change into their comfort zones, which is created by:

  1. Vs – Shared Vision: without a clear shared vision, efforts to change are not channelled, aligned, nor supporting each other.
  2. Us – Sense of Urgency: what people need to feel inside, igniting the will and energy to change.
  3. Lt – Transition Leadership: Leaders in the organisation are capable of guiding their team and team member’s transition process
  4. Cc – Change Capacity: the capacity to change needs to be available, developed and maintained.
  5. Le – Learning from Experience: People need to be engaged as quickly as possible: create first actions that they can be part of. People believe and learn from what they experience.

Don’t get mislead by the formula, it’s just a model – an enormous simplification of the reality. Change is a complex process. An organisation is complex, because it is made up of people. An organisation behaves like an organism. People are complex beings and every individual is unique.

How wonderful! Therefore, the diversity of organisations has to be approached as pure strength. The key is how people work together, support each other, learn from each other! This is also why leadership is so crucial. But lets first look into change and transition a bit more.

Change is just an event that happens. Once it has taken place, it’s over. If we move house, the change has happened when we handover the key of our old housed we step through the door of our new house. We have moved. However, the change requires careful planning and execution.

When do we start to call our new house home? This will take a while and we need to actively create our new place, decorate it, get used to the size and shape of the rooms, e.g. finding your way off the stairs in the dark will take a while. The human and psychological process of adjusting to change is called transition (William Bridges). Once we have let go of our old home, when we have made a transition and in the end accepted our new home psychologically, we have made the transition. We feel comfortable (again), we feel at home in our new house. Does this also apply to change in organisations?

In organisations, we (hopefully) prefer to guide people through change – aiming to support their transition. Unfortunately, 75% of all change programs fail because of the lacking transition management capabilities – the people side of change (McKinsey). Transition and change are complex processes, with every person being a unique personality in this processes. Therefore we need to add another component to our model of change, which represents the psychological process.

One of the most used models has been created by Elisabeth Kübler-Ross, although it originally was known (and still is) as the 5-phase grieve model: denial-anger-bargaining-depression-acceptance. It was William Bridges who brought this grieve-model into his approach of transition: endings-transitions-new beginnings. When we include this altogether, we get this model:

The key leadership actions to ensure people are able to go through the change curve are: understand and communicate a clear vision, have empathy for the feelings people have, provide guidance to create psychological safety to allow acceptance, challenge when actions can be taken, help reflect on outcomes so that learning takes place and ensure people remain engaged on new behaviour so they gradually integrate the new behaviour into their comfort zone – a new habit has been created.

Fundamentally, this is how we meet people where they are and – at the same time – allow them to meet us where we are. Leaders are part of the change and are in transition as well. Understanding this change process is of great help to leaders, team members, teams and the organisation.

Do you want to ensure all components of the formula for successful change are reviewed and developed if needed?

Do you have a change program to be implemented?

Are you in need of a fresh view on who and where your organisation should improve on change capabilities?

Are you seeking a way to measure your change program, also from the people side, from beginning till the end?

We provide a change toolbox and leadership program that we can tailor to your needs.

Leave a Reply

Your email address will not be published.

This site uses Akismet to reduce spam. Learn how your comment data is processed.