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For organizations

Not everything that is faced can be changed, but nothing can be changed

until it's faced.

James Baldwin

Change agent & organizational coaching

Possible organizational issues

As a manager, manager or HR you are at the heart of your organization, and it is  difficult to see exactly what is going on and what is causing the problems. With my external and experienced glasses I can here  from  neutrality to look at and you so  help out  with the following problems:

  • You want to be guided in a change process ,  walking together, up close or from a distance, from different angles, up to and including using corporate rituals.

  • Your organization is going through a transition and there is resistance . How to move forward without losing sight of the goal and without losing the commitment of your team?

  • You want to get an assessment of your organization and a mirror held up to the themes that play a role in depth.  

  • you want a  sounding board and sparring partner in your search for a 'correct' organizational structure.

  • Your company culture (undercurrent) may be geared even more to the organizational strategy (upper current).  

  • You want help to align your HR strategy and processes with the company strategy and corporate culture.

 

Invisible Laws

An organization does not only consist of a visible  upstream (strategy & policy,  structure,  processes,...) but also from an invisible undercurrent (the organizational culture with its values, (informal) leadership, ...).

what  living downstream are often symptoms of patterns that one can see from a systemic perspective, grasp and thereby also work with. The systemic principles are:

  • arrangement in which each part of the system has a  has a place so that functioning is possible:  if a leader does not take up his role, rebellion or  sabotage

  • balance between  give and take : for example, if performance is not in proportion to pay or vice versa, this creates resentment.

  • everyone and everything has its own place with the core  belong and be included:  if an employee or a team is not recognised , this causes disruptions for both the person himself and the environment. What or who is not given a place in the organization?

I always wear these systemic glasses.

 

To collaborate?
Contact me without obligation  for an intake interview.
Discover more about my way of working here.
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