top of page
Image by Bobby Burch


Your organisation is at a turning point and you don't know how to deal with it?

You wish to anticipate the future with confidence, actively shape the organisation with your employees and enjoy working together.

  • Major changes are taking place on a strategic, structural, cultural or technical level, and this complexity worries you.

  • You are tired of the constant minor and major frictions between employees.

  • You are frustrated that cooperation is not taking place properly.


Imagine that you and your organisation know exactly where you are going, that everyone is doing their best to work together effectively and efficiently, that everyone is eager to learn new things, that you anticipate and react professionally to changes in the internal or external environment, and that you earn enough money to sustain your organisation over the long term.


However, this is difficult because:

  • you are so absorbed in the day-to-day business that you have little time to think about strategic direction.

  • you and your employees have beloved habits that you are reluctant to part with. The "we've always done-it-this-way" gives you a lot of security in times of uncertainty. So even small changes trigger resistance.

  • you waste time, nerves and money because of duplications, different approaches, misunderstandings and unclear agreements.

  • you have limited financial resources.

  • you and your organisation talk a lot about change, but little actually results from it.


What can you do? Here are some tips:

  1. Create regular time slots for the management team to exchange on the common vision, shared values and direction of its activities and to take concrete actions.

  2. Address negative comments made by employees, take them seriously and learn about the needs behind them.

  3. Clarify responsibilities, competencies and roles together and structure yourself so that everyone in the organisation has as much scope of action as possible.

  4. Define work processes together, especially those that regulate cooperation at the interfaces, and provide an infrastructure that supports work processes appropriately.

  5. Talk together with your management team as often as possible about the desired changes and implement the first changes quickly and specifically, making them immediately visible.


As a work and organisational psychologist FSP, with a CAS in organisational development, I support teams and organisations in development processes. I can help you to identify strengths and challenges, to develop attractive visions of the future and to implement changes through concrete measures.


Call me free of charge and without obligation for a needs analysis: 077 421 53 04 or write to me at

bottom of page