Cross-functional teams are easy to start and hard to sustain. This article covers the five foundations that determine whether a cross-functional team delivers, or just meets.

HR’s job is not to take over execution, but to build the support model that helps managers lead with confidence, consistency, and ownership.

Most leadership teams understand the difference between working in and on the business. Few have designed for it. As AI increases speed, the cost of neglecting that distinction rises. What determines whether acceleration creates clarity or drift?

This article is grounded in two observations from practice. First, effective AI transformation has distinct layers, and workflow redesign is the lever that creates impact. Second, AI transformation requires behavior change—not as an abstract goal, but as a consequence of changing how work is organized and executed.

Is your organizational structure driving clarity or creating chaos? Discover why most companies confuse management charts with true strategic design.

Culture is your biggest project, you just forgot to treat it like one. You plan strategy. You execute targets. You measure performance. But culture? It drifts.

Goal setting: why it so often fails, and how to make it work.

De Nederlandse Loterij is overgegaan op Agile werken. Na een transformatie van twee jaar waarin de multidisciplinaire merken zijn overgegaan, is het nu tijd voor de directie om ook haar eigen rol aan te passen.

De afdeling Group Innovation richt zich op aankomende technologische aardverschuivingen en wat betekenen ze voor de maatschappij, de financiële sector en ABN AMRO. Wij hielpen hen in twee digitale workshops aan heldere OKR’s voor het komende kwartaal.

"Almost two years into using Holacracy as our operating system at Fronteer, our way of working has changed significantly. The structure of raising 'tensions' in tactical and governance meetings has become second nature. Increasingly, we have started to apply this to client projects as well, taking our clients along in our Holacracy approach to working efficiently and effectively."

You'll probably recognize the classic clash between managers and teams: Teams think managers lack vision and don't give enough freedom. Yet managers think teams are not productive nor entrepreneurial enough. And now what?! I personally think Holacracy—a way to work without bosses—works. Having a boss-less organization in which people are fundamentally free to organize their own work greatly reduces stress between them. Allow me to explain.

In 2015, BSL formally implemented self-organization as its new way of organizing itself. Fifteen months later, they are looking back in disbelief. They have become a living and breathing organism with a distinct culture and sense of purpose. How did this happen? This blog attempts an analysis by looking at six distinct time periods in the course of these 15 months.

Stichting leerKracht ondersteund schoolleiders en hun docententeams om een cultuur van ‘elke dag samen een beetje beter’ te creëren. Een goededoelenstichting die leraren en docenten meer werkplezier en betrokken leerlingen gunt. In één dag hielpen wij hen met het formuleren van een nieuw organisatiemodel die paste bij het motto ‘practice what you preach’, meer autonoom en continu verbeteren.

Singularity opted for Holacracy. With an inspiration and knowledge day and flexible support the following year, they independently started working with a new organizational model.

Viisi has a clear philosophy about working together differently. Believing in the talent of your colleagues and giving feedback is seen as much more valuable than evaluating each other. Without annual evaluations, the associated bonus is no longer relevant. Together with Viisi, we developed a more appropriate salary model, one that is still relevant after five years and is one of the pillars of success behind Viisi's growth model.

Econic is on a mission to make homes more sustainable, and the organization is growing rapidly. This requires a new and sustainable organizational model that fits Econic's philosophy and, of course, its ambition to continue growing. We got to work with them!

At ROC Amsterdam-Flevoland (Airport Logistics), there was a need for a simpler and more targeted consultation structure. This did not happen automatically, but with a lot of effort from ROC itself, the new structure is now in place. We helped them to do this themselves. Curious to find out how?

In deze videoserie helpen we onze klanten bij het werken met Holaspirit. Misschien werk jij ook wel met Holaspirit en kun je wat aanwijzingen gebruiken.