Culture and team development

“If you do not make new choices

“If you do not make new choices, this year will be the repetition of last year. The most important choices are:”What are you no longer going to do!!!”

Culture and team development is a mix of technical (instrumental) and adaptive (relational) leadership to find a new balance to be successful and feel fulfilled. This requires awareness of the force field in which this takes place and which issues you will have to let go of in order to get into the new situation.

In short, it is about individual and collective leadership, decisiveness and insight into the course of the process.


  • Choices
    Making real choices. ‘Yes’ is a choice and therefore says ‘no’ to the other options. Make the choice temporarily dominant and take the first step. Create a clear direction.
  • Place and scope
    Knowing your place and really adding from there . Knowing what your scope is, how far does your influence reach and what cannot be influenced? This systemic science provides clarity and tranquillity so that one can focus on the direction and the goal. Taking part in the discussion and being heard is not a license to be able to decide on anything.
  • Symphony versus harmony
    Everyone from their own strength instead of everyone on the same tune.
  • Connection and engagement
    Really knowing each other creates trust so that a safe environment arises where people dare to take responsibility. This ensures dedicated actions, people want to be accountable so that they dare to take tough decisions with the risk of being wrong.


  1. Why? People want to understand why you want to change the culture and what that means for them personally.
  2. The structures/processes in the organization must support the new behaviour (e.g. rewards strategy, format and structure of Personal Development Plans, decision-making structure, hierarchy or the absence thereof).
  3. The cap acities and qualities to be able to realize this development must be present or be trained?
  4. Role model! Do the initiator and the management also do what is expected from the others?
  5. Space, understanding and time to accept and let go of what ‘no longer is’

Managing Transitions door William Bridges 2009
Beyond Performance door Keller en Price, 2011

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