Organizational development encompasses much more than just the structure of an organization. It is also about the culture and the people that make up the organization.

Organizational development is a systemic process: every intervention we make can have an impact elsewhere in the organization.

We therefore recognise that the process cannot be fully planned or made, but must be dynamic and flexible.

What is Organizational Development?
Organizational development is aimed at improving both the structure and culture of an organization. This means that we not only look at the formal organizational structure, but also at the values, norms and behavior patterns that prevail within the organization. The goal is to create a more cohesive and effective organization.

Our Approach
We approach organizational development as a systemic process. This means that changes and interventions in one area always affect other parts of the organization. We therefore consider the broader impact of our actions and plans. It is essential to realize that organizational development is not entirely predictable or controllable, but a flexible process that adapts to the unique dynamics of each organization.

Mission and Strategic Objectives
A crucial part of our process is using the mission and strategic objectives of the organization as a framework for organizational development. These elements provide direction and clarity to the process. If we notice that the mission and objectives are not sharp enough, we help to sharpen them first. This provides a solid foundation from which the rest of the organizational development can take place.

Knowledge and Skills Within the Organization
Every organization has sufficient knowledge and skills to function and achieve results. The best proof of this is the fact that the organization exists and achieves successes. Our role is not to replace this knowledge, but to supplement and strengthen it. Through skilled and targeted facilitation, we help the organization to gain a clearer picture of direction, objectives and frameworks, which makes them more effective.

Mirroring and Challenge
We will not hesitate to reflect, challenge and confront when we notice that employees are too focused on operationality and lose sight of the bigger picture. This is a crucial part of our work, because it helps to discover blind spots and open new perspectives.

Collaboration and Expertise
For each trajectory we appoint a contact person who acts as a central point of contact. However, we are very much aware of the fact that we as consultants also have our blind spots and need mirrors and challenges. That is why we always choose to look at a trajectory with multiple consultants. Depending on the required expertise, we switch between consultants who come to the fore at certain times.

Through this collaboration and the use of diverse expertise, we can offer a richer and more balanced perspective, leading to a more effective organizational development process.