concrete processes for organizations

An international management team - which had already gone through serious changes and staff changes in recent years - wanted to evolve towards a High Performance team. OOOOOOO proposed a scientific approach but wanted to test the state of psychological safety first. There was a shoe or two, three, so it was decided to focus first on restoring trust and connecting the directors. Advance.

During the two days that followed, the appreciative inquiry method zoomed in on team phases and team development, personal leadership and the exchange of connecting experiences around the campfire. Closing was done with individual performance, a joint action plan based on the brown paper built up over the days and... with a quite fierce but appreciated leadership exercise - in the debrief - herding sheep: above all, don't put pressure on the sheep, keep enough distance and still steer. An eye opener for many people not to lose control but to dose it with confidence.

In the still strong months that followed, the action plan and intentions were further integrated into the organization, followed up, with individual coaching discussions left and right.

The glitzy 80-member MobilityPlus team went through an energetic afternoon workshop on communicative behavioral styles in team collaboration.

HR manager Julie De Craecker looks back on it:

In a fun way & with a playful twist, Werner brought out the basic principles of Insights. It was a fun end to the year for our team. At MobilityPlus, collaboration, connection & fun among our employees is always key. Werner's workshop met this perfectly!

To support colleagues and teams in terms of effectiveness and well-being, the Province of Antwerp was looking for a partner to provide time training throughout the organization.

Together, we set a strong basic trajectory consisting of 4 half-day workshops and as many individual workshops coaching sessions at home, spread over 6 months. It turned out a huge success because of the result: hundreds of participants experienced more overview, greater illusion of control, less stress and increased healthy assertiveness.

How did the organization itself view it?

province of Antwerp opted for a blended learning process, tailored to participants' learning styles. The goal? More learning motivation and result in 5 steps: Assessment of individual learning needs - Group training and intervision - Face to face and remote coaching - Practical workplace learning - Interim anchoring assignments. After the pilot session, we were immediately hooked. Werner is enthusiastic, customer-oriented, flexible and creatively solution-oriented. He stays are committed to taking the process to an even higher level. Werner loved mirrors for us: sometimes confrontational, always empathetic and with a lot of humor. he works very coaching, both in individual and group sessions. From evaluations it therefore appears that the process is already bearing fruit even before it is done

Marion Kahane, head of staff development,

I had too much work and in my head it was chaos. I had the feeling that I failed until I followed Werner's training. Now I know it it wasn't my fault: I just have a lot of work and Werner taught me how to deal with it go. I'm applying his tips, planning my work much better now and having a rest (although my schedule is sometimes still a little too optimistic). Werner is training for a while passionate when I draw and I think that is a great asset. This convinces him and apply what he says.

Amke Maes, assistant architect Province

About a hundred colleagues from the Netherlands - the municipalities of Grobbendonk, Herentals, Herenthout, Olen and Vorselaar - also went through a diversified process of self, time and workload management.

Jill Van Hove has kept her mailbox completely under control since the course. She mainly worked with the reflex “grab = decide”. For example, she now immediately links an action to every mail she reads: he goes to the planner or to the task list or she handles short things immediately so that the e-mails do not stay in her mailbox

And you?

What will happen to your head of organization after reading this?

• What need exists and what solution do you want/do you want?
• Curious about the background and approach to processes?

Feel free to contact me, by mail or call me immediately +32 486 92 49 94.

Let's do this!