My approach – with passion for people and transformation

Throughout my career I’ve had a passion for people and transformation processes. When I gained more and more experience in the field of change management I discovered how intertwined people and transformation are in the organizational context. Organizations change when the people in the organization change. Therefore, my approach is about co-creating the space and opportunities with and for the people in your team or organization. This enables them to tap into their true potential and transform. How I do this I describe below, in terms of results, my approach and an overview of what to expect when I work with and for you.


Below you’ll find the ingredients of my approach: a combination of my change experience and systems interventions. For me, relationship systems are the client, not the individuals within the system. The benefits of my approach are specified on the right.

What are relationship systems?

A simple definition of a relationship system is that it consists of a set of interdependent elements or players with a common focus or identity. 
Systems theory views the individual as one system living within larger systems such as personal relationships, work relationships and so on. No person is an island: we are all part of complex systems such as our business partnerships, teams, families, organizations and communities. (Relationship) systems are like spider webs: touch one strand and the whole structure moves. They are complex, self-regulating and have a natural drive towards evolution and/or revolution. Relationship systems survive, develop, and transform from simple to complex through a developing ability to recognize differences and integrate them.
Because of the complexity of relationship systems it is not always easy or even possible to work with a plan that is supposed to bring people from A to B. That is when the value of systems approaches and interventions come in: these hold the relationship system as the client, rather than the individual.
Systems approaches that I am either certified or trained in and that I use in my work are:
  • Organization & Relationship Systems Coaching (CRR)
  • Constellation work (Bert Hellinger)
  • Group Relations Conferences (Tavistock Institute)
  • Systems Centered Training (Yvonne Agazarian)

How do you benefit when I work with it?

In my work I combine my knowledge and experience on change & transformation processes in both business and non profit environments with systemic interventions.
Systemic interventions can be applied in organizations to help groups and individuals manage conflicts, reveal their potential and meet their goals.
My approach is beneficial to you, because it helps to:
  • Create awareness and clarity. You can’t change what you’re not aware of or clear about. I create clarity by revealing the system (team, organization) to itself: its strengths, its obstacles and its potential.
  • Develop a sense of vision, direction and dynamics
  • Make sense of the complex interaction in teams and organizations
  • Work with what is in the here and now of a team or organization (many things in the here are now are events that happen but were not planned)
  • Create space for change and transformation (not: force people to change) as well as focused action
  • Enable clients to change and increase their effectiveness, performance and satisfaction in their work or business
  • Combine the development process with the business. It is very important to strongly connect the development and change processes to the actual business and primary processes of the organization.


What to expect when I work with and for you

You can expect me to take at least the following steps with you:
  • First meeting to understand your request and services needed
  • Intake session and connection with you as a client and the organization as a client system
  • Build a relationship with the client system, have an impression of awareness and change readiness
  • Co-create a coach/consulting plan together: the occasion for transformation
  • Make sure the plan contains clearly defined goals, roles and a way of working as well as space for people to change
  • Apply systemic interventions to enable the system to move forward
  • Realize this plan and regularly evaluate the effects as well as answer the question: what’s needed now?
  • Revise the plan and/or define new steps to for moving forward
  • Closure: exchange wrap up feedback on the process and create awareness on the next development stage
Should you have any questions or remarks, feel free to contact me.

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